Policy overview
In the event of industrial action, we ensure all employees and our services are protected. To do this, we have lawful, fair and consistent arrangements in place.
Trade unions must notify the relevant director or the chief executive of all industrial action. They must do so at the earliest opportunity and no less than the statutory14 days.
Trade unions must make available information as per the code of practice on industrial action ballots and notice to employers.
Trade unions must include in any notice of industrial action, all information they have on the number, category or workplace of the employees concerned. We can then take any action necessary to protect our services.
Managers must:
- take their lead on any appropriate action during a dispute
- ask employees if they intend to take industrial action to plan service delivery. The request must not be intimidating. At the time of asking, some employees may not know, but we may still ask them
- ensure all statutory requirements relating to industrial action are adhered to during the dispute. This includes our responsibility for the health and safety of our employees who remain at work
- update the relevant director on the progress of the dispute
- maintain regular dialogue with trade union representatives
- ensure they make regular contact with the appropriate national body during national disputes. It may be appropriate for HR to do this in some circumstances.
It is not lawful for an employment agency to provide workers to cover work normally carried out by employees who are on strike.
Employees and trade unions must ensure that any industrial action taken against the council is lawful. It must be in accordance with the relevant legislation and our code of practice for employees.