Trade Union Recognition Agreements

1.3 The purpose of this agreement is to meet the requirements of the relevant sections of the Worker Information and Consultation Regulation (2004), the Employment Rights Act (1996), the Trade Union-Labour Relations (1992) («TULR (C)A 1992» and possible subsequent legislation or other labour relations. This is an agreement that exists under the Worker Information and Consultation Regulation (2004) and replaces all previous agreements. 1.1 This agreement between the university and its recognized unions (collectively referred to as «parties» in this document) is mentioned in point 2.1 below, and applies to all employees of the University of Bath, paid on nationally negotiated wage scales through the Joint Council for the Negotiation of University Staff (JNCHES). In addition, the University and the University Union (UCU) are expressly recognized for collectively representing professors. 3.4 It is the university`s responsibility to plan, organize and manage its activities in order to achieve its strategic objectives. The university will do so in a manner appropriate to labour law and appropriate and timely consultation and negotiation with recognized unions. 4.13 In order to facilitate the admission of time allocated outside the university, a system for filling up accredited trade union delegates is in place until the following date: (c) participate in a relevant regional or national conference at which the university has accepted a request to join a union; When an employer agrees to recognize a union, the employer has certain legal obligations to the union and its members – see the consequences of union recognition. 4.16 Appendix 4 contains more information on the communication policy bodies made available to trade unions. The ensuing bargaining process is called collective bargaining, with the group of workers representing the union being called the bargaining unit. 4.5 The university and its recognized unions will follow the following process when appointing elected representatives and their accreditation by the university: b) the competent union representative informs in writing the Director of Human Resources and the Deputy Director of Human Resources and confirms the election of representatives as soon as possible after their election; (a) initial training relevant to the duties of the accredited representative, which must be approved by the Congress of Trade Unions (TUC) or by the relevant accredited unions as soon as possible after the accreditation of the representative; Confirmation of the recognition of trade unions by the University of Bath and the institutions that are given to their representatives. 4.14 The backfilling budget is maintained in the human resources sector and is used by departments to cover accredited trade union delegates who have been assigned to trade union duties. It is up to each of the unions with backfill funding to propose the representatives for which these funds are allocated.

6.3 Any individual recourse may be formed by individual staff (with representation of their accredited trade union representative) in accordance with the university`s appeal policy and procedure or other appropriate HR guidelines and procedures.


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