Tuc Model Facilities Agreement

6.4 Any misinterpretation of the interpretation of this agreement should first be referred to the Director of Human Resources or the delegated representative and designated (and accredited) union representatives. You can do this by meeting regularly with the principal or head of the school, as stipulated in the standard agreement. (a) he or she resigns from the trade union mission for which recognition and institutions have been granted; The tuC`s standard agreement for academies provides acceptable rules for union representative organizations. If your academy does not want to accept the agreement as a whole, it is worth convincing the Academy to approve the most important principles of recognition and trade union institutions defined in the TUC standard agreement for academies – Guidance Note – Key Principles (see Resource D), supported by the school labour unions and the NAHT. Time of the financing facility The timing of the transfer is an ideal time to push academies to participate in local agreements with working hours. If the new Board of Directors opposes the adoption of the TUC standard agreement or any possible changes to the agreement, it is important that other possibilities be explored and that, where possible, the following provisions are still under local agreement: 1.3 This agreement is intended to meet the requirements of the relevant sections of the Workers Information and Consultation Regulation (2004) of the Labour Law Act (1996). , Trade Union – Labour Relations (Consolidation) Act (1992) (“TULR (C)A 1992) and all subsequent provisions or other legislation relating to worker relations. This is an agreement that exists under the Worker Information and Consultation Regulation (2004) and replaces all previous agreements. It would be illegal to harmonize the terms and conditions applicable to employees transferred before January 31, 2014. Such “harmonization” would also be a reason for “transfer” a few years after the transfer. In any event, an employer is not in a position to impose a change in terms and conditions without agreement, whether under TUPE or not, it must first advise and negotiate. However, employers have the right to negotiate changes to the terms of collective agreements if the transfer takes place on or after January 31, 2014.

The amendments are legal, as long as they are agreed, that they are generally not less favourable to the staff concerned and that they come into force at least one year after the transfer. As a representative, you should discuss the standard agreement with NEU members and representatives of other unions who may have members in your school or university. As soon as members are notified of the importance of the agreement, you should speak to your director and ask the board to adopt the agreement. This should be done before transmission, if possible. 7.1 The parties to this agreement reserve the right to terminate it in writing within six months. Changes can be made with the agreement of the parties. 6.1 The agreed objective of mutual agreement between all parties to this agreement is to work in partnership to resolve disputes by using the consultation and negotiation processes set out in this document and avoiding disputes until all stages of this procedure are exhausted.



Partagez
  •  
  •  
  •  
  •  
  •  
  •