Agenda item

Carolyn Cotterell, on behalf of JTUC and Surjit Nagra from HR outlined the revised Employees Relations Framework.  Members were informed that this framework was in place to ensure clear guidance was in place on all aspects of consultation and negotiation with Trade Unions.  It was essential to ensure that good employee relations continued to exist between the Council and its staff and that this relationship was based on partnership. 

It was highlighted that the Employee Relations Machinery had been reviewed in the following areas:-

·  Formal / informal consultation and negotiations arrangements

·  Trade union recognition

·  Trade union representation at committees

·  Trade Union Facilities.

Committee Members were informed that the main objectives of reviewing the Employee Relations Machinery included ensuring that the Council had an effective representative body for consultation and negotiation and to ensure that appropriate resources were made available to employee representatives to ensure they could discharge their responsibilities.

Surjit Nagra, HR Business Partner, outlined the new Council’s Collective Grievance Policy and Procedure.  It was noted that the document had been jointly drafted by Human Resources and Trade Union colleagues.

Members were reminded that although the Council had a Grievance Policy and Procedure, which provided a mechanism for an individual employee to raise concerns to be considered fully and for them to be resolved, there was no procedure which allowed for collective issues raised by more than two employees to be dealt with together.  The new Collective Grievance Policy and Procedure complemented the Grievance Policy and Procedure and was informed by the ACAS guidelines.  It allowed for group grievances to be considered where the issue affected two or more employees.  Members were informed that the main benefit of having a separate Collective Grievance Policy was to allow the Council and Trade Unions to deal with issues which were of concern to several employees quickly and consistently and therefore reduce the risk of a formal dispute arising. 

In the ensuing discussion consideration was given to the Terms of Reference for the Corporate Consultative Forum (CCF).  A Member suggested that Councillor representation on the CCF be increased from the current position of two councillors to five councillors. It was agreed that the Terms of Reference for the CCF would be examined in detail at a future meeting of the Committee.

A Member requested clarification regarding representation by a trade union representative for a group of staff who were not members of a union.  It was explained that a group of staff not represented by a trade union would be advised and accompanied by individuals from staff side. If being represented by a trade union, this essentially meant that the representative would be putting the case forward on behalf of the employee. 

Resolved –  That the amended Employee Relations Framework and the new Collective Grievance Policy and Procedure be approved with immediate effect.