Trade Union Access to Workplaces
Debate between Andrew Stephenson and Ruth George(4 years, 11 months ago)
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Ruth George
I think the Minister will find that in practice individual workers do not have the ability to organise themselves and to join trade unions, as all the evidence presented by Opposition Members has shown. Employers frequently victimise trade union members and do not allow trade unions into the workplace to support their members, even when they are needed.
Andrew Stephenson
I take the hon. Lady’s point. As a constituency MP, I have come across companies whose practices I would not approve of, and I have taken the matter up with managers and been able to secure better access for trade union officials. The hon. Lady will know that workers have the right to bring a union representative to a disciplinary or grievance hearing. Unions have the right to accompany workers in such cases, even if the union is not recognised. It is fundamental that we allow unions access and that we remind workers all the time that they have that right.
Andrew Stephenson
I want to make progress because there were many speakers and there are lots of points to cover.
Ruth George
On that point, the member might have the right to be accompanied but the trade union representative does not have the right to speak in the meeting, so their presence is pointless. Does the Minister not agree that that makes the regulation fairly useless?
Andrew Stephenson
No, I would never describe trade union representatives as pointless. It is important that they are able to attend and support workers in grievance or disciplinary meetings. They do not have to be able to speak to support someone.
On giving practical effect to article 11 rights, let me turn to a matter that a number of hon. Members have raised: facility time for union representatives to carry out union activities. I agree that without facility time union representatives cannot carry out their trade union duties in relation to collective bargaining and related matters, and our trade union legislation provides for that. Where an independent union has been recognised by an employer for collective bargaining purposes, the employer is required to provide facility time to the union’s representatives and its members. Union representatives are entitled to paid time off to carry out their union duties as well as paid time off for training. That allows them to negotiate with the employer and carry out their functions in relation to matters covered by the collective bargaining agreement.