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Trade Union Facility Time in the government sector

Trade Union Facility Time in the government sector. Peter Middleman PCS NW Regional Secretary. Collective bargaining in the Civil Service. 270,000 PCS members across government and in privatised sector National and delegated CS recognition National Trade Union Committee

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Trade Union Facility Time in the government sector

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  1. Trade Union Facility Time in the government sector Peter Middleman PCS NW Regional Secretary

  2. Collective bargaining in the Civil Service • 270,000 PCS members across government and in privatised sector • National and delegated CS recognition • National Trade Union Committee • National consultation • Delegated bargaining – 230+ bargaining units • Delegated facility arrangements • Departmental Trade Union Sides

  3. Government perceptions • Ministerial agenda • Political lobby – protecting the taxpayer? • Cuts - cost (not benefits) • Privatisation – divesting responsibility? • Austerity perspective – reason or excuse?

  4. Evidence they ignore • BERR: Workplace representatives – a review of their facilities and facility time (2007) • TUC: The facts about facility time for union reps (2011) • NatCenSocial Research report for Unison: The value of trade union facility time – Insight, challenges, solutions (June 2012)

  5. Unions at Work • North west version of “The union advantage” • Focus on Learning; Health % Safety; Equality, Green issues and vulnerable workers • Benefits to employees and employers

  6. Facility Time Framework - Consultation • Long lead in, short consultation • Unilateral document, November 2012 • Leading questions • NTUC discussions – cut short • Cost limits set • Legal constraints - acknowledged • ACAS Code – duties and activities • Statutory duties included?

  7. Impacts • Union democracy and representation • Equality and diversity • Collective bargaining machinery • Statutory responsibilities • Members’ rights • Knowledge and expertise • Individual reps

  8. The organising response • Preparation for a hostile environment • Count Me In • Tool kit – co-ordinated/tailored • Box cleverer

  9. The legal response • New IER publication • Domestic, European and international perspectives • Legal and political analysis • UK – a “rogue state”

  10. Outcomes? • Fewer reps? • Less diverse union? • Lower skills and expertise? • Even worse management of change • More stress – members, reps, managers and organisation • More grievances – less access to help • Lower morale • Erosion of workplace rights

  11. Conclusion • Unintended consequences • Industrial relations machinery grew out of concessions to “rank and file” militancy? • They have more to lose than us

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