CHAPTER SIX

TRADE UNIONISM

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

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.’

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

Issues associated with independence

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

Trade union activities

• Power

• Economic regulation

• Job regulation

• Social change

• Member services

• Self-fulfilment

Types of trade union

• Company unions

• Craft unions

• Occupation unions

• Industry unions

• General unions

Single union agreements

• Support for goals of the organisation

• Single-status employment

• Flexible working

• Training

• Employee involvement

• No-strike clause

Trade union structure

• National Executive Committee

• Regional offices

• Area offices

• Branches

Trade union membership

Year Membership (millions) 1975 11.71980 12.61985 10.81990 9.81995 8.02000 7.82003 7.7

Number of trade unions in GB

Year Number of trade unions

1975 4461980 4671985 3911990 3061995 2602000 2212003 213

Gender split of trade union members

Male 53%

Female 47%

Age of trade union members

Age Percentage of members

Under 20 1

20–29 13

30–39 28

40–49 30

50+ 27

Trade union membership by qualification

Highest qualification Percentage of members

Degree or equivalent 23Other higher education 15A level or equivalent 23GCSE or equivalent 18Other 11No qualification 9

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

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

• 3–30 members on an EWC

• Meet at least once a year

• Employer pays the costs

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

Trade Union Congress• Bring Britain’s 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

ETUC

• Influence decision-making through working with key European institutions

• Negotiate with employers at European level

• Co-ordinate major campaigns

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

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

Benefits for employers

• Less time spent on grievances

• Better decision-making

• A higher skilled workforce

• Improved morale

• More flexible approach to work organisation

Future for trade unions

• Recruitment of new members

• Benefits for members

• Fight relevant campaigns

• Nature of the employment relationship

• Support and train employee representatives