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
1980
1985
1990
1995
2000
2003
11.7
12.6
10.8
9.8
8.0
7.8
7.7
Number of trade unions in GB
Year
Number of trade unions
1975
1980
1985
1990
1995
2000
2003
446
467
391
306
260
221
213
Gender split of trade union
members
Male
Female
53%
47%
Age of trade union members
Age
Percentage of members
Under 20
20–29
30–39
40–49
50+
1
13
28
30
27
Trade union membership
by qualification
Highest qualification
Percentage of
members
Degree or equivalent
Other higher education
A level or equivalent
GCSE or equivalent
Other
No qualification
23
15
23
18
11
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