Submitted to: Dean Horsman, Paul Dix
Date: 20th December 2011
The report gives a concise analysis of employee relation concepts like ER policies, management styles, workplace harmonisation, collective bargaining and analysis of trade union with respect to the employees and organisations. Starting with a brief introduction, it continues to talk about the labour unions and its process of reorganisation. It gives various drawbacks and benefits of union reorganisation for the employer. Then it examines the partnership agreement signed between UNISON and Vertex in the year 2000. Then a critique is made based on the theory that whether the partnership agreement was a success at Vertex or not.
2. Trade Union
2.1 Trade Union Recognition process
5 2.2 Advantages and Disadvantages of trade union recognition
6 3. Factors influencing the decision of Vertex
4.1 De-recognition of trade union
4.2 Restoration of trade union
4. Main elements of partnership in Employ Relation
5.3 Advantages and disadvantages of partnership agreement
5. Partnership Agreement- Vertex-UNISON
The report is based upon a research which analyse the main features of labour/trade unions and the process of trade union recognition and assess its benefits and drawbacks for the employers. The chosen case study for this analysis is Vertex. It also determines the main factors that influence the management of Vertex to first de-recognise and then subsequently recognise the trade union UNISON. Later in the report, it discusses the elements of partnership and its advantages and disadvantages. It also analyse whether the partnership agreement between Vertex and UNISON was a success or not. Overall, the report, critically examines the factors that have influenced the decision making at Vertex and its various benefits and drawbacks. Finally, all the findings and the theories is summed up in the end supporting the conclusion.
A trade union is an organisation of workers which is created to protect and promote the interests of its members by negotiating collective agreements with employers. A trade union, through its leadership, bargains with the employer on work rules, salary, complaint procedures, hiring rules, promotion, benefits policies and workplace safety. They represent members in discussion with employers. They also provide services for individual members such as welfare benefits, financial services, legal advice, sickness benefits, education facilities and holiday discounts. (TUC, 2010)
Trade Union Recognition Process
Recognition, in relation to the trade union, means a trade union will negotiate formal agreements with employers on pay and other terms and conditions of the employment on the behalf of the group of workers for the purpose of collective bargaining. A recognised trade union represent the workers in negotiations with employers. These negotiations usually concentrate on the worker’s terms and conditions. The employer gives the representatives of unions, paid time off to carry out their union duties. A trade union can become recognised in an organisation either by making a voluntary agreement or by following a statutory procedure which involves Central Arbitration Committee (CAC). Voluntary recognition is when the employer does not recognise a trade union in the workplace, so the trade union will directly contact the employer and will make a voluntary agreement with him without using any legal procedures. Statutory recognition is when the employer does not make a voluntary agreement with the trade union. Then the trade union can follow a statutory procedure for recognition. It can make an application to...
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