This agreement replaces all trade union and recognition agreements between the parties and enters into force from the date of the last signing, in accordance with the following part. 3.6 This section of the agreement covers the provisions of Article 178 of the Trade Union and Labour Relations (Consolidation) 1992, as amended by subsequent legislation. Issues to be addressed in collective bargaining between university management and staff are the following, some of which are part of a national framework: our models can help you negotiate and negotiate with managers or employers on behalf of UNISON members. (The models are opened as Word documents.) 3.9 Both the university and its recognized unions recognize that the provisions of this agreement have an obligation to organize the consideration of the issues raised as quickly as possible. 3.8 The declaration of dispute results in the continuation (or return) of the practice or agreement that existed prior to the amendments that led to the dispute. 6.2 This document outlines the procedures for dealing with and resolving differences in the form of collective issues that fall within the agreement, which are raised by its accredited representative of a union recognized on behalf of the members. 4.1 Representatives of recognised trade union organisations are given adequate opportunities to perform their duties under this agreement, in accordance with the Trade Union and Professional Relations Act (1992) Section 168. The university as an employer recognizes elected representatives on behalf of their recognized union in the following roles: Level 3 – If the problem is not resolved after Levels 1 and 2, it may be referred to an appropriate external body (ACAS) with the agreement of both parties (as defined in Section 6). 3.11.2 Information on the consultation on redundancies when the university proposes to dismiss 20 or more officers (according to Section 188 of TULR (C) amended in 1992) in order to reach an agreement. That`s the minimum right. 1.3 The purpose of this agreement is to meet the requirements of the relevant sections of the Worker Information and Consultation Regulation (2004), the Employment Rights Act (1996), the Trade Union-Labour Relations (1992) (“TULR (C)A 1992” and possible subsequent legislation or other labour relations.
This is an agreement that exists under the Worker Information and Consultation Regulation (2004) and replaces all previous agreements. 6.1 The agreed objective of mutual agreement between all parties to this agreement is to work in partnership to resolve disputes by using the consultation and negotiation processes set out in this document and avoiding disputes until all stages of this procedure are exhausted. 1.2 This agreement confirms which unions are recognized as employers by the University of Bath (in this document called “university” or “we” and which institutions are given to their representatives. It defines the agreed committees for the formal partnership between the recognized unions and the university. 6.7 It was agreed that until these procedures were exhausted, there would be no work stoppage or other forms of union action and, in the case of an amendment, this amendment should not take place, that is, not.
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