TNAG-0338-FCO40-374-Report-of-visits-of-Overseas-Labour-Adviser--G-Foggon--from--1972 — Page 29

CONFIDENTIAL

The Codo of Industrial Rolations Practice

11. The Code is at present in draft in the form of a Consultative Document. The objective is to place the Code, amonded as necessary as a result of consultations with industry, boforo both Houses of Parliament by Christmas 1971. The Code will not have the force of law, but its observanco or non-observance will be taken into account "if relevent" by the National Industrial Relations Court and the Industrial Tribunals when hoaring cases of alleged unfair industrial practices.

12. The Code is based on the principle that industrial rolations in a free society are best conducted by collective bargaining between employers and strong, representative trade unions. This requires a reasonable and constructive approach by both sides, both of whom must be prepared to co-oporete in solving their problems, to make a real effort to understand each other's point of view and to abide by agrecments. The draft Codo in defining what should be done to promote good industrial relations (for which it says managomont has the primary responsibility and should take the initiative in creating and maintaining them)

(i) sets out the responsibilities of management,

trade unions, employers' associations and the individual employce;

(ii)

(iii)

strosses the need for clear and comprehensive employment policies and gives guidance on payment systoms, the planning and use of manpower, recruitment and selection, training, the status and socurity of employees, and working conditions;

sets standards for effective communication and consultation for keeping employees informed on matters which concern thom and socking their viows on existing practices and proposed changes which would affect them;

(iv) provides guidelines for collective bargaining

covering the definition of bargaining units, recognition of trade unions, negotiating proced- uros, collective agreements and procedures for settling collective disputos, and the disclosure of information;

(v)

covers arrangements for appointing and accrediting shop stewards and their status, functions, training, and the facilitics they need to do their job;

(vi) requires the establishment of procedures for

enabling individuals to seek redress for grievances and for dealing with disciplinary matters, and givos guidance about their contents.

/Comparisons

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CONFIDENTIAL