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A recognised trade union represents workers in negotiations with their employer. These negotiations will usually centre on workers terms and conditions. When an employer recognises a trade union, it will be for bargaining on behalf of a particular group of workers. This group is often called a bargaining unit.
health and safety matters when the employer is thinking about making a group of workers that includes trade union members redundant when the transfer of the employers business is being considered Employee information and consultation rights Collective redundancy consultation representatives Resolving problems with trade unions Gaining trade union recognition A trade union can become recognised by making a voluntary agreement or following a statutory procedure involving the Central Arbitration Committee (CAC).
Voluntary recognition
If your employer does not recognise a trade union in your workplace, then a trade union can become recognised by making a voluntary agreement with your employer. This is the way most recognition arrangements in the UK are established.
Statutory recognition
If your employer will not make a voluntary agreement with a trade union, then the trade union can follow a statutory procedure for recognition. The statutory procedure applies to employers that have 21 or more workers. To follow the statutory procedure, the trade union must first write to your employer requesting recognition.
Recognition of Unions:
Trade unions must have at least 30% membership from the supporting organization. 1. Recognition of unions must be required for all organizations 100 or more workers. And at least 30% of the workers within the organization should be members of the union. 2. The IRC must certify the union as a representative union by verifying its active memberships. The IRC must also deal with aspects of union recognition such as: the level of recognition to be offered, certifying the
majority union, and dealing with other related matters. 3. The recognized union must be allotted certain rights such as right to sole representation, right to enter into collective agreements on terms and conditions of service, the right to collect membership subscriptions within the premise of the undertaking, the right of check-off, etc. 4. Minority unions must only be allotted the right to represent cases of dismissal and discharge of their members before the Labor Court. 5. Unions must be made strong, organizationally, and financially. Nevertheless, intra-union disputes must be discouraged.
Conciliation :
1. Conciliation is most effective if it is uninfluenced by external factors, and the conciliation department is adequately staffed. 2.Personnel hired to work in the conciliation department should undergo special hiring selection.
Arbitration :
It has been observed that with the growth of collective bargaining, recognition of unions, and improved management attitudes, settlement of
workforce conduct during negotiations - how and when issues can be raised the specific matters which will be subject to joint agreement, eg pay and working hours dispute resolution - what should happen if deadlock is reached on a particular issue, eg conciliation and arbitration