iii. In the event of a disagreement between the employer and the worker, the matter would be determined by the supervisory authority, i.e.dem labour commissioner. As soon as the warrant has been passed, it binds the parties to the dispute. A tripartite regulation refers to a scheme involving a third party or a foreigner, i.e. the conciliation committee or the conciliation delegate. As we have seen in Section 2, point p), the ON ID Act provides for a tripartite regime. There are also other provisions that explain the process in more detail. This feature describes Estonian collective bargaining legislation and examines the current situation with regard to the number and level of agreements. The 2016-2018 collective agreement between the Brazilian Association of Financial Sector Workers (CONTRAF-CUT) and the National Federation of Banks (Fenaban) provides for voluntary compliance with the protocol on the prevention of conflicts in the workplace (Contraf-CUT and Febraban, 2016-2018, section 56). This protocol contains provisions to prevent workplace conflicts, including harassment. It requires the establishment of internal claims mechanisms (Contraf-CUT and Febraban, undated) section 2.a) and provides for the possibility of filing complaints with the union, which would then be submitted to the Bank (Contraf-CUT and Febraban, Undated, Section 4.a). Section 18 of the ID Act recognizes collective bargaining because it provides that a two-party transaction agreement is binding on both parties.  Section 29 also provides for the penalty that arises if one of the parties is against the transaction.
The Collective Agreements Act, passed in 1993, is the most important legal basis for tripartite and bilateral collective bargaining. It says that a collective agreement can be bilateral or tripartite. The themes that can be the subject of tripartite collective bargaining are: it has been actively called upon to tackle gender-based violence in Italy`s wood processing sector, where workers make up 30% of the labour force (CES, 2017a, p.10). The collective agreement 2015 between Federazione Nazionale Lavoratori Edili Affini e del Legno – Unione Italiana del Lavoro (FENEALUIL), Federazione Italiana Costruzioni e Affini – Confederazione Italiana del Sindicati Lavoratori (FILCA-CISL), Federazione Italiana dei Lavoratori delno, dell`Edilizia, delle industry Affini ed estrattive – Confederazione Generale Italiana del Lavoro (FILLEA-CGIL) and FederlegnoArredo (FLA) is an innovative agreement on sexual harassment. It contains a detailed code of conduct for sexual harassment and harassment, which provides for the creation of a committee of workers` and employers` representatives to raise awareness among employers and workers. The agreement invites companies to commit to signing the code of conduct within one year of the creation of the committee (Pillinger, 2017b). Tripartite collective bargaining can take place at both the national and regional/local levels. The main players at the national level are: the Ministry of Social Affairs, which represents the government; national trade union organisations – the Association of Estonian Trade Unions (Eesti Ameti-hingute Keskliit, EAKL) and the Estonian Workers` Trade Unions Association (Teenistujate Ametiliitude Keskorganisatsioon, TALO); The employers are the Estonian Employers` Association (Eesti Tuandjate Keskliit, ETTK).