Growing the union through bargaining, representation and action Steve Stott & Jim Moodie UNISON NW Bargaining, Equalities and Representation Team

Key questions: How central to trade unions is the existence of bargaining to its growth? Does it make any difference and if so, what would improve its growth? What part does industrial action play and how do you go about it?

Facts and figures Terms and conditions set by collective bargaining in Britain European Union 62% Western and Northern Europe 80% Britain second to bottom %40%23%

Trade union membership 14-5% wage premium for workers if part of collective bargaining Injuries at work reduced by 50% Gender gap is narrowed %26%

If bargaining, trade union membership and improvement to working conditions are linked...how do we achieve it?

Manifesto for Collective Bargaining Establish a Ministry of Labour (MofL) Introduce legislation to delegate from MofL to ACAS (or similar) duty to encourage establishment of sectoral collective bargaining Legislation include: employers obliged to participate; participation a pre- condition to award of public contracts Provision for determination of pay and other working conditions; procedures for resolution of disputes; deal with skills, training and productivity Legislation provide for the legalisation of sectoral agreements, so appropriate terms of the agreements in question become inderogable T&Cs of all workers in sector Legislation to include power vested in CAC to resolve disputes about sectoral boundaries and determine which collective agreement is applicable to which employer in case of disputes

Manifesto for Collective Bargaining Statutory scheme providing for sectoral bargaining be implemented gradually and flexibly, the agencies responsible for its development empowered to respond to specific needs of each sector; in industries without infrastructure to support collective bargaining wages councils should be instituted Overhaul in statutory recognition procedure so that trade unions entitled to be recognised on demonstrating 10% membership and evidence of majority support verified by the CAC When that threshold for recognition on behalf of a defined bargaining unit is not met, there should be a statutory right of every trade union to recognition by an employer to bargain on behalf of its members The existing statutory right to be accompanied be overhauled so that every worker has the right to be represented by their trade union on all matters relating to their employment

Where does UNISON fit into this? Present collective bargaining machinery AFC/Local government Private sector TUPE EU legislation Health & Safety Local agreements Disputes

Common denominators to increase membership Proactive Communication Leadership Delivering

Industrial Action – pitfalls and benefits Failure of collective bargaining Lack of collective bargaining Need for collective bargaining UNISON procedures Legal loopholes Delivering action/leverage When to agree? Increase membership Delivering improvements Establishment of collective bargaining next time? New activists/leadership Trade union education

Conclusions Establishment, maintenance and retention of collective bargaining: Increases membership Increases density/recruitment Identifies activists Improves T&Cs Provides a wider role for trade unions as stakeholders If robust, relevant and delivering benefits any need for industrial action? 10 points should be the starting point Gives trade unions relevance and importance in the workplace and beyond