TNAG-0338-FCO40-374-Report-of-visits-of-Overseas-Labour-Adviser--G-Foggon--from--1972 — Page 52

CONFIDENTIAL

The Code of Industrial Rolations Practice

11. The Code is at presont 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 Parliamont by Christmas 1971. The Code will not have the force of lew, but its observance or non-observance will bo takon 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-oporate in solving their problems, to make a real effort to understand each other's point of view and to abide by agrecments. The draft Code in defining what should be done to promote good industrial relations (for which it says management has the primary responsibility and should take the initiative in creating and maintaining them)

(i)

(ii)

(iii)

sets out the responsibilitics of management, trade unions, employers' associations and the individual employee;

strosses the need for clear and comprehensivo employment policies and gives guidance on payment systoms, the planning and uso of manpower, recruitmont and selection, training, the status and security of employees, and working conditions;

sots standards for effective communication and consultation for keeping employoos informed on matters which concern thom and socking their views on existing practicos and proposed changes which would affect them;

(iv) provides guidelines for collective bargaining

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

(x)

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

(vi) requires the establishment of procedures for

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

/Comparisons....

CONFIDENTIAL