2.1 The University recognizes the following unions as representatives and the sole right to consultation, bargaining and collective bargaining with respect to its members employed at the University: If an employer agrees to recognize a union, the employer has certain legal obligations to the union and its members – see the consequences of union recognition. A trade union is recognized when an employer has agreed to negotiate with it wages and working conditions on behalf of a specific group of workers. 3.6 The matters covered by this section of the Agreement are set out in section 178 of the Trade Unions and Labour Relations (Codification) Act 1992, as amended by subsequent legislation. The issues to be dealt with in the context of collective bargaining between representatives of management and academic staff include the following, some of which fall within a national framework: 7.2 In accordance with the relevant provisions of the Trade Unions and Labour Relations (Codification) Act 1992, the parties to this Agreement agree that it is legally unenforceable. Nor do the conclusions of the Section 5 committees constitute a legally binding obligation for the university or recognised trade unions. 6.3 Any individual complaint may be made by the individual employee (represented by his or her certified union representative) in accordance with the University`s Complaints Policy and Procedure or other appropriate personnel policies and procedures. Acas offers union recognition training to people who wish to understand the legal aspects of working with trade unions and improve their collective bargaining skills. For collective bargaining to work, unions and employers must agree on how the agreement should work. They could, for example, make arrangements to deduct union dues from members` salaries; who will represent workers in negotiations and how often meetings will be held. 4.3 If a certified representative has been granted an exemption for recognized union functions, it is subject to payment. He receives the normal contractual remuneration that he would have received if he had been at the workplace. This only applies if the employer employs 21 or more employees with all affiliated employers.
4.4.1 Trade unions shall be liable for the fees and expenses associated with the items referred to in Articles 4.4 a, b and c above. .