There is much to think about when introducing Employee Representation Forums. The first thing that needs to be considered is the scope and structure that best meets the needs of the business.

4 structures/models prevail, in some cases elements of two or more are adopted.

4 key Structures
There are 4 typical structures that underpin employee representation schemes.

Model One – Trade Union/Collective Bargaining

Employee reps: Determine rate of pay being sought and/or Respond to employers offer Negotiate other changes to terms and conditions of employment Act as first reference points in collective redundancy situations

Model Two – General Employee Rep Scheme

Employee reps: Receive management proposals on policies or procedures Seek feedback from members Report back to a joint forum of management and staff Proactively seek out other ideas and issues from members on wide range of workplace issues of concern/interest to staff And feedback to a joint forum

Model Three -Specialist Forums or Working Parties

Some have statutory remit such as Health and Safety Some have policy oversight on a given issue eg Equality and Diversity Some have limited shelf life concerned with raising visibility and implementation of a given issue. Prevailing topics include Mental Health/Well Being or Menopause policy Employee reps perform similar two way feedback role as per Models 1 and 2

Model Four – Advocacy Model

This often runs alongside either Model One or Model Two or might even be separate Employee reps act as first port of call for staff involved in either disciplinary or grievance issues Employee reps are essentially listeners who often signpost people to procedures and options Employee reps don’t act as sleuths but can represent/accompany an employee to a disciplinary or grievance meeting and/or appeal.

Clear boundary protocols operate with all four models. There is sometimes overlap between Mode1
and Model 4. There is sometimes overlap between Model 2 and 4. Sometimes employee reps in Model 3 (specialist) will have ‘seat’ on Model I and 2 acting in liaison or link up capacity.

Other Things to Think About

• Communications Channels
• Meetings – Frequency – Agendas, Minutes, Participants, Rules
• Paid Time of regular duties for Rep work
• Strategic Focus and Priorities
• Constitutions, Rules, Boundaries and Limitations
• Recruiting and Appointing Reps
• Our training can help

Download this guide for free below:

Employee Representation – Models