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Trade Union Strategy - and - The Law Georgina Hirsch, personal views as ex-Union Legal Director. Outline. Collective Agreements Industrial Action What are Union Legal Services For? Pervasive Imperatives (Speaking as an ex-Union Legal Director). Trade Union rights shopping list
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Trade Union Strategy - and - The Law Georgina Hirsch, personal views as ex-Union Legal Director
Outline Collective Agreements Industrial Action What are Union Legal Services For? Pervasive Imperatives (Speaking as an ex-Union Legal Director)
Trade Union rights shopping list • Are you getting more than basic CAC rights? • Hidden ‘No Strike’ Clauses
CAC applications • Description & Choice of bargaining unit • Numbers – managing expectations • 40% of those who can vote • 3 year ‘lock out’
Legally Enforceable Collective Agreements? • TUL(C)RA 1992 s179 “Whether agreement intended to be la legally enforceable contract • (1) A collective agreement shall be conclusively presume not to have been intended by the parties to be a legally enforceable contract unless the agreement – • (a) is in writing, and • (b) contains a provision which (however expressed) states that the parties intend that the agreement shall be a legally enforceable contract. • (2) A collective agreement which does satisfy those conditions shall be conclusively presumed to have been intended by the parties to be a legally enforceable contract.” • Parts (3) & (4) => can state that certain parts are legally enforceable and use the other parts for interpretation.
Against: • Traditionally quick and effective resolution through strike action • Courts under capitalism unlikely to be helpful re interpretation • Kaur v Rover • BA crew compliment • Awaiting ‘implied term’ test
A possible tool where unlikely to win with strike • Hard Times bargains, where employees making sacrifices to keep their jobs
TUPE Transfers • TUPE Regs 2006 • Generally contractual rights protected – Reg 4 • Collective Agreement re terms and conditions continue in force - Reg 5 • Liability for ‘sums payable’ to employee under Reg 4 does NOT transfer if the transferor is subject to “relevant insolvency proceedings” (Reg 8(4)) • Regs 4 (contractual rights) and 7 (dismissal) do not apply where the transferor “is the subject of bankruptcy proceedings or any analogous insolvency proceedings which have been instituted with a view to the liquidation of the assets of the transferor and are under the supervision of a insolvency practitioner” Reg 8(6) • Strategic timing might mean push for transfer before • Questions re unions talking to potential buyers
INDUSTRIAL ACTION Legal Challenges & Tory Plans
Gregor Gall highlighted the legal challenges and obstacles • 579 2009 • The Boring at the heart of Activism: • - membership name, job, location, contact details • - members entitled to vote, and long lapsed members • - getting the no’nas on board for the future
WHAT ARE UNION LEGAL SERVICES FOR? • About 10 years ago… • Indemnity basis for PI funding • No referral fees • No self insurance premiums (CCFAs) • Officers doing Tribunals • Organisation of members….
..more of these today challenges of these
The Golden Years: • Subsidised or free employment tribunal by solicitors • Freed up officers for other work • – but less incentive to keep up with the law • - tribunals got more legalistic • Demands of new, less organised work places • Anticipate attack on facility time, which will put further pressure on officers
Squeeze on funding pot over the golden years • Fewer accidents • Bumps and slips • Stress cases and costly discrimination cases increased • + employment cases generally up astronomically – particularly when mass job losses • Competition from non-union lawyers on no-win, no-fee
Future developments likely to make the pips squeak • Success fees from client’s damages • CCFA not recoverable • Possible ban on referral fees • Big figures for union funds • Can the present package continue? • Impact on service to members? • Is the free work a referral fee?
How might unions respond? • Role for workplace mediation for disputes • between employees? • Proactive re informal stage, and • resurrect ‘assertiveness’? • Officers start getting experience • re low value/prospects cases? • Bring in case workers instead? • But measure of value against officers? • Risks if traditional staff status.. • Union Ts & Cs compared to external provision? • ET costs in case – member benefit and sols continue?
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