WO toolkit 2012 complete.pdf - GMB

SECTION 3.1
COLLECTIVE BARGAINING GUIDELINES
1. Always make sure every member has had a say in deciding what GMB’s position is.Give yourself time
to do this properly but always consult your members before putting a union view to management.
On a pay claim for example,hold several meetings for members and include a survey form in your
workplace newsletter asking for their view.
2. Make sure you let all your members know after you have met with management exactly what is
happening.
3. Always make sure your members hear about the latest negotiations from GMB first and not from
their employer,using your workplace newsletters.
4. Always remember: A collective negotiation with your employer should be done openly and publicly
and is a great time to attract new members to GMB.
5. Avoid private or‘off the record’discussions with managers,as a rule of thumb any meeting your
employer suggests that you would be embarrassed to tell your members about should be avoided.
6. GMB policy is that no deal can be signed with an employer until all the GMB members affected have
been balloted.You do not have the authority to reach an agreement without consulting the
members you represent.
7. Avoid pressure from your employer to settle negotiations quickly,in many discussions our
members benefit from a longer process.A longer process also gives you the time you need to use
the consultation process to recruit and organise and make GMB stronger.
8. Always have a claim on the table,for improved pay,shorter hours,a safer working environment or
whatever your members are concerned about.You may also wish to include general issues such as
pensions,training and equality.
As a representative of GMB you come under the jurisdiction of your GMB Regional Committee.You are
obliged by GMB’s rules to abide by the democratically agreed policy of the union.If you are in any doubt
as to the effect of GMB policy on any situation that you face in your capacity as a workplace
representative you should consult your Branch Secretary or GMB Officer.
It is possible that even a new GMB Workplace Organiser will become involved in the negotiations
affecting the pay and conditions of the members you represent.So it is vital that you understand in
general terms how this is done.
There are some general rules on the conduct of negotiations,which you should understand before you
enter negotiations for the first time.You may be doing this as part of a committee with other GMB
representatives and quite possibly representatives from other unions.Discuss any concerns you have
with your GMB Officer or other GMB Representatives before negotiations start.
Your GMB Officer may also be involved in negotiations with management but will always be on hand to
advice you.
Note:
Section 181 of the 1992 Trade Union Labour Relations Consolidation Act gives you the right to
information from the employer for the purposes of collective representation.