- Conference
- Date
- June 16, 2017
- Decision
As the pressure on public services continues to grow, our members are faced with uncertainty about their jobs and their futures. This is a stressful time when they may need the assistance of their branch. As branches we have seen the increase in casework, ever more complex, dealing with restructure after restructure, fighting redundancies and outsourcing on a daily basis.
Sometimes our member’s expectations are unachievable for any trade union, supported in part by the belief that UNISON is an insurance policy rather than a social and political movement for change. Sometimes our members get upset, angry and frustrated at the situations they find themselves in, and their trade union rep is the individual they can express that to.
Ever more frequently some members cross a line and our exhibit inappropriate behaviour towards their reps, being rude, aggressive and threatening. In these difficult times where equality is under attack and we are witnessing a rise in hate crimes, intolerance and discrimination in our society, it is crucial that UNISON provides support especially for Women, Disabled, Black members and LGBT stewards and branch officers, who are more likely to be at increased risk of abuse and harassment whilst undertaking their trade union duties.
Some members believe that because they pay their subs every month, it excuses this behaviour and that we should just accept it. Abuse and harassment have no place within the trade union movement, both to our members and to us as activists.
Branches are faced with having to threaten our own members with withdrawal of representation because when their behaviour becomes so poor. This should not be acceptable to UNISON however, when we look to address these issues we seem limited as activists in what we can do. We can complain to our employers however it’s unlikely we will get any support as it’s seen as a “union issue”. We can complain to our regional officers but are told that we cannot refuse to represent abusive members.
The UNISON Case Form that contains the Conditions of Providing Assistance does not give sufficient notification that abusive behaviour towards a representative can result in withdrawal of representation. ‘Rule I’ does not provide sufficient guidance or support for activists who are victims of abusive and harassing behaviour.
Conference asks the National Executive Council to work with relevant departments, service groups, self-organised groups and young members’ national committee’s and forums to:
- Develop and introduce a specific Courtesy and Respect Standards Contract between activists and members. This is to be drawn up and added to the Case Form and into relevant UNISON policies;
- To assist and support with setting up of a peer to peer network to support activists experiencing harassment or bullying. Identify “Champions” within regions and self-organised groups who can offer peer to peer support;
- To create a regional contact who specialises in supporting activists who have experienced harassment or bullying;
- To set up a counselling service for those activists who require support services as a result of their case work or activism.
Southampton District
NEC POLICY: SUPPORT WITH QUALIFICATIONS