Freedom of Association and the Right to Collective Bargaining Policy

Scope

Duraweld Ltd is committed to ensuring that all our employees and workers understand their legal rights to freedom of association and to collective bargaining.

This refers to freedom to join groups where they discuss matters they want to talk about. It also includes the right to promote and to protect the interests of the members of these groups. Also called “freedom of assembly and association”, it covers political parties, trade unions and non-profit organisations too. It ensures that people can assemble to protest and lobby for causes.

“Association” includes activities of rule formation, administration and the election of representatives. The freedom to associate involves employers, unions and other workers representatives freely discussing issues at work in order to reach agreements that are jointly acceptable. These freedoms also allow for industrial action to be taken by workers and organizations in defence of their economic and social interests.

Collective bargaining is a voluntary process or activity through which employers and workers discuss and negotiate their relations, in particular terms and conditions of work and the regulation of relations between employers, workers and their organizations. Participants in collective bargaining include employers themselves or their organizations, and trade unions or, in their absence, representatives freely designated by the workers. An important part of the effective recognition of the right to collective bargaining is the “principle of good faith”.

This is important for the maintenance of the harmonious development of labour relations. This principle implies that the social partners work together and make every effort to reach an agreement through genuine and constructive negotiations, and that both parties avoid unjustified delays in negotiations. The principle of good faith does not imply a pre-defined level of bargaining or require compulsory bargaining on the part of employers or workers and their organizations.

This statement sets out the company’s approach to ensuring all employees and workers understanding their rights and as an organization, we want to do business in a legal, ethical manner by actively engaging with our team.

This policy applies to our entire organization and those we do business or partner with including suppliers, vendors and contractors.

Our Policies

Duraweld Ltd.’s Contracts of Employment, Employee Handbook and all supporting policies reflect our commitment to acting ethically and with integrity in all our staff.

Our Suppliers

Duraweld Ltd operates a supplier policy and maintains a preferred supplier list. We conduct due diligence on all suppliers before allowing them to become a preferred supplier. This due diligence includes an online search to ensure that particular organisation has never been convicted of offenses relating to employment right breaches. Part of our contract with all suppliers and they are required to confirm that no part of their business operations contradicts this policy.

Our Processes for Managing Risk

In order to assess the risk of breeches of employment law, we use the following processes:

•  Identify and assess potential risk areas when considering taking on new suppliers and regularly review our existing supply chains
•  Review the potential for risk at regular intervals, including the possibility of re-auditing a supplier or conducting spot checks.
•  Protect whistle blowers.

Training

To maintain awareness and ensure the understanding of their rights, this is included within our Employee Handbook.

We provide training to all members of staff and this has been incorporated into our induction programme.

Our Commitment

This statement is made in line with Article 11 of the Human Rights Act 1998, freedom of association protects people’s right to associate with others.

Additional Policies