Common use of Maintaining   Good   Employee   Relations              ‌ Clause in Contracts

Maintaining   Good   Employee   Relations              ‌. The partners to this agreement recognise the mutual responsibilities of each other in that: • The Trust has a responsibility to plan, organise and manage the activities of the Trust according to the objectives set by the Trust Board; and • The Trade Unions and Professional Organisations have a responsibility to represent the interests of their members, to work for improved conditions of employment • These mutual responsibilities do not obviate the requirement to inform, consult and negotiate matters covered by this agreement. The partners to this agreement recognise that there are situations where, despite the best endeavours of all involved, there may be disagreement between the partners. In these situations the following steps may be taken • Where an accredited representative considers that the Trust has failed to disclose information that has impeded the Trade Union or Professional Organisation, the matter should be brought to the attention of the Staff Side Chair in the first instance who will raise the matter with the Director of Human Resources. • If, despite all partners' best endeavours, there is a failure to agree, the first stage would be a 7 day cooling off period. At the end of this period or before, if agreed, both sides will meet again to attempt to resolve the matter. • Where there is still a failure to reach a resolution, subject to the agreement of management and only in exceptional circumstances, the practice or agreement in force at the time the difference is registered, may continue to operate pending a settlement. • Conflicts of opinion should always be resolved before changes are implemented. The partners to this agreement recognise that there may be times when change is necessary in the best interests of service users and staff. • At the time of agreement to either continue or change a practice a formal review date should be agreed as discussions progress • In the event of a complete failure to agree within the internal procedure either party may refer the issue for conciliation to ACAS in an attempt to find a solution. • Differences between the parties not resolved by negotiation or conciliation may be referred to ACAS for arbitration, subject to the agreement of both parties. Provided that both parties agree before referral, the findings of the Arbitrator(s) shall be final and binding upon both parties.

Maintaining   Good   Employee   Relations              ‌. The partners to this agreement recognise the mutual responsibilities of each other in that: • The Trust has a responsibility to plan, organise and manage the activities of the Trust according to the objectives set by the Trust Board; and • The Trade Unions and Professional Organisations Staffside have a responsibility to represent the interests of their members, to work for improved conditions of employment • employment. These mutual responsibilities do not obviate the requirement to inform, consult and negotiate matters covered by this agreement. The partners to this agreement recognise that there are situations where, despite the best endeavours of all involved, there may be disagreement between the partners. In these situations the following steps may be taken taken: • Where an accredited a staffside representative considers that the Trust has failed to disclose information that has impeded the Trade Union or Professional Organisation, the matter should be brought to the attention of the Staff Side Staffside Chair in the first instance who will raise the matter with the Director of Human ResourcesPeople and Culture. • If, despite all partners' best endeavours, there is a failure to agree, the first stage would be a 7 day cooling off period. At the end of this period or before, if agreed, both sides will meet again to attempt to resolve the matter. • Where there is still a failure to reach a resolution, subject to the agreement of management and only in exceptional circumstances, the practice or agreement in force at the time the difference is registered, may continue to operate pending a settlement. • Conflicts Where there is conflict of opinion should always opinion, a way forward will be resolved before changes are implementedagreed on. The partners to this agreement recognise that there may be times when change is necessary in the best interests of service users users, carers and staff. • At the time of agreement to either continue or change a practice a formal review date should be agreed as discussions progress • In the event of a complete failure to agree within the internal procedure either party may refer the issue for conciliation to ACAS in an attempt to find a solution. • Differences between the parties not resolved by negotiation or conciliation may be referred to ACAS for arbitration, subject to the agreement of both parties. Provided that both parties agree before referral, the findings of the Arbitrator(s) shall be final and binding upon both parties.