CHAPTER SIX

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CHAPTER SIX

• TRADE UNIONISM

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Objectives of this chapter

• Explore the definition and purpose of trade
  unions
• Explore why people choose to join/not join trade
  unions
• Examine data relating to the make-up and size of
  the trade union movement
• Outline the structure of the trade union
• Consider the role of the TUC and ETUC
• Consider the impact of the Information and
  Consultation Directive and European Works
  Councils
• Explore the future for the trade union movement

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Definition of a trade union

• An organisation consisting wholly or mainly of
  workers of one or more descriptions and whose
  principal purposes include the regulation of
  relations between workers of that description or
  those descriptions and employers or employee
  associations.

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Rights of independent trade unions

• The right to appoint safety representatives
• The right to receive information for bargaining
  purposes
• The right to be consulted in the situation of
  redundancies and transfers of undertaking
• The right to take time off for trade union
  activities
• The right not to have action taken against them
  because of their membership or trade union
  activities

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Issues associated with independence

• Finance
• Other assistance
• Employer interference
• History
• Rules
• Single company unions
• Organisation
• Attitude

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Trade union activities

• Power
• Economic regulation
• Job regulation
• Social change
• Member services
• Self-fulfilment

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Types of trade union

• Company unions
• Craft unions
• Occupation unions
• Industry unions
• General unions

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Single union agreements

• Support for goals of the organisation
• Single-status employment
• Flexible working
• Training
• Employee involvement
• No-strike clause

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Trade union structure

• National Executive Committee
• Regional offices
• Area offices
• Branches

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Trade union membership

• Year Membership (millions)
•  
• 1975 11.7
• 1980 12.6
• 1985 10.8
• 1990 9.8
• 1995 8.0
• 2000 7.8
• 2003 7.7

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Number of trade unions in GB

• Year Number of trade unions
• 1975 446
• 1980 467
• 1985 391
• 1990 306
• 1995 260
• 2000 221
• 2003 213

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Gender split of trade union members

• Male 53
• Female 47

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Age of trade union members

• Age Percentage of members
• Under 20 1
• 2029 13
• 3039 28
• 4049 30
• 50 27

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Trade union membership by qualification

• Highest qualification Percentage of
  members
• Degree or equivalent 23
• Other higher education 15
• A level or equivalent 23
• GCSE or equivalent 18
• Other 11
• No qualification 9

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Factors influencing the decision to join a trade
union

• Psychological contract
• Decline of the manufacturing sector
• Attitudes of young people
• Age of the workplace
• Increased legislation
• Employees increased knowledge
• Success of the trade union movement
• State of the economy
• Style of management
• Increase in flexible working
• Job mobility
• Roots of union power

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European Works Councils

• At least 1,000 employees within the member states
• At least 150 members in each of at least two of
  the states
• 330 members on an EWC
• Meet at least once a year
• Employer pays the costs

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Information and Consultation of Employees
Regulations 2004

• From April 2005 applies to businesses with 150
  employees
• From March 2007 applies to businesses with 100
  employees
• From March 2008 applies to businesses with 50
  employees

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Trade Union Congress

• Bring Britains unions together to draw up common
  policies
• Lobby the government to implement policies that
  will benefit people at work
• Campaign on economic and social issues
• Represent working people on public bodies
• Represent British workers in international
  bodies, in the European Union and at the UN
  employment body the International Labour
  Organisation
• Carry out research on employment-related issues
• Run an extensive training and education programme
  for union representatives
• Help unions develop new services for their
  members
• Help unions avoid clashes with each other
• Build links with other trade union bodies
  worldwide

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ETUC

• Influence decision-making through working with
  key European institutions
• Negotiate with employers at European level
• Co-ordinate major campaigns

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Partnership principles

• A commitment to the success of the organisation
• A focus on the quality of working life
• A recognition and respect of the legitimate roles
  of the employer and the trade union
• A commitment to employment security
• Openness and transparency
• Adding value to all concerned

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Benefits for employees

• Greater job security
• A greater involvement in decision-making
• Better quality jobs
• Greater investment in skills and training
• Greater influence over the organisation and
  management of working time
• Improvements in recognition, membership levels
  and facilities

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Benefits for employers

• Less time spent on grievances
• Better decision-making
• A higher skilled workforce
• Improved morale
• More flexible approach to work organisation

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Future for trade unions

• Recruitment of new members
• Benefits for members
• Fight relevant campaigns
• Nature of the employment relationship
• Support and train employee representatives