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					        RECOGNITION AND PROCEDURAL
                AGREEMENT
                                between


       GLAXOSMITHKLINE CONSUMER HEALTHCARE
                    (COLEFORD)

                                  And

    THE TRANSPORT AND GENERAL WORKERS UNION


                        (“The Agreement”)




                     Effective from 1st September 2003




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                                      CONTENTS

SECTION 1 – GENERAL

1.    Parties
2.    Recognition
3.    Scope
4.    General Principles
5.    Trades Union Membership
6.    Union Representatives
7.    Representation - General
8.    Time Off Facilities for Representatives
9.    Negotiating Arrangements
10.   Variation and Termination

SECTION 2 – GRIEVANCE PROCEDURE

11.   Procedures for Resolving Grievances

SECTION 3 – DISCIPLINARY PROCEDURE

12.   Procedures for Dealing with Matters of Discipline
13.   Conduct of Disciplinary and Grievance Procedures

SECTION 4 – REDUNDANCY GUIDELNES

14.   Security of Employment




                                            2
                                 SECTION 1 – GENERAL


1.        Parties

Parties

This Agreement is made between GlaxoSmithKline Consumer Healthcare, Coleford site ('the
Company') and the Transport and General Workers Union ('the Union').

Legal Status

This Agreement although not legally enforceable, has been entered into freely by both parties,
and is recognised as binding in honour. It replaces all previous agreements with effect from
the date of signature of this Agreement.

2.        Recognition

The Company recognises that the Union has the right to represent its members and to exercise
its responsibilities under this Agreement

The Company acknowledges the Union’s right to perform its functions and undertakes to
provide reasonable facilities to enable appropriate communication with its members.

Representatives must obtain permission from their Supervisor before undertaking Union
business during working hours.

The Union undertakes to represent the interests of all Employees fairly and responsibly. In so
doing the Union shall have due regard to the common and mutually beneficial business
objectives outlined in paragraph 4 of this Agreement, and shall use all reasonable endeavours
to inform and consult with Employees in all relevant areas and sections working on site.

3.        Scope

Employees

This Agreement covers employees at the Coleford site who are hourly-rated for payment
purposes and who are defined by job title in accordance with the categories outlined in
Appendix 1 of this Agreement (“the Employees”).

Areas of Negotiation

Specific items within the scope of negotiation under this Agreement are:

    general terms and conditions of employment which fall within the control of the Company

    Discipline and Grievance issues



                                              3
    Communication

    Representation

    Equal Opportunities and related issues

    Health and Safety issues

    Training.

4.      General Principles

Consultation between the parties will take place to arrive at decisions, which are in the best
interests of the site and Employees. The Company and the Union have a common objective
in using the processes of consultation and negotiation to achieve results beneficial to both
parties and in the best interests of the site and all staff employed there.

The Union recognises the responsibility of the Company to run the business in accordance
with the core values and in line with operational standards:


 -         Performance:          striving for continuous improvement in all that we do
 -         Customers:            meeting the expectations of internal and external customers
 -         Innovation:           encouraging ideas and initiative for new and better performance
                                 from all employees
 -         People                partners in the business, working together as a team towards a
                                 common goal
 -         Integrity:            operating openly and honestly to earn the trust of customers and
                                 employees
-
The Company recognises the responsibility of the Union to:

    co-operate in the development and maintenance of site values and objectives;
    encourage planning and development of staff,
    co-operate in facilitating the management of change, contract variations and introduction
     of new working practices as and when appropriate,
    help promote equal opportunities and implement Company policies;
    assist in the maintenance and monitoring of standards of safety and hygiene;
    represent Employees individually and collectively.

If at any time any party or individual covered by the Agreement feels that this Agreement is
not working for the benefit of all the Employees, both parties agree to address any such
concern and work together to reach a resolution.




                                               4
5.      Trades Union Membership

Membership

Employees are free to choose whether they wish to join the union.

Union Subscription deductions

The Company will operate facilities for deduction of Union subscriptions from wages subject
to:

    acceptance by the Union of an administrative charge
    acceptance that recovery of any arrears will be the sole responsibility of the Union.

This does not apply to Employees who transfer to departments or job categories not in the
Appendix. If a Representative transfers to another area or employee group outside of these
detailed in Appendix 1 and outside that for which they were elected, he/she will remain an
elected representative for the area they vacated until such time as a new representative can be
elected for that area.

6.      Union Representatives

The Company recognises the right of the Union members to elect from their number,
representatives to act on their behalf (“Representative”), in accordance with the terms of this
Agreement.

The number of Representatives and their areas of representation shall be a matter for
agreement between the Company and the Union and may be reviewed from time to time.

Elections of Representatives

Representatives will be elected biennially under arrangements to be agreed with the
Company. In order to be eligible for election candidates must have at least one years service
with the Company.

At the earliest opportunity, the Union will inform the HR Department in writing of those
elected and the area(s) they represent. Each Representative will receive and sign a letter of
recognition issued jointly by the Company and Union (see Appendix 2). The Company will
not normally withhold the appointment of an elected Representative but it reserves the right
to raise an objection to the appointment of any Representative. When any Representative
deliberately acts in a manner, which may be regarded as being contrary to the spirit and
intentions of this Agreement, the Company may withdraw recognition having advised the
District Official of its reasons.

The duties of a Representative are to represent Union members in the area(s) for which he/she
has been elected and he/she will not act outside the area(s) without the prior consent of the
Company.




                                                5
All Representatives will be expected to carry out their duties and responsibilities in
accordance with the rules of the Union and take all possible steps to prevent any breach of the
Agreement between the Company and the Union.

It is in the interests of both the Union and the Company that Representatives are adequately
trained to perform their role effectively. The Union and Company shall where appropriate
endeavour to provide training to Representatives to enable them to perform their roles
effectively.

Action taken by Representatives in good faith to carry out their duties under this Agreement,
and within its terms, shall not in any way affect their employment with the Company.

7.     Representation - General

The Company believes this Agreement is in the best interests of the Employees taking into
account the level of Union membership. The Union shall have negotiating rights within the
terms of this Agreement.

Either party may request verification of the level of membership by an independent body
which will be mutually agreed or determined in accordance with any applicable statutory
provisions in default of agreement.

The Union may elect Representatives in accordance with levels of membership on the pro rata
basis or as appropriate by mutual agreement.

A Senior Representative may be nominated from within the total Representatives elected.

The rights conferred under this Agreement are local bargaining rights only.

8.     Time Off Facilities for Representative

The Representatives will be allowed reasonable time off to allow them to carry out their
duties and to act on behalf of the Employees in matters of discipline or grievance.

Facilities in respect of the procedures

Representatives may discuss matters with any Employee from his/her constituency, provided
they obtain clearance from their own Line Manager/Supervisor/Team Leader (“Supervisor”)
to leave the job. They also need to obtain permission from the Employee's Supervisor prior to
the visit. Agreement to attend any further meetings resulting from this discussion will be
similarly obtained. The Company will not unreasonably withhold such agreement.

The Head of HR will make arrangements for meetings to be held under the disciplinary
procedure. The Representative will be allowed reasonable time to discuss the matter with the
Employee involved prior to the meeting.

The Head of HR will also make arrangements for subsequent meetings, required under the
procedure, or for any other meetings called with the approval of the Company as a result of



                                              6
discussions between the Company and the Union. When a meeting takes place on the site
during working hours, payment will be made for the period covered by the Representatives
own normal working hours.

Conduct of Union Meetings

Where appropriate, Representatives may hold meetings on Company premises outside normal
working hours. The Head of HR has to agree the place, time and justification of any such
meeting.

When the Representative wishes to attend union meetings not connected with the Company,
in working hours, he/she has to make a separate request the Head of HR in each instance.
Permission for unpaid leave of absence may be given subject to the needs of the business. The
Company will not be concerned with any other expense involved in attending such a meeting.

Training

Representatives wishing to attend Union training courses have to apply to the HR
Department. Permission for reasonable time off is subject to the numbers involved, the
workload within the department, and the date and nature of previous courses attended.

Where the HR Department allows a Representative to attend a course during working hours
he/she will receive payment for the period covered by his/her normal working hours from the
Company. The Company will not normally reimburse any other expense unless mutually
agreed in advance.

The Company recognises the Union policy to ensure that any newly appointed Representative
attends an appropriate training course as soon as possible after his/her appointment.

General Facilities

Representatives may use of the internal mail system to communicate with members only.

The Representative should seek permission from his/her Supervisor before using the
telephones (internal and external), fax-machines (incoming and outgoing), computer
terminals and email/internet access.

Requests for typing, duplicating and photocopying facilities should be made to the HR
department.

A lockable Union noticeboard may be sited in a designated area(s) of the factory. This facility
may be used only for the posting of information relating to the conduct of Union business on
site and shall be withdrawn if, in the opinion of the Company, it is abused. A Representative
must sign all notices.




                                              7
9.     Negotiating Arrangements

The Company and Representatives will negotiate to achieve mutually acceptable agreement
on wages and conditions. Agreement should be reached on or before the normal date of
review.

The normal negotiating group will consist of 2 members of the management team and 3
Representatives. The negotiating group can be varied by mutual agreement.

The decision by Employees whether or not to accept the final negotiated position will be
determined by secret ballot held on site. Union members who are permanent employees listed
in the appendix will be eligible to vote in the ballot and the Company will provide facilities
and assistance to ensure it is conducted in a fair and proper manner. The result will be
determined by a simple majority of the total vote.

In the event of a vote against the final negotiated position (or offer) the matter may be
progressed within the provisions of the Procedure for Resolving Grievances. The Company
will permit all Representatives to attend a meeting to be arranged by the Union to prepare a
submission to the Company. This meeting will be arranged during the four weeks preceding
the date agreed for receipt of the claim.

The initial negotiation should normally take place not more than 10 working days after
exchange of items for negotiation. If both parties agree, an independent observer may be
present at a meeting to take minutes. The Company and the Union may periodically issue a
joint statement to update the workforce as to the progress of negotiations.

The Company will, where appropriate, grant the Representatives facilities to hold meetings
with all the site members of the Union to explain to the members the outcome of the
negotiations, subject to agreement on the date, time and venue. Attendance at such meetings
will be paid at the normal rate.

10.    Variation and Termination

This Agreement may be amended by mutual agreement or terminated by the giving of three
months notice by either party.

In the event that an amendment is proposed by either party by appropriate notice, discussions
will commence within one month of such notice. If these discussions result in mutual
agreement then the proposed amendments will be incorporated into this Agreement.




                                              8
                      SECTION 2 – GRIEVANCE PROCEDURE

11.     Procedures for Resolving Grievances

Where an Employee has a grievance or is involved in a dispute, s/he should refer it
immediately to his/her Supervisor. Where the issue cannot be resolved at this informal level,
the parties should move on to the formal stages of the procedure, so that the issue may be
dealt with fairly and speedily.

No industrial action or lock out will take place until this procedure has been exhausted.

Stage One

The Employee should discuss the issue(s) with his/her Supervisor as soon as possible and
should be encouraged, where appropriate and depending on the seriousness of the issue, to
put the grievance in writing. Where the grievance is against the Supervisor, the Employee
should raise the matter with the next level of management. The supervisor is advised to keep
appropriate records detailing the nature of the grievance, the contents of any meeting and any
action taken. The Company will respond to grievances within 5 days, where practicable. Any
delays in responding should be explained. These principles apply to every stage of the
procedure.

Stage Two

If the matter is not resolved, the Employee may request a meeting with a more senior manager
or the next level of management at which he/she has the statutory right to be accompanied by
an appropriate Representative or fellow worker. The Supervisor should arrange the meeting
and inform the Employee of this right in advance of the meeting. The Company will choose
the manager to be present at the meeting, depending on organisational structure or
departmental needs. The Company shall also decide whether it is appropriate to invite the
Head of HR to be present at the meeting.

Stage Three

If the parties still fail to reach an agreement, a meeting will be arranged involving a higher
level of management such as the Site Director or the Head of HR, as well as the appropriate
District Official together with those individuals present at Stage Two.

Final stage

In the event that the above procedure is exhausted with no agreement having been reached,
the parties may, by mutual agreement, seek a resolution through conciliation or arbitration.


The Company and the Union agree that there shall be no undue delay in progressing issues
through this procedure and every effort will be made to reach agreement at the earliest
possible stage.




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Collective Issues

In the case of an issue affecting a number of members, the appropriate Representative may
raise the matter at Stage 2 above and from that point the procedure as outlined above will be
followed.




                                             10
                      SECTION 3 – DISCIPLINARY PROCEDURE

12.     Procedure for Dealing with Matters of Discipline

The Company’s formal disciplinary procedure ensures fairness and consistency in the
treatment of Employees. It is designed as a standard of conduct and performance. The
disciplinary procedure may be used in any disciplinary matter including attendance and
timekeeping, work performance, health and safety, personal conduct and attitude. Where
appropriate, informal counselling will be given prior to the procedure being used. The
procedure may be implemented at any stage where circumstances warrant it. Every stage
states clearly what the sanctions or consequences are should an Employee break the rules.
Records of warnings and grievances will remain on employee files until the warning or
grievance is resolved or spent.

Procedure

The Company will endeavour to ensure that Employees have a full understanding of the
standard of performance expected of them and that the disciplinary procedure shall be applied
where, for any reason, they have failed to perform to a satisfactory level or been guilty of
misconduct. The Company shall endeavour to ensure that both the Supervisors and
Representatives are trained in respect of this policy since managers are responsible for
maintaining discipline and setting standards.

No disciplinary action will be taken until every reasonable attempt has been made to
establish, through investigation, the full facts of the case. The Employee will be given every
opportunity to explain and justify his/her behaviour at all stages and will be informed of the
nature of the complaint against him/her.

Minor problems will be dealt with informally by the Employee’s Supervisor. If the matter is
more serious, then the disciplinary procedure has to be applied.

Notification of Interviews/Disciplinary Hearings

The Company will inform an Employee who is alleged to have committed some form of
misconduct, that an informal interview or a disciplinary hearing is to be arranged and to
inform him/her of the reason for the interview. Employees will be informed at least 24 hours
before the meeting is to be held, or as soon as is practicable in the circumstances.

No disciplinary action other than a verbal warning will be taken against a recognised
Representative until the full time District Officer has been advised. If a final written warning
is to be issued the District Officer will be invited to site.

Right to be accompanied

Employees have a statutory right to be accompanied by a fellow worker or Representative
where they are required by the Company to attend a disciplinary (or grievance) hearing and
when they make a reasonable request to be accompanied. This right specifically applies to a
hearing which could directly result in the administration of a formal warning (including a



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recorded Verbal Warning) or the taking or confirmation of some other action by the
Company.

It is Company policy that matters at an informal stage be resolved directly by the Employee
and his/her Supervisor if at all possible. The Company reserves the right to hold a first,
informal meeting with the Employee without having to allow the Employee to be
accompanied by a Representative or a fellow worker where it deems the situation is not
appropriate for representation. In this case the Supervisor will, where appropriate, ensure that
a second individual is present at the meeting in order to record the events.

The individual who accompanies the Employee has the right to address the hearing but not to
answer questions on the Employee’s behalf.

Stage One: Verbal Recorded Warning

Any employee whose performance or conduct is regarded as unsatisfactory shall be
interviewed by his/her Supervisor to discuss the behaviour in question.

The Employee has the right to be accompanied by a Representative/fellow worker at his/her
request.

The Supervisor may issue a verbal warning. A note will be put on the Employee’s personal
file. The warning will normally remain in force for a period of six calendar months although
this period may be longer or shorter depending on circumstances.

The Employee has, and will be advised of, his/her right to appeal.

Stage Two: First Written Warning

If a serious disciplinary matter occurs or a repeated failure to meet required standards a
formal meeting will be arranged between the Employee and his/her Supervisor.

The Employee has the right to be accompanied by a Representative/fellow worker at his/her
request.

The Supervisor may issue a formal written warning to the Employee. Copies of the warning
will be placed on the personal file and issued to the Employee and the Representative. The
warning will detail the complaint and warn that a final warning will be issued if there is no
satisfactory improvement.

The warning will normally remain in force for a period of six calendar months although this
period may be longer or shorter depending on circumstances.

The employee will have, and be advised of, the right to appeal.

Stage Three: Final Written Warning

For a more serious offence, or for a further failure to meet required standards, a meeting shall
be arranged between the Employee and the Departmental Manager. The Head of HR will also


                                              12
be present at this meeting as will the Employee’s Representative/fellow worker if required by
the Employee. The Departmental Manager or Head of HR may issue a Final Written
Warning. Copies will be issued to the Employee and Representative and placed on the
personal file. The warning will detail the complaint and warn that a dismissal may result if
there is no satisfactory improvement within a particular period. The warning will remain in
force for a period of 12 calendar months.

The Employee has, and will be advised of, his/her right to appeal.

Stage Four: Suspension or demotion

Employees may be suspended without pay as a disciplinary sanction short of dismissal for as
long as considered appropriate. The Employee has, and will be advised of, his/her right to
appeal and/or demotion.

Stage Five: Dismissal

For acts of Gross Misconduct or continued failure to meet required standards a meeting will
be arranged between the Employee, the Employee's Representative/fellow worker, the
Supervisor and the appropriate senior manager such as the Departmental Manager and the
Head of HR. At this interview the dismissal of the Employee may be implemented by the
senior manager, with or without notice depending on the nature of the misconduct committed.

Employees may be represented, at their request, by their District Officer at a dismissal
hearing.

No Employee will be dismissed for a first breach of discipline except for gross misconduct or
gross negligence. Where an Employees, after a thorough investigation and a full disciplinary
hearing is found guilty of gross misconduct, the penalty is generally summary dismissal
without notice or payment in lieu of notice.

The Employee has, and will be advised of, his/her right to appeal.

Gross Misconduct

The following is a non-exhaustive list of examples, which are normally regarded as gross
misconduct and which may give cause for summary dismissal:

    theft, fraud, deliberate falsification of records or wilful deceit of the Company,
    fighting, assault on another person,
    deliberate damage to Company property,
    possession of illegal drugs, being under the influence of or consuming alcohol or drugs
     on Company property,
    negligence which causes unacceptable/substantial loss, damage or injury,
    smoking in an area not designated as a Smoking area,
    wilful or reckless failure to follow the Company’s safety rules
    repeated refusal without cause to carry out a reasonable instruction from Supervisor or
     management,



                                              13
     harassment of any Employee, contractor or other person whether by reason of sex, race,
      disability or otherwise.

The Company may impose paid suspension of an Employee if the Employee is suspected of,
or is party to, serious or gross misconduct and it would be impractical to allow him/her/them
to remain on site whilst investigations are carried out.

The Employee may also be suspended on full pay in circumstances not amounting to gross
misconduct if the Company otherwise considers it necessary for appropriate investigations to
take place.

Suspension pending investigation is not viewed as a disciplinary action and may be imposed
by a Supervisor in an informal meeting, even if the Employee is not accompanied.

Appeal

Employees will be advised of their right to appeal against any disciplinary action taken
against them. The Appeal will be notified to the manager involved in the disciplinary matter
but undertaken by level of management above the person who gave the warning. The
Employee will have 5 working days from the disciplinary meeting or notification of the
decision in which to appeal.

The Head of HR will be present at the appeal where appropriate. The Employee has the right
to be represented at the appeal hearing. The decision of the appeal panel will be final.

If an appeal is successful, the disciplinary action shall be rescinded or reduced without
prejudice or loss of earnings. The manager deciding the appeal may substitute a different
sanction from that previously imposed.

13.    Conduct of Disciplinary and Grievance Procedures

The Company and the Union agree that all matters raised in accordance with this Agreement
will be dealt with as expeditiously as possible. At each stage of the disciplinary or grievance
procedure every effort will be made to resolve and settle the issue, in order to promote good
industrial relations.

Until such time as the stages outlined in the procedures have been completed, the conditions
applying at the time a grievance is raised by an Employee will continue to apply and it is
agreed that there will be no industrial action of a partial or general nature.

A party to this Agreement must give the other party 7 days’ written notice in the event of a
strike, lockout or any other form of action.

It is agreed that members of the Union may not become involved with any dispute of any
other group of employees not covered by this Agreement.




                                              14
                         SECTION 4 – REDUNDANCY GUIDELNES

13.        Security of Employment

The Company’s general objective is to maintain secure employment. Nevertheless,
circumstances may arise, such as changes in the pattern of volume of trade due to a fall in
demand or profitability, which may result in closure or partial closure of an operation or
department; or the introduction of new methods of working, which bring about redundancy..

The Company and the Union agree on the need for joint (and, where necessary, confidential)
consultation. The following procedure to deal with a redundancy situation if it arises and the
main entitlements to employees made redundant is set out below.

Prevention of Redundancy

The Company undertakes that it will inform the Union in good time if the likelihood of
redundancy is arises. It will explain its reasons, and in consultation with the Union give
consideration to any appropriate measures to prevent the redundancy arising.

Consultation in the Event of Redundancy

If, despite the measures, redundancy is probable, the Company will consult with the Union
concerning which groups of Employees are affected according to department, job, grade or
other categories.

Selection of Redundant Employees

The Company will notify Employees that redundancy is being considered at the earliest
practical opportunity.

Consideration will be given to arriving at the necessary reduction in staff through voluntary
redundancy and early retirement, subject to the necessity to retain in the remaining jobs those
most suited to them.

Arrangements will be made for such volunteers to be told exactly what monies would be due
to them and where appropriate the details relating to early retirement under the GSK Pension
Fund.

In the event that voluntary redundancies are not practicable, or acceptable to the Company, or
do not achieve the necessary reduction in staff, and the Company has to terminate the
employment of further Employees, the Union acknowledges that the Company will take the
following factors into consideration:

     the needs of the business and the requirement of the job in relation to the jobs which are
      continuing
     the skills and attainments of the individual
     the suitability of the individual for further training and his or her flexibility or
      adaptability.



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   length of service
   attendance record (except where it relates to maternity leave or disability) and disciplinary
    record.

Redeployment

If, as an alternative to redundancy, opportunities exist for redeployment on other work, these
will be discussed with the Union. If alternative work is available and the Company
determines it to be “suitable in relation to the Employee” the transfer will take effect without
a break in service. The Company will make the offer to the Employee in writing, before the
Employee leaves the Company.

If the Employee unreasonably refuses to take up the offer of other work, which meets with
these conditions, he/she may forfeit entitlement to redundancy payment. Employees who
accept redeployment are not eligible for redundancy payments subject to any agreement,
which may be made in relation to a trial period.

Other Employment outside the Company

Employees, who have been notified that their jobs are to be made redundant and for whom no
other suitable work is available, will be given reasonable opportunities to look for other
employment in accordance with statutory provisions. The HR Department will also assist
them and will contact other employers on their behalf or will arrange suitable outplacement
counselling for redundant Employees.

Notice of Termination of Employment

The Notice of Termination will be in accordance with the Employee's Conditions of
Employment. If any Employee wishes to leave before his/her notice expires, in order to take
up other employment, the Company will endeavour to release him/her. If this is not possible
and the Employee leaves without the consent of the Company, he/she will forfeit their rights
to a redundancy payment and also to any UK Staff Bonus entitlement, depending upon the
circumstances.

UK Staff Bonus Scheme

The UK Staff Bonus Scheme payments will be in accordance with the rules of the Scheme at
the time redundancy takes place. Members who leave on Company agreed redundancy terms
will be eligible to receive Bonus payments proportionate to the number of completed months
actually worked.

Pension Entitlement

The Pension entitlement will be in accordance with the rules of the GlaxoSmithKline Pension
Fund and full details will be given to each Employee on or before leaving the Company.




                                               16
Holiday Pay

The Company will normally pay accrued holiday pay and pay for holidays accrued but not
taken on termination of employment.




                                          17
Appendix 1

                                     Coleford Site


                             Recognised Job Categories
                              (Hourly/Weekly Rated)


Factory Assistant Grades 1,2,3
Senior Assistant Grades 1,2
Leading Hand
Senior Blends Operator
Line Leader
Lab Assistant Grades, 1,2,3,4
Storekeeper

This list is correct at the time of signing the agreement and may be subsequently varied by
mutual agreement or to reflect organisational change.




                                            18
                                         Appendix 2

Letter of Recognition

agreed between

GlaxoSmithKline Consumer Healthcare (Coleford)

and the
Transport and General Workers Union

It is mutually agreed as follows:

1. ……………………is recognised as an accredited Representative terminating on              /
      / or earlier if the Company, Union or Representatives consider necessary, subject to
one month's notice being given by any party.

2. This appointment will cease automatically if the Representative ceases to be a paid up
member of the Union. If he or she is transferred to an area or employee group outside that for
which he/she was elected, he or she will remain an elected representative for the area they
vacated until such time as a new representative can be elected for that area.

3. The Representative may be eligible for re-election on completion of this term of office
provided that he/she has during that term shown himself/herself to act in accordance with the
spirit and procedures of the Agreement.

4. The Representative accepts the duties set out in the Agreement and it is his/her
responsibility to ensure that members are aware of the contents of this and all future
agreements. He/she will use his/her best endeavours to see that members abide by all such
agreements.

5. The Representative agrees to abide by the correct procedures particularly relating to issues
with which he/she may be concerned.

6. When acting in a Union capacity the Representative will be subject to the same
employment conditions and discipline as other employees and must conform to the
Company's normal working rules and regulations and his/her contract of employment.

7. Permission for access to members within the representational area and for any other Union
duties must be sought from the Representative’s immediate Supervisor in time to allow for
the Representative’s work to be covered or alternative arrangements made. The
Representative will also have access to the Head of HR upon request to his/her Supervisor.

8. Requests for meetings of Representatives and Union members will be made to the Head of
HR.

9. Action taken by the Representative in good faith, while carrying out the duties defined in
this Agreement will not in any way affect his/her employment with the Company.



                                              19
This agreement is effective from 1st September 2003




Signed for the Company:


………………………………………………………..
Mike Allen
Site Director


………………………………………………………...
Mark Evans
Head of HR




Signed for the Union:


………………………………………………………..
Trevor Hall
District Officer


………………………………………………………..
Frank McGuiness
Senior Representative




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