What we do

---

• Our reps form the vital links between members and the union as a whole and are volunteers, trained by UNISON to support members at work.
• Reps plan campaigns and organise members around important issues. They work particularly closely with members to improve workers’ conditions and raise awareness of employment issues, locally and nationally.  
• Reps are also responsible for recruiting new members.
• All workplace reps and members belong to a local UNISON Branch. In turn, branches are grouped in regions.
• When UNISON members face problems at work, we first encourage them to speak to their rep. The rep can then help individual members by helping them discuss their concerns with the employer.
• Reps may arrange for members to get help from people or groups in UNISON, or work with them to get the information and help they need.
• The steward or rep will then advise on what should be done to solve the problem. This could involve approaching the employer if necessary.
• UNISON reps are Unison to deal with issues around employment law, grievance and disciplinary matters. Reps often speak on behalf of members experiencing problems at work and may accompany members to grievance meetings or hearings.

Most UNISON branch officers, stewards and safety reps will negotiate with employers at some time. It is how to protect and promote the interests of UNISON members and create fairness and equality at work.

Collective bargaining is the process of negotiation during meetings between reps and their employer, often to improve pay and conditions. The collective bargaining process allows workers to approach employers as a unified group.

The aim of collective bargaining is to reach an agreement between employers and workers. Members can contribute to discussions by talking to their reps while negotiations take place.

Workplace bargaining and negotiating is also a golden opportunity to build a strong local union. Claims and agreements are a great way of recruiting new members and getting more members involved in the union.

A group of UNISON reps may form a collective bargaining group to reach an agreement for better pay or changes to pensions, for example. This may happen at either a local or national level.

They may also negotiate over non pay-related issues, such as working hours, planned redundancies or the right to flexible working for carers and parents. At the moment, there is no legal requirement for employers to comply with requests for flexible working, so bargaining may be a useful way to encourage an employer to implement flexible working arrangements.

To reach an agreement, both sides must be open to new ideas and willing to accept changes. If no agreement is made, negotiations can break down and unions may resort to industrial action. If industrial action is required, UNISON regional offices get involved and provide advice on the correct procedures aim of negotiation is to reach an agreement. Negotiation should not be confused with ‘consultation’, which is simply an exchange of opinions between workers and their employer. However, skilful negotiators can turn consultation into negotiation.

Stewards do not normally negotiate alone, but as part of a team with complementary skills.

To start the negotiation process, a UNISON rep or official may write to the employer to raise a claim. They then meet management to present the case.

A series of meetings may follow to discuss the issue in depth. If you attend one of these meetings, it is as important to listen carefully and ask questions as it is to present your case well. Clear, effective communication during negotiation is important as it can help others to understand your point of view.

Everyone is entitled to be treated with dignity and respect. The ability to live and work without prejudice is a fundamental right, regardless of your background, identity and experiences.

One of UNISON’s main aims is to help workers fight for fairness and equality in the workplace and beyond. Challenging discrimination and winning equality is at the heart of everything UNISON does.

Besides the right not to be discriminated against or bullied, fair treatment also includes dignity at work, access to opportunities and equal working conditions and pay.

Employees are protected against discrimination and unfair treatment by the Equality Act and relevant regulations in Northern Ireland. The Equality Act contains something called the public sector equality duty, which requires public bodies to actively promote equality and eliminate discrimination.

If a member has been discriminated against or treated unfairly at work, UNISON negotiates with employers on a member’s behalf, attends tribunals, offers legal help and makes employers aware of the law. The Equality Act  makes it unlawful for employers to treat you unfairly because of:

• age;
• disability;
• gender reassignment;
• marriage and civil partnership;
• pregnancy and maternity;
• race;
• religion or belief;
• sex;
• sexual orientation.

It is also unlawful for employers to have a rule, policy or practice that someone is less likely to be able to fulfil than other employees because of one of the reasons above.

We encourage all members to join the discussion on how to provide public services and how equality can be promoted when delivering them.

UNISON has a history of winning on equality. We continue to fight against discrimination wherever we encounter it and regularly help members challenge unequal or unfair treatment, including all forms of prejudice and discrimination, racism, bullying and harassment and equal pay.