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Page 41
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rhe future pattern of 'ndustrial relations
II Peter Paterson, industrial correspon ent of the Sunday Telegraph, has written a 3ncise guide to an Act that is designed to .ansform Britain's industrial relations limate.
Practical advice is given on the steps nployers should take in recruitment olicies and in the preparation of revised 3ntracts of employment. There is a useful hapter on dismissals which will make some nployers blink; the tendency of some road 'ansport operators to sack drivers and thers more readily during a recession may e a risky one when the new legislation may ind the employer before an Industrial ribunal. Employers will have to emonstrate that their action in dismissal ases was both fair and reasonable; it will
be wrong, for example, to dismiss a man for misconduct that has been connived at in the past or has been committed by others without action having been taken.
The author debunks any idea that enforceable contracts of employment will soon be the rule and not the exception. Quite apart from current trade union attitudes which are causing a "non legally binding" clause to be inserted in agreements, Mr Paterson stresses, quite rightly, that "it would be impossible for literally every clause of every collective agreement to be enforced in the courts. The effect, obviously, would be completely chaotic, a process of constant litigation not confined by any means to employers suing trade unions".
The chapters on collective bargaining clarify the "jargon" of the Act: "agency shops", sole bargaining agencies, pre and post entry closed shops and the like are helpfully discussed. The Act will generally require companies to reveal much more information to employees than has been usual in the past. The likely limits to this are set out and there is reference to the 20 years' experience on this matter of the American National Labor Relations Board.
Each chapter contains succinct check lists. The Act itself is analyzed to show the relevant sections touching on the various new Institutions and on common problems which will be faced by all employers. Appendices list unfair practices of employers and trade unions, and outline procedures to deal with grievances or negotiating procedures. The draft Code of Industrial Relations Practice—now being given a final gloss at the Department of Employment—is reprinted. J.D. ("An Employer's Guide to The Industrial Relations Act" is published by Kogan Page (Associates) price f1.80.)