Employment Relations Bill - continued        House of Lords
SCHEDULE A1, COLLECTIVE BARGAINING: RECOGNITION - continued
PART IV, DERECOGNITION: GENERAL - continued
Employer's request to end arrangements - continued

back to previous text
 
     88. - (1) An application under paragraph 86 or 87 is not admissible unless-
 
 
    (a) it is made in such form as the CAC specifies, and
 
    (b) it is supported by such documents as the CAC specifies.
      (2) An application under paragraph 86 or 87 is not admissible unless the employer gives to the union (or each of the unions)-
 
 
    (a) notice of the application, and
 
    (b) a copy of the application and any documents supporting it.
     89. - (1) An application under paragraph 86 or 87 is not admissible unless the CAC decides that-
 
 
    (a) at least 10 per cent of the workers constituting the bargaining unit favour an end of the bargaining arrangements, and
 
    (b) a majority of the workers constituting the bargaining unit would be likely to favour an end of the bargaining arrangements.
      (2) The CAC must give reasons for the decision.
 
     90. - (1) The CAC must give notice to the parties of receipt of an application under paragraph 86 or 87.
 
      (2) Within the acceptance period the CAC must decide whether-
 
 
    (a) the request is valid within the terms of paragraph 84, and
 
    (b) the application is made in accordance with paragraph 86 or 87 and admissible within the terms of paragraphs 88 and 89.
      (3) In deciding those questions the CAC must consider any evidence which it has been given by the employer or the union (or unions).
 
      (4) If the CAC decides that the request is not valid or the application is not made in accordance with paragraph 86 or 87 or is not admissible-
 
 
    (a) the CAC must give notice of its decision to the parties,
 
    (b) the CAC must not accept the application, and
 
    (c) no further steps are to be taken under this Part of this Schedule.
      (5) If the CAC decides that the request is valid and the application is made in accordance with paragraph 86 or 87 and is admissible it must-
 
 
    (a) accept the application, and
 
    (b) give notice of the acceptance to the parties.
      (6) The acceptance period is-
 
 
    (a) the period of 10 working days starting with the day after that on which the CAC receives the application, or
 
    (b) such longer period (so starting) as the CAC may specify to the parties by notice containing reasons for the extension.
 
Workers' application to end arrangements
     91. - (1) A worker or workers falling within the bargaining unit may after the relevant date apply to the CAC to have the bargaining arrangements ended.
 
      (2) An application is not admissible unless-
 
 
    (a) it is made in such form as the CAC specifies, and
 
    (b) it is supported by such documents as the CAC specifies.
      (3) An application is not admissible unless the worker gives (or workers give) to the employer and to the union (or each of the unions)-
 
 
    (a) notice of the application, and
 
    (b) a copy of the application and any documents supporting it.
     92. - (1) An application under paragraph 91 is not admissible unless the CAC decides that-
 
 
    (a) at least 10 per cent of the workers constituting the bargaining unit favour an end of the bargaining arrangements, and
 
    (b) a majority of the workers constituting the bargaining unit would be likely to favour an end of the bargaining arrangements.
      (2) The CAC must give reasons for the decision.
 
     93. - (1) The CAC must give notice to the worker (or workers), the employer and the union (or unions) of receipt of an application under paragraph 91.
 
      (2) Within the acceptance period the CAC must decide whether the application is admissible within the terms of paragraphs 91 and 92.
 
      (3) In deciding whether the application is admissible the CAC must consider any evidence which it has been given by the employer, the union (or unions) or any of the workers falling within the bargaining unit.
 
      (4) If the CAC decides that the application is not admissible-
 
 
    (a) the CAC must give notice of its decision to the worker (or workers), the employer and the union (or unions),
 
    (b) the CAC must not accept the application, and
 
    (c) no further steps are to be taken under this Part of this Schedule.
      (5) If the CAC decides that the application is admissible it must-
 
 
    (a) accept the application, and
 
    (b) give notice of the acceptance to the worker (or workers), the employer and the union (or unions).
      (6) The acceptance period is-
 
 
    (a) the period of 10 working days starting with the day after that on which the CAC receives the application, or
 
    (b) such longer period (so starting) as the CAC may specify to the worker (or workers), the employer and the union (or unions) by notice containing reasons for the extension.
     94. - (1) If the CAC accepts the application, in the negotiation period the CAC must help the employer, the union (or unions) and the worker (or workers) with a view to-
 
 
    (a) the employer and the union (or unions) agreeing to end the bargaining arrangements, or
 
    (b) the worker (or workers) withdrawing the application.
      (2) The negotiation period is-
 
 
    (a) the period of 20 working days starting with the day after that on which the CAC gives notice of acceptance of the application, or
 
    (b) such longer period (so starting) as the CAC may decide with the consent of the worker (or workers), the employer and the union (or unions).
 
Ballot on derecognition
     95. - (1) This paragraph applies if the CAC accepts an application under paragraph 86 or 87.
 
      (2) This paragraph also applies if-
 
 
    (a) the CAC accepts an application under paragraph 91, and
 
    (b) in the period mentioned in paragraph 94(1) there is no agreement or withdrawal as there described.
      (3) The CAC must arrange for the holding of a secret ballot in which the workers constituting the bargaining unit are asked whether the bargaining arrangements should be ended.
 
      (4) The ballot must be conducted by a qualified independent person appointed by the CAC.
 
      (5) The ballot must be conducted within-
 
 
    (a) the period of 20 working days starting with the day after that on which the qualified independent person is appointed, or
 
    (b) such longer period (so starting) as the CAC may decide.
      (6) The ballot must be conducted-
 
 
    (a) at a workplace or workplaces decided by the CAC,
 
    (b) by post, or
 
    (c) by a combination of the methods described in sub-paragraphs (a) and (b),
  depending on the CAC's preference.
 
      (7) In deciding how the ballot is to be conducted the CAC must take into account-
 
 
    (a) the likelihood of the ballot being affected by unfairness or malpractice if it were conducted at a workplace or workplaces;
 
    (b) costs and practicality;
 
    (c) such other matters as the CAC considers appropriate.
      (8) The CAC may not decide that the ballot is to be conducted as mentioned in sub-paragraph (6)(c) unless there are special factors making such a decision appropriate; and special factors include-
 
 
    (a) factors arising from the location of workers or the nature of their employment;
 
    (b) factors put to the CAC by the employer or the union (or unions).
      (9) A person is a qualified independent person if-
 
 
    (a) he satisfies such conditions as may be specified for the purposes of this paragraph by order of the Secretary of State or is himself so specified, and
 
    (b) there are no grounds for believing either that he will carry out any functions conferred on him in relation to the ballot otherwise than competently or that his independence in relation to the ballot might reasonably be called into question.
      (10) An order under sub-paragraph (9)(a) shall be made by statutory instrument subject to annulment in pursuance of a resolution of either House of Parliament.
 
      (11) As soon as is reasonably practicable after the CAC is required under sub-paragraph (3) to arrange for the holding of a ballot it must inform the employer and the union (or unions)-
 
 
    (a) that it is so required;
 
    (b) of the name of the person appointed to conduct the ballot and the date of his appointment;
 
    (c) of the period within which the ballot must be conducted;
 
    (d) whether the ballot is to be conducted by post or at a workplace or workplaces;
 
    (e) of the workplace or workplaces concerned (if the ballot is to be conducted at a workplace or workplaces).
     96. - (1) An employer who is informed by the CAC under paragraph 95(11) must comply with the following three duties.
 
      (2) The first duty is to co-operate generally, in connection with the ballot, with the union (or unions) and the person appointed to conduct the ballot; and the second and third duties are not to prejudice the generality of this.
 
      (3) The second duty is to give to the union (or unions) such access to the workers constituting the bargaining unit as is reasonable to enable the union (or unions) to inform the workers of the object of the ballot and to seek their support and their opinions on the issues involved.
 
      (4) The third duty is to do the following (so far as it is reasonable to expect the employer to do so)-
 
 
    (a) to give to the CAC, within the period of 10 working days starting with the day after that on which the employer is informed under paragraph 95(11), the names and home addresses of the workers constituting the bargaining unit;
 
    (b) to give to the CAC, as soon as is reasonably practicable, the name and home address of any worker who joins the unit after the employer has complied with paragraph (a);
 
    (c) to inform the CAC, as soon as is reasonably practicable, of any worker whose name has been given to the CAC under paragraph (a) or (b) but who ceases to be within the unit.
      (5) As soon as is reasonably practicable after the CAC receives any information under sub-paragraph (4) it must pass it on to the person appointed to conduct the ballot.
 
      (6) If asked to do so by the union (or unions) the person appointed to conduct the ballot must send to any worker-
 
 
    (a) whose name and home address have been given under sub-paragraph (5), and
 
    (b) who is still within the unit (so far as the person so appointed is aware),
  any information supplied by the union (or unions) to the person so appointed.
 
      (7) The duty under sub-paragraph (6) does not apply unless the union bears (or unions bear) the cost of sending the information.
 
      (8) Each of the following powers shall be taken to include power to issue Codes of Practice about reasonable access for the purposes of sub-paragraph (3)-
 
 
    (a) the power of ACAS under section 199(1);
 
    (b) the power of the Secretary of State under section 203(1)(a).
     97. - (1) If the CAC is satisfied that the employer has failed to fulfil any of the three duties imposed by paragraph 96, and the ballot has not been held, the CAC may order the employer-
 
 
    (a) to take such steps to remedy the failure as the CAC considers reasonable and specifies in the order, and
 
    (b) to do so within such period as the CAC considers reasonable and specifies in the order.
      (2) If-
 
 
    (a) the ballot has been arranged in consequence of an application under paragraph 86 or 87,
 
    (b) the CAC is satisfied that the employer has failed to comply with an order under sub-paragraph (1), and
 
    (c) the ballot has not been held,
  the CAC may refuse the application.
 
      (3) If-
 
 
    (a) the ballot has been arranged in consequence of an application under paragraph 91, and
 
    (b) the ballot has not been held,
  an order under sub-paragraph (1), on being recorded in the county court, may be enforced in the same way as an order of that court.
 
      (4) If the CAC refuses an application under sub-paragraph (2) it shall take steps to cancel the holding of the ballot; and if the ballot is held it shall have no effect.
 
     98. - (1) This paragraph applies if the holding of a ballot has been arranged under paragraph 95(3), whether or not it has been cancelled.
 
      (2) The gross costs of the ballot shall be borne-
 
 
    (a) as to half, by the employer, and
 
    (b) as to half, by the union (or unions).
      (3) If there is more than one union they shall bear their half of the gross costs-
 
 
    (a) in such proportions as they jointly indicate to the person appointed to conduct the ballot, or
 
    (b) in the absence of such an indication, in equal shares.
      (4) The person appointed to conduct the ballot may send to the employer and the union (or each of the unions) a demand stating-
 
 
    (a) the gross costs of the ballot, and
 
    (b) the amount of the gross costs to be borne by the recipient.
      (5) In such a case the recipient must pay the amount stated to the person sending the demand, and must do so within the period of 15 working days starting with the day after that on which the demand is received.
 
      (6) In England and Wales, if the amount stated is not paid in accordance with sub-paragraph (5) it shall, if a county court so orders, be recoverable by execution issued from that court or otherwise as if it were payable under an order of that court.
 
      (7) References to the costs of the ballot are to-
 
 
    (a) the costs wholly, exclusively and necessarily incurred in connection with the ballot by the person appointed to conduct it,
 
    (b) such reasonable amount as the person appointed to conduct the ballot charges for his services, and
 
    (c) such other costs as the employer and the union (or unions) agree.
 
previous section contents continue
 
House of Lords home page Houses of Parliament home page House of Commons home page search page enquiries

© Parliamentary copyright 1999
Prepared 17 June 1999