For industrial action to be considered “official, it must be approved or approved by the union. In practice, official support may be provided by any civil servant employed by the union, as well as by lay civil servants and members of trade union committees (including ad hoc strike committees) elected in accordance with the rules of the trade union, whether or not the rules of the trade union allow them to support the action. The first level of decision-making and decision-making is the responsibility of the trade dispute specialists in the area and the central office. Trade disputes specialists at the local office may also be asked for assistance. In addition, our legal department is consulted on more complex commercial disputes. Legal pickets are the only form of secondary action that is legal. However, in order to obtain immunity, the strict provisions relating to legal picket lines must be respected. Essentially, in return for or in promotion of a commercial dispute in or near their own workplace, pickets must be picket lines and be employees of the employer involved in the dispute. However, there is a mechanism by which the main council, president or general secretary of the union can reject measures approved by a committee or union official. As a result, the action becomes unofficial and the responsibility of the union is eliminated. It should be noted, however, that the trade union cannot reject measures supported by a person empowered to do so under the Union`s own rules. A dispute between an employer and employees (or their union), usually over wages or working conditions. Under the Trade Unions and Labour Relations (Codification) Act 1992, a person cannot be prosecuted for an act committed in promoting a trade dispute on the grounds that it triggers or threatens a breach of performance of a contract.
In general, this immunity extends only to actions of employees against their own employer. A secondary class action (see picket line) may be unlawful if it is directed against an employer who is neither a party to the dispute nor the employer`s client or supplier in dispute. In addition, there is no immunity with regard to measures taken to enforce a closed store. Dismissal for trade union activity or membership is automatically unfair under section 6 of the Unfair Dismissals Act 1977. An employee who is dismissed in such circumstances does not need specific seniority to assert his or her rights. The definition of trade union activity is an activity carried out with the consent of the employer or outside working hours. Strikes or other industrial action are not covered by this definition. The presence of picket lines and/or walkouts does not necessarily indicate the existence of a commercial dispute.
It is not uncommon for unions to set up “informative” pickets. An “informative” picket line is set up to inform the public that the employer does not have a union contract or sells goods produced by a striking or non-unionized employer. There are no negotiations between the union and the employer on working and employment conditions. The union did not make any requests to the employer. An `informative` picket line alone would not constitute a sufficient basis for concluding that there is a commercial dispute. If an applicant refuses to cross an “informative” picket line, the applicant`s departure from his or her place of work would be resolved under the voluntary dismissal provisions of section 1256. Protection takes the form of legal immunities prior to legal proceedings under which (where a trade union is entitled to such immunity) the industrial action is considered lawful. However, if the union does not meet any of the qualification criteria, the action is illegal. The qualification criteria for immunity are explained below. § 219 TULR(C)A protects trade unions from legal liability if the collective action is taken with a view to or to promote a labour dispute The 1992 Act grants trade unions similar immunity for their actions committed in view of or in favour of a labour dispute, provided that the law in question is approved by a majority vote in favour of the action by secret ballot of trade union members Becomes. A trade unionist may obtain a court decision preventing the implementation of industrial action if it has not been approved by a ballot.
This is particularly the case in the public sector, where it can be difficult to distinguish between a political protest and a genuine trade dispute. Indeed, political decisions can have a direct impact on working and employment conditions (or on any of the other factors mentioned). If such confusion exists, it will be for the union to determine that the action relates to the conditions of employment and employment of its members. Where this can be established, the fact that the action also has a political dimension will not be relevant. “A person is not entitled to unemployment benefits, and such a benefit is not due to him if he has given up his work due to a commercial dispute. This person is not entitled during the period during which he remains unemployed because the occupational dispute is still active in the establishment in which he was employed. A notable exception to this general rule is Article 244 of the TULR(C)A and is particularly relevant for the education sector. Under this provision, a dispute arising out of matters referred to a Minister of the Crown is treated as a commercial dispute, regardless of whether the Minister is not the employer. In the field of education, for example, this would apply to a legal dispute arising from a decision of the Salary Review Body. Authorities may be reluctant to resort to the law in the event of labour disputes, as this can have long-term negative effects on industrial relations in general. It will be necessary for the authorities to assess the damage or probable damage of a dispute and assess the consequences of a potentially protracted legal dispute with the union.
In many cases, the application for an injunction may be dismissed, with the likely consequence that the position of the unions will become both stronger and firmer. Even if an injunction is issued, the union or individuals may choose to ignore the order, and the agency must initiate other proceedings to enforce the order and claim damages. This reference provides guidance for both levels of the fact-making and decision-making process. However, some questions are primarily relevant to those involved in the first-level fact-making and decision-making process. Areas such as deciding whether or not there is a trade dispute within the meaning of Article 1262 and deciding whether or not a trade dispute is over are entirely the responsibility of the region`s trade dispute specialists and the Central Office. These specialists should also have a deeper knowledge of other federal and state laws, e.B. the National Labor Relations Act, the Agricultural Labor Relations Act, etc.