Building the union

Supporting and representing members in individual disciplinary and grievance cases is a core function of a union rep, and many members join a union for this reason. But unions have always understood that many workplace disputes can best be dealt with collectively through collective bargaining or collective grievances, and that dealing effectively with these is a good way of building the union and improving working conditions for all staff.

A Unite shop steward at an Electricity Supply Board power station in Northern Ireland told LRD that several successes over the years with grievances have given members increased confidence in the role of the union in the workplace. They have a collective grievance policy which escalates collective grievances to central HR. When the shop steward noticed new starters being employed on inferior terms and conditions that had not been negotiated, he instigated the procedure and the employer reverted to the agreed terms.

TUC guidance emphasises that tackling issues collectively can:

• help build stronger union organisation in the workplace;

• help demonstrate the union’s effectiveness;

• involve a wider range of members in union activities;

• lead to new agreements or policies, once reps tell managers that more members support a grievance;

• ensure a wider number of individuals benefit from improved conditions; and

• use union resources more efficiently, by reducing time spent in multiple individual grievance or disciplinary hearings.