WO toolkit 2012 complete.pdf - GMB

SECTION 3.1
COLLECTIVE BARGAINING
Your most basic role as a GMB Workplace Organiser is to represent your members views in the workplace
to the employer.On collective issues like a pay claim,health and safety,or responding to contract
changes proposed by the employer,you will be speaking on behalf of all your members.
Non GMB members will also benefit however and the Golden Rule of collective representation is ‘The
more members you speak on behalf of the better deal you will often get’. Use the collective process to
reach out to potential GMB members recruit and organise them and use this to strengthen your
collective process.
YOUR RECOGNITION AGREEMENT
A trade union is‘recognised’by an employer when it negotiates agreements with employers and other
terms and conditions of employment on behalf of a group of workers,defined as the‘bargaining unit’.
This process is known as‘collective bargaining.”
Every recognition agreement between an employer and GMB is different to take into account local
issues.However each agreement is simply a reflection of the strength of the union where you work.
Whether you are covered by long standing national agreements as in Local Government or by single
workplace agreements,you should check with your GMB Officer and local management that you have at
least the following in your agreement and agree a plan to enforce it:
• Facilities to consult your members on issues during working time,including a meeting space and
time off with pay for all concerned.
• Time off with pay for GMB representatives to advise individual members and represent them at
grievance and disciplinary hearings.
• Time off with pay for GMB training.
• Access to office equipment to write and print your workplace newsletter.
• A noticeboard in each work site controlled by GMB.
• Regular information about new staff about to start work.
• Regular information about existing staff about to leave work.
• An agreed grievance and disciplinary procedure.