Social Dialogue and Collective Bargaining Agreements

Social Dialogue is process of negotiation, consultation, and information sharing between employers, workers, and government representatives to influence work-related issues, labor market policies, and other economic and social policies. Social dialogue can be tripartite, with the government as an official party, or bipartite, between employers and trade union.

Social Dialogue being the Fourth pillar of Decent Work was considered a priority while designing the Thematic Portfolio Social Protection and Decent Work and with that, in Rwanda, Federations of trade unions i.e CESTRAR, COTRAF and COSYLI  were awarded grants dedicated to: 

• Capacity building of the federations and their affiliated Trade unions (on, Collective bargaining, social protection etc)
• Support Federations extend their membership coverage through mobilization of new members and formation of new registered trade unions,
• Support the collective bargaining process which later result into the signing of Collective Bargaining Agreements (CBAs)

The initiative is intended  to encounter and solve pre-existing challenges faced by workers including; Long working hours, working without contracts, poor working conditions, Social security issues, low pay etc.

With the support from Enabel  through TPSP&DW, the federations have managed to sign a total of  16 CBAs, 3 in manufacturing,  5 in Construction and 8 in Mining, Over 6000 employees are benefiting from the signed Collective Bargaining Agreements (CBA).
The signed CBAs tackled different aspects of Decent Work including; provision of written contracts, provision of maternity leave, payment of salaries through banks, pension contribution for workers, remuneration increament (case of REWU a trade union in mining sector where through the CBAs concluded led to an increase of salary for miners from 2800 frw per kilogram to 4000 frw per kilogram) and commitment to abide with occupational safety and health.

For a Collective Bargaining Agreement to be concluded, it requires the following steps;

• Identification of companies where to initiate Collective Bargaining engagements
• Engage establishments management and Initiate negotiations
• Mobilization and sensitization of workers in the identified companies
• Grass root training for workers representatives on Social Dialogue, Social Protection, CBA negotiation etc.
• A selected Team undertakes the drafting of CBA
• Signing of CBA
   

 Related stakeholder type

• Organisations (non governmental, cooperatives, government institution)
• Micro & small businesses
• Medium & large enterprises
•  Sector organisations
• Trade Unions
• TVETs

Related ILO decent work element

Employment security

•  Job stability and security (contract, Dismissal, job loss/maintenance)

Income security

• Living wage

Social Dialogue

•  Health insurance
• Work injury insurance
• Maternity
• Retirement

Work life balance and well being 

•  Combining work, family and personal life
• Decent Working Time

Fair treatment

• Violence
• Child labour
• Fair pay
• Gender based violence

Occupational Health and Safety

•  Protective environment

Voice and representation 

• Worker representation
• Freedom of association
• Worker right
• Inspections

Target group

• Employers
• Women
• Youths

Related Enabel thematic area

• Facilitate national and regional policy dialogue and coordination on decent work
• Increasing awareness of labour rights
• Living wage and living income
• Measuring progress towards decent work
• Promote dialogue between tripartite actors
• Strengthening of regulatory and legislative frameworks and implementation mechanisms on decent work 

Place : Rwanda Kivu belt, districts i.e Rusizi, Nyamasheke, Karongi, Rutsiro and Rubavu & 3 Districts of Kigali i.e Gasabo,Kicukiro and Narugenge.

Focal point : Martin GASHAGURE/ Decent work thematic expert