There are currently unite rep nominations and *elections period open from
from members in the following trade groups Plasterers and Gas Engineers within building services in West Lothian Council
Members who are interested and eligible can be nominated and proposed by another Unite member there are nomination /election notices up on notice boards across the Kirkton and Whitehill service centres for vacancies for reps within building services.
Any unite member has to be Unite rule 6 compliant in order to be nominated or seconded a member for reps position https://unitetheunion.org/media/1383/unite-rule-book-june-2018.pdf
RULE 6 LAY OFFICE
6.1 The Executive Council shall make provision to ensure accountability of
Regional, Industrial and Equalities Executive Council members and those
Executive Council members elected pursuant to rule 14 shall meet with
their respective National Industrial Sector, National Equalities or Regional
Committees at least four times per year.
6.2 In order to be eligible to be a candidate for election to the Executive
Council and/or any committee, council, or other body of the Union
provided for by these rules, the member in question must be an
accountable representative of workers, with the exception of Area
Activists Committees and Regional Labour Party Liaison Committees and
the young members’ structure, other than the Young Members’ delegate
to the Executive Council and Regional Committees as specified elsewhere
in these rules.
6.3 The definition of the term “accountable representative of workers” shall
be in the exclusive power of the Executive Council, which is empowered
to take into account changing industrial realities and the unique nature
of some industries (e.g. construction, contracting, leisure, rural etc) in
formulating such a definition. It must nevertheless include Branch officeholders who are in employment when employed by an organisation that
is not Unite the union, shop stewards, health & safety, equalities and
learning representatives elected at their place of work.
6.4 It is further required that a fair procedure be developed by the Executive
Council to deal sympathetically with cases where a member’s eligibility to
stand for election or continue to hold office may be affected by employer
6.5 The electoral period to hold lay office shall be three years unless otherwise
provided for under these rules.
6.6 The Executive Council shall issue guidance to establish the right of recall
over members elected to lay office.
6.7 All Unite fulltime officers assigned to the Union’s constitutional
committees are responsible for maintaining an up to date record of
constitutional committee members’ credentials in order to ensure
compliance with Rule 6. This record is to be reported to all constitutional
committee meetings and included in the Minutes.
6.8 To be eligible to stand for election as an accountable representative of
workers members must be committed to the Objects of the Union as
defined in Rule 2 including strengthening the workplace organisation and
resources of the Union.
Members who are engaged in the recruitment of members to a union
that is not Unite the Union are excluded from standing as accountable
representatives of workers within Unite the Union.
In the case of any such restriction imposed on a member, an appeal may
be made to the Regional Committee in line with the provisions of Rule 27.
6.9 Members seeking election as accountable representatives of workers must
have made at least thirteen weeks of financial contributions and not be
more than thirteen weeks in arrears.
This clause may not be applied in the case of newly organised workplaces
In the event of more than one Unite member indicating they wish to stand and they are correctly prosed and seconded
* There will only be an election if more than one member is proposed and seconded for a particular constituency if there is only one nominee that person is automatically the rep on the date the nomination/electoral period closes if there is more than one Unite will conduct an election details will be conveyed to the appropriate members in the constituencies involved.
From TUC Workplace Manual
About this resource
This is a chapter from the TUC Workplace Manual. Every rep will find The TUC Workplace Manual invaluable, and every rep will appreciate the wealth of practical advice and knowledge in this book.
Order your copy now from the online shop. Or for bulk orders please download the this form (PDF).
Local representatives are important because they are the backbone of their union. Without representation at workplace level there would be no-one to act as the link between members, the employer and the union and no-one to organise, represent and negotiate on behalf of people in the workplace.
Here’s a shortlist of some of the things union reps get involved in:
Even so, depending on the nature of workplace and branch organisation not all union representatives necessarily have the same roles within the union team.
There are all sorts of reasons. People may:
The way a union rep is chosen depends on the rules of their union. It will involve the relevant members and might be done a meeting, or via a postal ballot but once the decision is made the union will need to approve the appointment. The role new rep can take up their role once the employer has been notified by the union.
There are several types of union representative, with separate roles, although sometimes different names are used to describe them:
In any of these circumstances, another rep should take up the case or a union full-time official, particularly if the case is complex.
Training is important for union representatives to enable them to carry out their duties effectively. Training should be available both to newly appointed and to more established union representatives. It is desirable, from time to time where resources permit it, for joint training and development activities between union representatives and managers to occur.
21. Employees who are union representatives of an independent trade union recognised by their employer are to be permitted reasonable time off during working hours to undergo training in aspects of industrial relations relevant to the carrying out of their trade union duties. These duties must be concerned with:
Matters falling within section 178(2) TULR(C)A are set out in paragraph 13 above.
22. The Safety Representatives and Safety Committees Regulations 1977 regulation 4(2)(b) requires that employers allow union health and safety representatives to undergo training in aspects of their functions that is ‘reasonable in all the circumstances’.
Further advice on the training of health and safety representatives is provided by the Health and Safety Executive in their approved Code and Guidance ‘Consulting workers on health and safety’. This is not covered in this Acas Code.
23. Employees who are Trade Union Learning Representatives are also permitted reasonable time off during working hours to undergo training relevant to their functions as a Union Learning Representative.
24. Training should be in aspects of employment relations relevant to the duties of a union representative. There is no one recommended syllabus for training as a union representative’s duties will vary according to:
25. The training must also be approved by the Trades Union Congress or by the independent trade union of which the employee is a union representative.
26. Union representatives are more likely to carry out their duties effectively if they possess skills and knowledge relevant to their duties. In particular, employers should be prepared to consider releasing union representatives for initial training in basic representational skills as soon as possible after their election or appointment, bearing in mind that suitable courses may be infrequent. Reasonable time off could also be considered, for example:
27. E-learning tools, related to the role of union representatives, should be used where available and appropriate. However, their best use is as an additional learning aid rather than as a replacement to attendance at approved trade union and Trades Union Congress training courses. Time needs to be given during normal working hours for union representatives to take advantage of e-learning where it is available.
28. Employees who are members of an independent trade union recognised by the employer are entitled to reasonable paid time off to undertake the functions of a Union Learning Representative. To qualify for paid time off the member must be sufficiently trained to carry out duties as a learning representative:
29. In the latter case, the trade union is required to give the employer notice in writing that the employee will be undergoing such training and when the employee has done so to give the employer notice of that fact. During the six month period in which he or she is undergoing this training, the Union Learning Representative must be allowed time off to perform their duties.It should be confirmed by the union in a letter that the training undertaken is sufficient to allow the Learning Representative to undertake their role and it is good practice for the union to give details of the training which has been completed and any previous training that has been taken into account. In the interests of good practice, the six month qualifying period may be extended, with agreement, to take into account any significant unforeseen circumstances such as prolonged absence from work due to ill health, pregnancy, bereavement or unavoidable delays in arranging an appropriate training course.
30. To satisfy this training requirement an employee will need to be able to demonstrate to their trade union that they have received sufficient training to enable them to operate competently in one or more of the following areas of activity relevant to their duties as a Union Learning Representative:
31. An employee could demonstrate to their trade union that they have received sufficient training to enable them to operate competently in one or more of these areas of activity by:
In the latter case, previous experience and expertise gained in areas such as teaching, training, counselling, providing careers advice and guidance or human resource development, may well be relevant, as may periods of extensive on-the-job training and experience gained in shadowing an experienced Union Learning Representative.
32. Reasonable time off should also be considered for further training to help Union Learning Representatives develop their skills and competencies.
33. Although not required by law it is recognised that there would be clear advantages both to the individual and the organisation if training undertaken leads to a recognised qualification standard.
34. An employer who permits union representatives or Union Learning Representatives time off to attend relevant training, must pay them for the time off taken. The employer must pay either the amount that the union representative or the Union Learning Representative would have earned had they worked during the time off taken or, where earnings vary with the work done, an amount calculated by reference to the average hourly earnings for the work they are employed to do.
The calculation of pay for the time taken for training should be undertaken with due regard to the type of payment system applying to the union representative and Union Learning Representative including, as appropriate, shift premia, performance related pay, bonuses and commission earnings. Where pay is linked to the achievement of performance targets it may be necessary to adjust such targets to take account of the reduced time the representative has to achieve the desired performance.
35. There is no statutory requirement to pay for time off where training is undertaken at a time when the union representative or Union Learning Representative would not otherwise have been at work unless the union representative or Union Learning Representative works flexible hours, such as night shift, but needs to undertake training during normal hours. Staff who work part time will be entitled to be paid if staff who work full time would be entitled to be paid. In all cases, the amount of time off must be reasonable.
If you are interested an require more information on how to be a rep or any of the process please contact your Unite reps in West Lothian Council
If you are a member and would like to get more involved or have an issue or campaign you wish Unite to campaign on contact your Unite reps today
You can join Unite the Union online : https://join.unitetheunion.org/
Or contact one of the Unite reps (Details below)
West Lothian Council Local Unite contacts
Unite the Union Shop Stewards/ Workplace Reps
Whitehill Service Centre
Senior Steward: Pat Tedford
Mobile: 07787 102 636 Email : email@example.com
Davy Johnstone : Email : firstname.lastname@example.org
Davy Dowds : Email : email@example.com
Donald Smail: Email : firstname.lastname@example.org
Andy Dowds: Email : email@example.com
Bobby Lee: Email : Bobby.firstname.lastname@example.org
Kirkton Service Centre
Unite the Union Workplace Reps
Rab Brown Unite Convenor: Email email@example.com
Tam Brown Unite Rep: Email: firstname.lastname@example.org
Jade Deans Unite Rep: Email:email@example.com
Ryan Morcombe: Email firstname.lastname@example.org
Frank O Neil : Email email@example.com
Contact can be made through mobile phone app on android devices Unite@WLC