Unite Model Recognition Agreement

1.1 This agreement between the university and its recognized unions (collectively referred to as “parties” in this document) is mentioned in point 2.1 below, and applies to all employees of the University of Bath, paid on nationally negotiated wage scales through the Joint Council for the Negotiation of University Staff (JNCHES). In addition, the University and the University Union (UCU) are expressly recognized for collectively representing professors. 3.8 The declaration of dispute results in the continuation (or return) of the practice or agreement that existed prior to the amendments that led to the dispute. (a) he or she resigns from the trade union mission for which recognition and institutions have been granted; 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. The TUC, in collaboration with the six teachers` and school support unions in England, has published a revised version of the TUC Academies Model Agreement. In line with previous editions, the agreement aims to give trade unions greater recognition in academies and free schools, to improve their negotiating position and to allow representatives to take time off for trade union functions. The agreement was signed by the teachers` unions (NAHT, NASUWT and NEU) and the unions, which represent the support and other professionals of the school (GMB, UNISON and UNITE). 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. 3.9 Both the university and its recognized unions recognize that the provisions of this agreement have an obligation to organize the consideration of the issues raised as quickly as possible. 3.6 This section of the agreement covers the provisions of Article 178 of the Trade Union and Labour Relations (Consolidation) 1992, as amended by subsequent legislation. The issues that need to be addressed in collective bargaining between management and staff representatives are as follows, some of which are within a national framework: Level 3 – If the problem remains resolved after Levels 1 and 2, it can be referred to an appropriate external body (CASA) with the agreement of both parties (as defined in Section 6).

4.6 Recognition and facilities granted by this agreement are withdrawn if: 6.2 This document sets out the procedures for dealing with and resolving differences in the form of collective issues within the jurisdiction of that agreement, which are raised by its accredited representative of a union recognized on behalf of the members. 1.2 This agreement confirms which unions are recognized as employers by the University of Bath (in this document called “university” or “we” and which institutions are given to their representatives. It defines the agreed committees for the formal partnership between the recognized unions and the university. 4.1 Representatives of recognised trade union organisations are given adequate opportunities to perform their duties under this agreement, in accordance with the Trade Union and Professional Relations Act (1992) Section 168. The university, as an employer, recognizes elected representatives on behalf of their recognized union in the following functions: 6.4 Any discrepancies in the interpretation of this agreement should be referred to the Director of the Personnel Department or to the delegated representative and the designated (and accredited) union representative at trial.