Training for other reps
[ch 8: page 55]Union reps fulfilling a companion role in grievance and disciplinary cases will have been trained – the union has to certify it – but the role can also be taken on by any work colleague and there is no specific right to time off for training. It is a good argument in favour of having a union in the workplace, and preferably for gaining union recognition where it is missing.
Similarly, reps taking part in consultation over redundancies or business transfers or pension changes (and the workers they represent) would benefit from TUC or union-approved independent training; especially if, for example, repeated redundancy exercises mean the same people taking on the “temporary rep” role again and again.
The Information and Consultation of Employees Regulations 2004 (ICE regs) have perhaps the greatest potential to create a “standing” consultative body or works council that is not dependent on union recognition. The regulations make no provision for training negotiating representatives or ICE reps, even though the role can be demanding. The employer may make arrangements of that kind, but the involvement of well-trained and well-resourced union members could help expand union influence in ICE committees involving non-union members.