A 'Highway Code' for labour relations
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by John Darker • The long awaited guidelines to employers and trade unions setting out the principles which the Government believe should determine collective bargaining were published last week. The draft code of practice, issued by the Department of Employment, and blessed by its Minister, Mr Robert Carr, is not the final version. In the coming months managements, trade unions and individuals will be free to suggest changes, and the final version of the code will probably be submitted to Parliament for approval before the end of this year.
Mr Carr, in a foreword, stresses that the code is based on the principle that industrial relations in a free society are best conducted by collective bargaining between employers and strong, representative trade unions. The code has to cover all sizes of establishment wherever people are at work, whether or not they are organized in trade unions. Although the proposals have had to be framed to give adequate guidance for larger establishments, greater simplicity may well be possible and desirable in small units. The Minister stresses that in principle the code's provisions are applicable to all firms.
The draft code: O Sets out the responsibilities of management, trade unions, employers' associations and individual employees;
0 Stresses the need for clear and comprehensive employment policies and gives guidance on payment systems, the planning and use of manpower, recruitment and selection, training, the status and .security of employees, and working conditions;
O Sets standards for effective communication and consultation—that is, for keeping employees informed on matters which concern them and seeking their views on existing practices, and proposed changes which would affect them; O Provides guide lines for collective bargaining covering the definition of bargaining units, recognition of trade unions, negotiating procedures, collective agreements and procedures for settling collective disputes, and the disclosure of information; O Covers arrangements appointing and accrediting shop stewards and their status, functions, training and the facilities they need to do their jobs; 0 Requires the establishment of procedures to enable individuals to seek redress for grievances and for dealing with disciplinary matters, and gives guidance about their contents.
The consultative document • insists that management has the primary responsibility for good industrial relations and should take the initiative in creating and maintaining them. At the highest level, management must take industrial relations as seriously as finance, marketing and production. All members of management with a majoc responsibility for collective bargaining should be given training in industrial relations.
Special attention should be paid to the position of supervisors who, says the document, are key members of management.
Where trade unions are recognized, management should encourage employees to join a recognized trade union and play an active part in its work.
Trade unions are reminded that they can only promote their members' interests if they accept that they have an interest in, and responsibility for, the success of the undertaking in common with management. Hence, they should co-operate in promoting efficiency, and good industrial relations.