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Uganda`s constitution guarantees the right to work, education and union membership, as well as the right of workers to representation and collective bargaining. The Employment Act 2006 and the Labour Unions Act 2006 provide the detailed legal framework for relations between unions, employers and workers. c) The company makes a copy of the agreement available to each employee. Parts of a CBA must comply. The law in Uganda must be registered in writing, but also within 28 days of the conclusion of the agreement with the competent labour manager. b) Any party wishing to amend or amend the agreement sends the other party a one-month written notification containing the details of the proposed amendment/modification. If there is no agreement on the proposed amendment/modification of the agreement, each party may refer the matter to the Ministry of Labour Affairs for further action. Collective agreements (“CBEs”) are written agreements between an employer and a worker, usually represented by their work or union, over a specified period of time. The 2010 collective agreement between the Uganda Flower Exporters Association (UFEA) and the Horticulture and Allied Workers` Union (UHAWU) requires the implementation of a sexual harassment policy and provides details on its central content (collective agreement between UFEA and UHAWU, 2010, para. 20 and 20.1), notes the obligation for employers to take measures to prevent sexual harassment when employing more than 25 employees (collective agreement between UFEA and UHAWU, 2010, para. 20.4) and provides for a procedure for dealing with complaints before (collective agreement between UFEA and UHAWU, 2010, Randn 15). In addition to these measures, the agreement also includes the creation of a joint subcommittee for equality and equality, which will study, inform/advise and submit recommendations to the Joint Bargaining Council (JNC) (collective agreement between UFEA and UHAWU, 2010, point 22a). b) In the event of differences in the interpretation of part of this agreement, these issues are governed by the appeal procedure or in accordance with the Labour Disputes Act (Arbitration and Settlement Act) and in accordance with similar legislation that may result.