An organization should: recognise how important social dialogue bodies are, international ones among them, together with applicable structures for collective bargaining; always respect workers' right to set up or join organizations of their own to further their interests or for collective bargaining; not hinder workers trying to do this through dismissal, discrimination, retaliation or direct or indirect threats that create fear or intimidation; where operational changes would seriously affect employment, notify public authorities and workers' representatives in reasonable time so that together they can examine the consequences and reduce the harm; as far as is reasonable and does not disrupt operations, let properly designated workers' representatives reach the authorized decision makers, the workplaces and the workers they represent, and give them the facilities they need and information giving an accurate, fair view of its finances and activities; not encourage governments to limit freedom of association and collective bargaining, which includes not locating subsidiaries in or sourcing from industrial zones that restrict association and turning down incentives that depend on such limits; and consider joining employers' organizations as a route for social dialogue.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.