UNISON Model Recognition AgreementModel Recognition Agreement • April 18th, 2023
This model is based on ‘best practice’. It assumes the employer has granted the union full recognition for representation, consultation and collective bargaining on behalf of all appropriate staff groups. This is obviously the goal that branches should aim for, but it is understood that this may not always be achievable in the first instance.
Model Recognition AgreementModel Recognition Agreement • October 14th, 2020
A recognition agreement is a document signed by the Staff Association or Union and the Executive Head of the organization, by which the Executive Head recognizes the association or union, under the provisions of the relevant Staff Regulation, as the representative of staff members of that organization, and that, except as indicated otherwise, any agreement entered into by the association or union will be applied to all staff members. A recognition agreement is granted for the purposes of consultation and negotiation.
UNISON Model Recognition AgreementModel Recognition Agreement • July 28th, 2020
This model is based on ‘best practice’. It assumes the employer has granted the union full recognition for representation, consultation and collective bargaining on behalf of all appropriate staff groups. This is obviously the goal that branches should aim for, but it is understood that this may not always be achievable in the first instance.
Model Recognition AgreementModel Recognition Agreement • September 5th, 2022
A recognition agreement is a document signed by the staff association or union and the executive head of the organization, by which the executive head recognizes the association or union, under the provisions of the relevant Staff Regulation, as the representative of staff members of that organization, and that, except as indicated otherwise, any agreement entered into by the association or union will be applied to all staff members. A recognition agreement is granted for the purposes of consultation and negotiation.
