Companies may choose not to disclose the terms of transnational agreements because they are not subject to legislation. There are no notifications, no rules for implementation and no mechanisms for monitoring or resolving disputes. Transnational enterprise agreements strengthen relations between companies and workers by establishing clear and stable rules. This type of agreement has been signed for 10 years and more than 300 are already mentioned in the joint database of the International Labour Organization and the European Commission. Maintaining stable minimum requirements to ensure that the company`s objectives are achieved beyond its numerical objectives, in a cross-cutting manner, regardless of location and circumstances, thus contributing to the uniformity of these standards in Europe and even around the world. Minimum requirements such as equality between men and women, decent wages, the abolition of child labour, non-discrimination in all its forms, including of vital importance, should necessarily be an essential part of the DNA of employers (many also correspond to the legal framework, at least in Europe), thus creating additional principles or a watered-down collective agreement that deals only with general affairs. TTCs are instruments negotiated and agreed between companies and workers` representatives to reflect, at the transnational level (with the exception of existing legislation and legislation), issues that resolve labour relations across the board, fixed problems outside of trends, principles that form the core of labour relations independently of existing legislation. , the people who manage the organization, management trends and even the minimum requirements that exist in each country. Therefore, the signing of an AAFC strengthens relations between businesses and workers by establishing clear and stable rules that resolve daily disputes (including in the negotiation of other agreements between the parties), and it allows, among other things: these autonomous and voluntary agreements concluded within multinational enterprises could constitute a less formal version than the two levels of social dialogue (sectoral and interprofessional). , provided for by the European treaties. but are a very real part of the agreements between the EU`s social partners. „When GDF-SUEZ became ENGIE, the company changed its strategy to focus on gas and renewable energy.

Unions called for a social component to be included in the new strategy. This agreement sets minimum standards for all companies in the group,“ said Sylvain Lefebvre, Deputy Secretary General of IndustriAll Europe. We`re not talking about the signature of the latest fashion. We are also not talking about giving the company a facelift to be included in the current ranking. We are simply talking about reconciling and documenting the values and ideals that identify and differentiate our work, those that truly identify our ideals (and those of our counterparts) and that go beyond minimum regulatory requirements, while making visible the roadmap and the objective pursued. All of this is also linked to the management of labour relations and the transitional agreements of companies, whether they like it or not, will be increasingly visible in the globalized and interconnected world in which we live. These agreements apply to all jobs and subsidiaries of a company in Europe or elsewhere abroad.