Time Off for Trade Union Duties. This agreement establishes formal arrangements for supporting trade union duties and activities in accordance with the legislative framework and also local University requirements. It is recognised that it is not possible to be prescriptive about all duties and the time required carrying them out. It is agreed that requests for time off will not be unreasonably refused. Further to Section 7, accredited representatives will be permitted reasonable paid time off during working hours to carry out duties that are concerned with consultation, negotiation (where appropriate) and representation of individual members, including5: • Terms and conditions of employment including the physical conditions within which workers are required to work. Examples could include: o Pay o Hours of work o Holidays and holiday pay o Sick pay arrangements o Learning and development needs o Equality and diversity issues o Working environment o Health and safety • Engagement or non-engagement, or termination or suspension of employment or the duties of employment. Examples could include: o Recruitment and selection policies o Human resource planning o Redundancy and dismissal arrangements • Allocation of work or the duties of employment as between employees or a group of employees. Examples could include: o Job grading o Job evaluation o Job descriptions o Work planning models o Flexible working practices o Family friendly policies • Time to accompany workers in disciplinary, performance and grievance matters including: o Disciplinary investigations, hearings6 and appeals o Grievance hearings and appeals at all levels o Formal Capability review meetings • Trade Union membership or non-membership. Examples could include: o Representational arrangements o Trade union involvement in the induction of new staff 6 Representatives are entitled to accompany an employee at a disciplinary or grievance hearing provided they are confirmed by their Trade Union as being capable of acting as an employee’s companion. • Issues relating to the University‟s arrangements for ensuring equality and diversity in the workplace including: o Development of equality schemes o Review and development of Equality related policies and procedures o Monitoring of progress towards equality targets and objectives o Dignity at Work investigations • Issues relating to facilities for the officials of Trade Unions. Examples could include: o Accommodation o Equipment • Arrangements for the negotiation or consultation and ot...
Time Off for Trade Union Duties. 3.1 Time off for those attending appropriate Common Interest Group (CIG) meetings shall be approved in advance and the Employee Relations Manager shall notify managers in advance. Meetings will, where practicable be arranged for an afternoon commencing at 1.30pm.
3.2 The University will facilitate a Common Interest Group pre-meeting of one hour within the week prior to a CIG Meeting. There will be no other Pre-meetings on the day of the CIG.
3.3 The University reserves the right to refuse to release staff where in the judgement of the relevant manager the efficiency of the organisation might be adversely affected.
3.4 In all other cases it shall be the responsibility of the xxxxxxx/representative to seek the agreement of the appropriate supervisor/manager in advance. Requests should be for time off which is reasonably required for the purpose. As much advance notice as practicable in the circumstances should be given. Supervisors/managers when considering a request for time off shall: take into account the reasonableness of the request including both the notice given, the extent of the time off requested, the urgency and nature of the issue under consideration. consider the effect on the work of the section involved taking into account workloads and other relevant considerations. Supervisors/managers shall not unreasonably refuse or restrict requested time off. Where time off is refused or restricted then the reasons for doing so will be outlined by the supervisor. In the event of a dispute between the local GMB xxxxxxx/representative and the supervisor/manager, the matter should be referred to the Employee Relations Manager.
3.5 Approved trade union duties will be related to those subjects for which the Trade Union is recognised and which are the subject of negotiations between the parties, or involve the representative acting on behalf of a member or members in accordance with an agreed University procedure. staff conduct, disciplinary and grievance procedures; sickness, maternity and leave of absence schemes; clarification, interpretation and application of collective agreements relating to terms and conditions of service, which have been adopted by the Board of Governors; relevant matters arising under health and safety legislation; negotiating and consultation machinery; other jointly agreed issues.
Time Off for Trade Union Duties. 5.1 In accordance with the ACAS Code of Practice on “Time Off for Trade Union Duties” employees who are officials of a recognised trade union are permitted reasonable time off during working hours to carry out trade union duties.
5.2 Officials are entitled to time off where the duties are concerned with: negotiations with the Council about matters which fall within section 178(2) of the Trade Union and Labour Relations (Consolidation) Xxx 0000 (TULR(C)A and for which the union is recognised for the purposes of collective bargaining, or any other function on behalf of employees of the Council who are members of the union, which are related to matters falling within section 178(2) TULR(C)A and which the Council has agreed the union may perform. Matters falling within this section are outlined in Appendix 1.
5.2 Trades Unions recognise the responsibility on management to maintain levels of service and the requirement to make organisational and operational arrangements to cover time off. Whilst time off requests shall normally be supported, each request for time off must be considered in the light of the operational requirements of the service, and will not unreasonably be refused.
5.3 Any dispute which may arise concerning the level of Trade Union representation will be discussed with the Head of People & Transformation, the departmental Director/Head of Service and the full- time official of the union involved with a view to resolving the matter.
Time Off for Trade Union Duties. Request Form Please complete this form in full and send it to the appropriate Senior Operations Manager, Senior Distributions Manager or PTS Manager.
Time Off for Trade Union Duties. 1.1 The Council recognises that Representatives are entitled to reasonable time off with pay, subject to the needs of their Service, to undertake duties, and the necessary preparatory work, concerned with: negotiations with the Council on relevant matters; or other functions which the Council has agreed the Trade Unions may perform.
1.2 The following list is neither exclusive nor exhaustive but illustrates the nature of the duties and associated preparatory work for which time off with pay may be granted: discussions with managers on terms and conditions of employment, working practices or job duties e.g. pay, grading, hours of work, equal opportunities issues, use of machinery/equipment, job descriptions; discussions on physical conditions or the working environment, e.g. nature of the work location; discussions on matters relating to recruitment, redeployment, retirement or dismissal decisions e.g. recruitment and selection policy, early retirement applications, redundancy consultation; dealing with disciplinary and grievance cases, including attending formal hearings as a Representative; attending induction meetings to explain to new employees the role of the Trade Union in the workplace; Trade Union branch meetings on any relevant matters concerned with negotiations with the Council; informing union members of the progress of such discussions, subject to the prior authorisation of any workplace meetings; attending meetings with other Representatives and full-time Trade Union officers, on any relevant matters concerned with negotiations with the Council; and attending consultation meetings e.g. Departmental Joint Consultative Committees (DJCC).
Time Off for Trade Union Duties. Entitlement Employees who are union representatives of an independent trade union recognised by Cleveland Police are to be permitted reasonable time off during working hours to carry out certain trade union duties. An independent trade union is recognised by Cleveland Police when it is recognised to any extent for the purposes of collective bargaining. Where a trade union is not so recognised by Cleveland Police, employees have no statutory right to time off to undertake any duties except that of accompanying a worker at a disciplinary or grievance hearing.
Time Off for Trade Union Duties. Trade Union Representatives are entitled to reasonable time off to undertake those duties pertaining to his or her role, including a reasonable allowance for preparation time. Managers will consider all requests for time off, in connection with the above, and time off will be granted subject to the demands of the service. Managers must not unreasonably withhold time off. Examples of Trade Union duties where requests for reasonable paid time off must be considered by Managers is provided below: - Making representation to the appropriate level of management on behalf of members - Attending joint consultation/negotiation meetings with management - Informing members about consultations or negotiations with management - Meetings with other representatives or with full time officers to discuss business of an employee relations nature between Trust and members of the staff organisations concerned - Organisation of ballots held as required either by legislation or by mutual agreement - Interviews with, and on behalf of, members on matters such as general advice, guidance, grievance and disciplinary matters concerning them and the Trust - Attendance at Health and Safety Committees and participation in health and safety audits when an appropriately accredited Health and Safety representative - Appearing on behalf of members before an outside body e.g. Employment Tribunals, etc - Attendance at meetings requiring regular Trade Union representation such as LNC, JNCC, Workforce Council, Valuing our People Steering Group, Terms & Conditions Group, Health & Safety Steering Group, Equality & Diversity Steering Group, Learning & Development Steering Group and the Clinical Education Forum. - Undergoing training in aspects of employee relations, which is relevant to carrying out Trade Union duties, provided such training is approved by the TUC congress, or by the independent Trade Union of which he or she is an official (cost of such training is the responsibility of the organisation concerned) - Regional Committees
Time Off for Trade Union Duties. 2.1 In order to qualify as appropriate duties for which an accredited representative is entitled to paid time off, the duties in question must be in accordance with the ACAS Code of Practice for "reasonable time off". These include:
2.2 terms and conditions of employment, or the physical conditions in which workers are required to work" - could include pay, hours of work, holidays, sick pay, pensions, learning and development, equal opportunities, notice periods, the working environment and the operation of digital equipment and other machinery.
2.3 engagement or non-engagement, or termination or suspension of employment or the duties of employment, of one or more workers" - could include recruitment and selection policies, human resource planning, and redundancy and dismissal arrangements.
2.4 allocation of work or the duties of employment as between workers or groups of workers" - could include job grading, job evaluation, job descriptions, flexible working practices and family friendly policies.
2.5 matters of discipline" - could include disciplinary procedures, arrangements for representing trade union members at internal interviews and arrangements for appearing on behalf of trade union members, or as witnesses, before agreed outside bodies or Employment Tribunals.
2.6 trade union membership or non-membership" - could include representational arrangements and any union involvement in the induction of new workers.
2.7 facilities for trade union officials" - could include arrangements for the provision of accommodation and equipment and the provision of names of new workers to the union.
2.8 machinery for negotiation or consultation and other procedures" - could include arrangements for collective bargaining, grievance procedures, joint consultation, communicating with members and communicating with other union officials also concerned with collective bargaining with the employer.
Time Off for Trade Union Duties. 9.1 To ensure that workplace meetings are fully represented, paid time off for trade union representatives and members will be permitted for: • Attending workplace meetings to discuss and vote on the outcome of negotiations; • Meeting all full-time Union officials and TU representatives to discuss issues relevant to the workplace; • Conducting Union elections. • Recruiting union members during staff inductions 6
9.2 Bangor University and the Union also recognise that it is in the interests of effective and democratic operation of Unions that representatives or officials participate in other activities of the Trade Union. Reasonable paid time off during working hours will be granted for these purposes which may include: • Participation, as a representative, in meetings of official policy making and consultative bodies of the Union such as annual conferences or regional meetings; • Representing the Union on external bodies such as committees or working parties within the official Union structure; • Holding office on official bodies of the Union; • The Union will notify Bangor University at the beginning of each year of the anticipated calendar of such events wherever possible and the likely number of representatives who will be required to attend.
9.3 It is recognised that it is not possible to be prescriptive about all duties, activities and the time required to carry them out. It is agreed that requests for time off for the day to day representation of members will not be unreasonably refused. However, under normal circumstances, Union Branch Officers/Representatives the time spent on trade union duties should not exceed more than 1/3 of the individuals’ contractual hours.
Time Off for Trade Union Duties. 7.1 The council will grant union representatives reasonable paid time off during working hours to participate, consult or negotiate on the following: • Terms and conditions of employment. This includes matters pertaining to pay (including sick pay and holiday pay), working hours, holidays, pensions, sickness absence arrangements, notice periods, training, learning and equality and diversity and TUPE • Physical conditions in the workplace. This includes the workplace environment and the operation of electronic equipment or machinery. • Recruitment and termination or suspension of employees. This includes policies on recruitment and selection (including the planning of human resources), arrangements for redundancy and dismissal. • Allocation of work or duties, This includes flexible working arrangements, work-life balance issues, job evaluation and grading and disability and welfare issues. • Disciplinary matters, This includes disciplinary procedures, including representing or accompanying employees during the disciplinary process and acting as a witness before agreed appeal bodies or tribunals. • Membership of a trade union, This includes making arrangements for representation, walkabouts and trade union involvement in the induction of new workers. • Agreement of facilities for union representatives, This includes deciding on the provision of rooms, equipment, notice boards, use of the intranet and supplies; and • procedures for negotiation and consultation, This includes collective bargaining, grievance procedures, joint consultation arrangements, consulting and communicating with members and consulting and communicating with other union representatives and union full-time officers.
