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Bridlington Agreement Tuc

Posted by admin on 13th September and posted in Uncategorized

The Bridlington Agreement of 1939 established the principles that TUC unions should not attempt to actively recruit, either by “debauching” members of other unions (principle 2) or by intervening in a company where another union had already organized a majority of employees (principle 5). This is the principle that the EETPU was excluded from the TUC in 1987, after signing individual trade union agreements with a number of employers of which it had few members, thus forcing the exclusion of other trade unions; in some cases where a substantial organization already existed. The exclusion followed a decision by the TUC Disputes Committee to withdraw the EETPU from the agreements reached in Yuasa, Thorn-EMI and Orion, which it refused. In 1939, the total union density was 29% among the total staff, but this focused on a small number of sectors that were very dense and often operated a closed store before entry. In addition, there were hundreds more unions than today, which often organized a specialist role in the industry and jealously guarded the dividing lines. The organization depended on cash payments to stewards and unions could effectively provide services to members only if they had either a recognition agreement or sufficient collective strength to impose themselves through union action. Labour Relations Act 1971 obliges trade unions to register and makes all collective agreements legally enforceable by a labour relations court The important principle is that individual membership should not be used to destabilize the activities or organization of other trade unions; But while principle five of the Bridlington Agreement has been strictly adhered to in the past, where unions would not enter a single member in a company where another union had an essential affiliation, this idealized situation no longer corresponds to the reality of modern trade unionism, except in a minority of special cases. For example, when a GMB member obtains a new job with Honda at a plant with an essential affiliation, they may not recognize that the most appropriate measure is to join UNITE and should not inform anyone of their job change; If, two years later, it applied to GMB and asked to be represented in a complaint, GMB would be morally and contractually obliged to use it, regardless of UNITE`s recognition agreement with Honda. This is not a violation of the spirit of the fifth principle of the Bridlington Agreement. The dispute over gmb`s recognition with Carillion Facilities Management at the Great Western Hospital (GWH) in Swindon raises important issues related to the privatisation of services in the NHS and relations between sister unions.

GMB is a general trade union which organises all ranks in the NHS and has a national recognition agreement with the NHS. In several hospitals, GMB has an important affiliation among auxiliaries; Housekeeping, concierge, caterer and other poorly paid roles. The fragmentation of employment between several private sector companies poses a major threat to public service unions, which then choose the unions they want to face; Undermines the scope, strength and unity of national recognition agreements. . . .

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