Some thoughts and prompts for employers who are considering introducing employee representation into the business.
In no particular order……
Will you use the term “employee representative”, “staff representative”, employee champion”, or something completely different?
Are there other channels for employee representation in place? eg Unions, Health and Safety committees, Welfare groups.
- How will the differing roles and duties dovetail?
Will there be a formal meeting/committee/forum where management and employee representatives meet/serve?
- If yes – how often will the committee meet? How many employee reps will be on it? Is there management or HR membership or will these executives attend only as and when necessary?
- Do any other external members – e.g. union reps or stakeholders participate, if so with what regularity?
- Who will produce the minutes and action plans arising from these meetings?
- How are any action points arising communicated by the employee reps to their “members”?
- Are there rules, terms of reference, constitutions that apply to these meetings
What will the precise scope or remit of the committee or forum be?
- Receiving new ideas from the workplace and reporting back on management responses?
- Receiving and providing input on new employment policy and procedural initiatives?
- Acting as the statutory consultative forum on matters such as redundancies or restructuring?
- Receiving confidential and sensitive information that might bring about organisational changes in due course?
- Co-writing new policies?
- Anything else?
Is there a “person specification” and “role description” for the employee representative?
- Will your representatives be given time off from normal work duties to prepare for meetings, attend them and take subsequent action such as feedback & consultation?
- will there be a two-way facility by which employee reps can place items on the agenda?
- Will the employee reps be given support to increase the visibility of their role
- Will the employee reps take on other representational duties outside committee work, for example acting as advocates or representatives in individual disciplinary or grievance issues?
- Will the reps have the facilities to meet together as a mutual catch up or support group?
Check out our example Employee Rep role description
There is much to think about – we offer a range of courses to help you introduce employee representation and make your Reps more effective in role.
OUR Training courses RELATING TO Employee RepRESENTATION
