DOCSLIB.ORG

Good Industrial Relations in the Oil Industry in the United Kingdom

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Good Industrial Relations in the Oil Industry in the United Kingdom WP.230 SECTORAL ACTIVITIES PROGRAMME Working Paper Good industrial relations in the oil industry in the United Kingdom Dr. Chris Forde Dr. Rob MacKenzie Dr. Mark Stuart Dr. Rob Perrett International Labour Office Geneva 2005 Copyright International Labour Organization 2005 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to the ILO Publications Bureau (Rights and Permissions), International Labour Office, CH-1211 Geneva 22, Switzerland. The International Labour Office welcomes such applications. Libraries, institutions and other users registered in the United Kingdom with the Copyright Licensing Agency, 90 Tottenham Court Road, London WIT 4LP [Fax: (+44) (0) 207631 5500; e-mail: [email protected]], in the United States with the Copyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923 [Fax: (+ 1) (978) 7504470; e-mail: [email protected]] or in other countries with associated Reproduction Rights Organizations, may make photocopies in accordance with the licences issued to them for this purpose. ISBN: 92-2-117254-6 (print) ISBN: 92-2-117255-4 (web pdf) First published 2005 The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of Firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications can be obtained through major booksellers or ILO local offices in many countries, or direct from ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland. Catalogues or lists of new publications are available free of charge from the above address. Printed by the International Labour Office, Geneva, Switzerland Preface Oil and gas are essential components of modern, industrialized civilization, and as societies and economies grow, so does their oil and gas industry. The oil and gas industry has revolutionized human lives, improving our standard of living. The industry’s products constitute building blocks at every level of production and consumption in such key sectors of economic life as petrochemicals, chemicals, agriculture, construction, manufacturing, and service industries. At present, a stable supply of oil and gas is needed to sustain continued development of our economies. The oil and gas industry is a highly capitalized industry. Much of the manual work has been replaced by automation. However, important parts of the operation still rely on human input. Stable employer-employee relations are, therefore, critical to stable production and supply of oil and gas. The aim of this paper is to explore in-depth some good practices in industrial relations and social dialogue in the oil production sector. The paper will outline essential elements for good industrial relations in the industry, including how social dialogue can contribute to healthy employer-employee relations. Among its subjects, the paper addresses positive contributions social dialogue can make towards promoting mutual respect, trust and confidence among social partners and governments in the oil industry. In its analysis, this paper focuses on how ILO standards can contribute to better industrial relations, using a good practices approach. This paper was prepared by a project team established by the Work and Employment Relations Division, Leeds University Business School, Leeds, United Kingdom. The team comprised Dr. Chris Forde, Dr. Robert MacKenzie, Dr Mark Stuart, and Dr Rob Perrett (now at Bradford University). The paper is brought out under the supervision of the ILO specialist in the oil and gas sector, Mr. Yasuhiko Kamakura. The project team is to be congratulated for its work and contributions to the improvement of industrial relations in the oil and gas industry through this very timely paper. The ILO hopes that this paper will provide an opportunity to consider how industrial relations in the industry can be improved in the interests of both decent work and greater productivity. Norman S. Jennings, Acting Director, Sectoral Activities Department WP-External-2005-10-0030-1-En.doc iii Contents Page Preface............................................................................................................................................... iii Executive summary ........................................................................................................................... vii Introduction ....................................................................................................................................... 1 1. Overall situation in the oil industry in the UK ........................................................................ 3 1.1. Introduction ................................................................................................................. 3 1.2. General situation.......................................................................................................... 3 1.3. Employment in the oil industry in the UK................................................................... 4 1.3.1. Measuring employment in the UK oil industry.................................................. 4 1.3.2. Employment trends............................................................................................. 4 1.3.3. Female workers .................................................................................................. 6 1.3.4. Union density...................................................................................................... 8 1.4. Employer and employee organizations in the UK oil industry.................................... 8 1.5. Conclusion................................................................................................................... 9 2. Conditions of work in the UK oil industry.............................................................................. 10 2.1. Introduction ................................................................................................................. 10 2.2. Wages .......................................................................................................................... 10 2.3. Working time............................................................................................................... 11 2.4. Working time in the offshore sector ............................................................................ 13 2.5. Conclusion................................................................................................................... 14 3. Industrial relations in the UK oil industry............................................................................... 15 3.1. Introduction ................................................................................................................. 15 3.2. Industrial relations in the oil refinery sector................................................................ 15 3.3. Industrial relations in the offshore oil sector ............................................................... 16 3.4. Developments in industrial relations over the past five years ..................................... 18 3.4.1. “Partnership” arrangements between unions and employers.............................. 18 3.5. Conclusion................................................................................................................... 23 4. ILO standards in the UK oil industry ...................................................................................... 24 4.1. Introduction ................................................................................................................. 24 4.2. Freedom of association................................................................................................ 24 4.3. Industrial action and the “right to strike” in the oil industry ....................................... 26 4.3.1. The right to strike in the oil sector...................................................................... 26 4.3.2. Labour disputes .................................................................................................. 26 WP-External-2005-10-0030-1-En.doc v 4.4. Collective bargaining in the oil sector ......................................................................... 27 4.5. Consultation and communication ................................................................................ 29 4.6. Conclusion................................................................................................................... 30 5. Corporate structural change and its impact upon employment and conditions of work.......... 31 5.1. Introduction.................................................................................................................
Load more

Recommended publications
  • The University of Hertfordshire Business
    THE UNIVERSITY OF HERTFORDSHIRE BUSINESS SCHOOL WORKING PAPER SERIES The Working Paper series is intended for rapid dissemination of research results, work-in-progress, innovative teaching methods, etc., at the pre-publication stage. Comments are welcomed and should be addressed to the individual author(s). It should be remembered that papers in this series are often provisional and comments and/or citation should take account of this. For further information about this, and other papers in the series, please contact: University of Hertfordshire Business School College Lane Hatfield Hertfordshire AL10 9AB United Kingdom 1 ‘Useful’ outcomes for workers in trade union learning initiatives. The significance of attitude and ownership. Steve Shelley Centre for Research in Employment Studies University of Hertfordshire Business School Abstract The paper draws upon evidence from trade union learning initiatives that are funded by the Union Learning Fund or involve Union Learning Representatives in the UK. With reference to Chartist, radical and more broadly societal views of learning, analysis of learning topics, contexts and uses provides the basis for an understanding of ‘useful’ learning, around the themes of attitude and ownership. Whilst recognising limitations of trade union learning, it is suggested that these initiatives contribute to radical outcomes individually and collectively, arising directly and indirectly from the learning activities. This suggests the potential for outcomes which hark back to earlier understandings of the purpose of trade union education and worker emancipation. The part this may play in the readjustment of the balance of power between labour and capital and in enabling the development of a more inclusive and high skill society, is considered.
    [Show full text]
  • Congress Report 2006
    Congress Report 2006 The 138th annual Trades Union Congress 11-14 September, Brighton 4 Contents Page General Council members 2006 – 2007……………………………… .............4 Section one - Congress decisions………………………………………….........7 Part 1 Resolutions carried.............................. ………………………………………………8 Part 2 Motion remitted………………………………………………… ............................28 Part 3 Motions lost…………………………………………………….. ..............................29 Part 4 Motion withdrawn…………………………………………………………………….29 Part 5 General Council statements…………………………………………………………30 Section two – Verbatim report of Congress proceedings .....................35 Day 1 Monday 11 September ......................................................................................36 Day 2 Tuesday 12 September……………………………………… .................................76 Day 3 Wednesday 13 September...............................................................................119 Day 4 Thursday 14 September ...................................................................................159 Section three - unions and their delegates ............................................183 Section four - details of past Congresses ...............................................195 Section five - General Council 1921 – 2006.............................................198 Index of speakers .........................................................................................203 General Council Members Mark Fysh UNISON 2006 – 2007 Allan Garley GMB Bob Abberley Janice Godrich UNISON Public and Commercial
    [Show full text]
  • Unite Research Department
    A Collective Bargaining Strategy for Trade Unite Research Department A Collective Bargaining Strategy for Trade Contents Executive summary page 2 Introduction: trade is an industrial issue page 3 Timeline of trade and work page 6 Trade is a collective bargaining issue page 7 Covid-19: a precedent for disruption? page 14 Supply chain disruption: Covid, Brexit and trade page 17 Vulnerabilities and threats: power within supply chains page 20 Building supply chain solidarity page 22 Power analysis: the views of Unite workplace reps page 25 Unite’s programme for international trade page 28 Big in Japan: The UK’s first Free Trade Agreement page 29 A collective bargaining strategy for trade page 31 Conclusion page 34 Recommendations page 35 Appendices: Appendix 1: Reps checklist page 36 Appendix 2: Methodology page 38 Appendix 3: Glossary page 39 1 Executive summary • This research proposes a new industrial strategy for post-Brexit trade, which is based on coordination between workplace representatives (reps) and is grounded in collective bargaining. • This strategy calls for a new approach to support coordination between reps across industries and Unite’s sectors at the workplace level. This recognises that industries are now organised so that all workplaces exist within supply chains rather than in isolation. • The research is based on 30 structured interviews with Unite reps between May and October 2020. The reps were selected based on exposure to trade disruption, either at the workplace or industry level. • Trade is explored in terms of industrial impact and disruption. 70% of the Unite reps interviewed see a threat to their site, while 33% see both threats and opportunities.
    [Show full text]
  • BENEFITS POLICY and GUIDANCE (UK) Effective 2Nd March 2021 Contents (A) Introduction
    BENEFITS POLICY AND GUIDANCE (UK) Effective 2nd March 2021 Contents (a) Introduction .................................................................................................................................................. 2 (b) Notes on Contributions Rates ....................................................................................................................... 2 Membership Scales ........................................................................................................................................ 2 (c) Rate of Benefits effective 2nd March 2021 .................................................................................................... 4 (d) General Qualification for benefits ................................................................................................................ 5 Time Period to claim benefits ........................................................................................................................ 5 How to apply for benefits .............................................................................................................................. 6 Members in the Armed Forces – Provisions for Trade Union Contributions and Benefit ............................. 6 Returning an application to a member .......................................................................................................... 6 Cost of supporting documents ......................................................................................................................
    [Show full text]
  • Rule Book – Effective from Rules Conference 2015 (P.June.18)
    UNITE RULE BOOK – EFFECTIVE FROM RULES CONFERENCE 2015 (P.JUNE.18) Rule Book Effective from Rules Conference 2015 Revised and re-printed June 2018 General Secretary: Len McCluskey Chair, Executive Council: Tony Woodhouse www.unitetheunion.org (JN8359) IDGB/06/18 14245 Unite Rule Book Cover GB 4th June 2018.indd 1 04/06/2018 13:55 UNITE RULE BOOK CONTENTS RULE 1 TITLE AND REGISTERED OFFICE 1 RULE 2 OBJECTS 2 RULE 3 MEMBERSHIP 3 RULE 4 MEMBERSHIP CONTRIBUTIONS and BENEFITS 7 RULE 5 OBLIGATIONS OF MEMBERS 10 RULE 6 LAY OFFICE 11 RULE 7 INDUSTRIAL/OCCUPATIONAL/PROFESSIONAL SECTORS 13 RULE 8 REGIONS 16 RULE 9 YOUNG MEMBERS 18 RULE 10 MEMBERS IN RETIREMENT 20 RULE 11 EQUALITIES 22 RULE 12 POLICY CONFERENCE 24 RULE 13 RULES AMENDMENT 27 RULE 14 EXECUTIVE COUNCIL 29 RULE 15 GENERAL SECRETARY 35 RULE 16 ELECTION OF EXECUTIVE COUNCIL MEMBERS AND THE GENERAL SECRETARY 36 RULE 17 BRANCHES 42 RULE 18 WORKPLACE REPRESENTATION 46 RULE 19 FUNDS 48 RULE 20 ASSETS AND TRUSTEE PROVISION 51 RULE 21 EXPENSES 53 RULE 22 POLITICAL ORGANISATION – THE LABOUR PARTY 54 RULE 23 POLITICAL FUND 56 RULE 24 IRELAND 68 RULE 25 REPUBLIC OF IRELAND – STRIKES AND OTHER INDUSTRIAL ACTION 71 RULE 26 ISLE OF MAN 73 RULE 27 MEMBERSHIP DISCIPLINE 74 RULE 28 COMMUNITY/STUDENT MEMBERS 78 RULE 29 SCOTLAND 79 RULE 30 GIBRALTAR 81 RULE 31 OFFICIAL ANNOUNCEMENTS 82 RULE 32 VOLUNTARY DISSOLUTION 83 RULE 33 EXERCISE OF UNION POWERS IN THE PENSION SCHEMES 84 EXECUTIVE COUNCIL GUIDANCE – NOTICE TO MEMBERS 85 APPENDIX TO RULE BOOK – LIST OF INDUSTRIAL SECTORS 86 UNITE RULE BOOK RULE 1 TITLE AND REGISTERED OFFICE 1.1 The Union formed under these rules (hereinafter called the Union) shall be known by the title of “Unite the Union”.
    [Show full text]
  • INSTITUTIONAL REPRESENTATIVENESS of TRADE UNIONS and EMPLOYERS’ ORGANISATIONS in the “CENTRAL PUBLIC SERVICES” Project No VT/2002/0215
    UNIVERSITE CATHOLIQUE DE LOUVAIN Institut des Sciences du Travail INSTITUTIONAL REPRESENTATIVENESS OF TRADE UNIONS AND EMPLOYERS’ ORGANISATIONS IN THE “CENTRAL PUBLIC SERVICES” Project No VT/2002/0215 July 2004 Research project conducted on behalf of the of the Employment and Social Affairs Directorate- General of the European Commission National experts: Austria: Franz Traxler, Institut für Soziologie – Universität Wien Belgium: Jean Vandewattyne, Université Libre de Bruxelles (ULB) Denmark: Carsten Jorgensen, Forskningscenter for Arbejdsmarkeds- og Organisationsstudier, FAOS – Department of Sociology, University of Copenhagen Finland: Pekka Ylostalo, University of Helsinki, Department of Sociology France: Anne-Marie Grozelier, Forum Social Européen and Marinette Mormont, Institut des Sciences du Travail (UCL) Germany: Dieter Sadowski and Catherine Leillich, IAAEG – Universität Trier Greece: Aliki Mouriki, National Center for Social Research – Athens Ireland: Pauline Conroy, Ralaheen Ltd Italy: Manuela Galetto and Franca Alacevich, Università degli studi di Firenze – Dipartemento di scienza della politica e sociologia politica Luxembourg: Franz Clement, Centre d’Études de Populations, de Pauvreté et de Politiques Socio-Economiques (CEPS – INSTEAD) Netherlands: Chris Moll, Marc van der Meer and Jelle Visser, Amsterdam Institute for Advanced Labour Studies, University of Amsterdam Portugal: Marinus Pires de Lima, Universidade de Lisboa – Instituto de Ciências Sociais – Instituto Superior de Ciências do Trabalho e da Empresa (ISCTE) Spain: Ramon De Alos-Moner Vila, Universitat Autonoma de Barcelona – Grup d’Estudis Sociologic sobre la Vida Quotidiana i el Treball United Kingdom: David Marsden, London School of Economics Sweden: Dominique Anxo, Center for European Labour Market Studies (CELMS) – Department of Economics – Göteborg University Institut des Sciences du Travail – UCL : Author: Marinette Mormont Research Team: Prof.
    [Show full text]
  • Unite the Union
    Call us on 0800 316 7566 www.opustech.co.uk UK’s Largest Union Improves Mobility, Flexibility and Collaboration with Opus Unite the Union Profile Summary Industry Trade Union Employees 1250 Members 1.3 Million Operating in 80+ sites in 11 regions throughout UK, Ireland, The Channel Isles and Gibraltar. Organisation Overview UK’s largest trade union with 1.3 million members nationwide and beyond. Requirements To replace end of life communications, consolidate suppliers and gain flexibility, mobility and collaboration, to further support members. Unite IT Director, Paul Mease About Unite The Situation Formed out of the merger between Amicus the Prior to engaging with Opus, Unite had a legacy Union and the Transport and General Workers telephone system that was approaching its end of Union, Unite the Union is the largest trade union life. Their existing provider was recommending an in the UK. It has 1.3 million members, 1,250 alternative solution which would have required employees, in 80 office across the UK, the Channel replacement handsets across the estate which Island and Gibraltar, supported by 20 IT staff. represented a considerable expense, given the Its mission is to provide a level of support to number of employees. members and individuals with an interest in trade As a new head of IT, Paul put together a competitive union activities including political objectives both tender process which Opus were invited to bid for, from a legal perspective and a collective bargaining along with other providers. point of view for improvements in terms and Having established the Unite requirements Opus conditions, together with salary.
    [Show full text]
  • General Secretary's Report GS Annual Accounts and Auditors Report GS, Finance Director
    GENERAL SECRETARY’S REPORT ANNUAL CONGRESS 2010 FLORAL HALL & CONVENTION CENTRE SOUTHPORT SUNDAY 6 JUNE 2010 to WEDNESDAY 9 JUNE 2010 9.30 am - 12.30 pm, 2.00 pm - 5.30 pm PAGE LEFT INTENTIONALLY BLANK 2 GENERAL SECRETARY’S INTRODUCTION Dear Colleagues Welcome to Southport I hope this week offers all delegates, whether this is your first experience of GMB Congress or, you are one of the staunch rank and file lay membership, who have helped carry our Union through the dark troubled times of the 80’s and 90’s out into these last five years which have proved to be amongst the most successful the Union has had in modern times. Our GMB is vibrant, growing, financially stable, and above all, has a clear vision of what a union should do! The GMB@WORK strategy which we adopted four years ago, has delivered much for us, and it will deliver much more in the years to come. GMB@WORK and our determination to never repeat the lazy mistakes of the past has carried us through a year of economic turmoil. Many of our members and their families have suffered hardship as a result of the bankers recession. The GMB fought the length and breadth of the land to retain jobs, boost government investment in jobs, get extra spending on capital projects like housing, apprenticeships and skills training. I write this forward before the general election and I don’t have a crystal ball. However the GMB will continue to campaign for our members, where ever they work.
    [Show full text]
  • Congress Report 2005
    Congress Report 2005 The 137th annual Trades Union Congress 12-15 September, Brighton 4 Contents Page General Council members 2005 – 2006……………………………… .............4 Section one - Congress decisions………………………………………….........7 Part 1 Resolutions carried.............................. ………………………………………………8 Part 2 Motion remitted………………………………………………… ............................30 Part 3 Motion lost…………………………………………………….. ...............................31 Part 4 Motion withdrawn……………………………………………………………………..31 General Council statement on the consequences of the terrorist attacks in London ………………………………….……........................................................32 Section two – Verbatim report of Congress proceedings .....................35 Day 1 Monday 12 September ......................................................................................36 Day 2 Tuesday 13 September……………………………………… .................................73 Day 3 Wednesday 14 September...............................................................................114 Day 4 Thursday 15 September ...................................................................................154 Section three - unions and their delegates ............................................180 Section four - details of past Congresses ...............................................192 Section five - General Council 1921 – 2005.............................................195 Index of speakers .........................................................................................200 General Council Members
    [Show full text]
  • WPIR Robert Poole
    Agreed or imposed? A study of employers’ responses to statutory recognition applications. Robert Poole WARWICK PAPERS IN INDUSTRIAL RELATIONS NUMBER 71 April 2003 Industrial Relations Research Unit University of Warwick Coventry CV4 7AL UK e-mail: [email protected] Editor’s forward The Warwick Papers in Industrial Relations series publishes the work of members of the Industrial Relations Research Unit and people associated with it. The papers may be of topical interest or require presentation outside the normal conventions of a journal article. A formal editorial process ensures that standards of quality and objectivity are maintained. This paper is based on research undertaken for a dissertation submitted in part fulfilment of the requirements of the MA in Industrial Relations and Personnel Management at Warwick Business School. The author plans to undertake further analysis and interpretation of the data collected but it was felt that early publication of some key findings in this area of academic and policy interest would be valuable. Jim Arrowsmith Acknowledgements The author would like to thank Professor Linda Dickens, Industrial Relations Research Unit, The University of Warwick Business School as well as John Thorpe and Simon Gouldstone of the CAC for their help and support with the research presented here. Appreciation also goes to all the employers and trade union officials who gave their time to complete questionnaires and particular thanks to those who gave even more of their time to participate in research interviews. Special thanks go to Jim Arrowsmith for his considerable time, effort and advice in editing this paper. The normal disclaimer applies.
    [Show full text]
  • Unite Rule Book
    RULE BOOK Effective from Rules Conference 2011 (Updates to the Executive Guidance on rules will be published as soon as possible) CONTENTS RULE 1. TITLE AND REGISTERED OFFICE ......................................................................................2 RULE 2. OBJECTS ..................................................................................................................................2 RULE 3. MEMBERSHIP .........................................................................................................................3 RULE 4. MEMBERSHIP CONTRIBUTIONS and BENEFITS..............................................................4 RULE 5. OBLIGATIONS OF MEMBERS..............................................................................................5 RULE 6. LAY OFFICE ............................................................................................................................6 RULE 7. INDUSTRIAL/OCCUPATIONAL/PROFESSIONAL SECTORS ..........................................6 RULE 8. REGIONS..................................................................................................................................9 RULE 9. YOUNG MEMBERS ..............................................................................................................10 RULE 10. MEMBERS IN RETIREMENT ..............................................................................................10 RULE 11. EQUALITIES..........................................................................................................................12
    [Show full text]
  • Same Old Divide and Rule Monthly Target of £3,000
    WORKERS OF ALL COUNTRIES, UNITE! No 1427 Week commencing 2 March 2007 Weekly paper of the New Communist Party of Britain 50p McDONNELL IS LABOURS BEST HOPE • McDonnell supporters on the march for peace. by Daphne Liddle that he could split the left- “The Case for a Socialist creditable record of doing themselves while they are IT’S ALL getting very messy at the top of the wing within the Labour Labour Government”. grass roots work and fight- doing this “voluntary” work Labour Party as Blair’s premiership winds down, Party and make it easier The Transport and ing the fascist British Na- is a mystery. Many have for Brown to win. General Workers’ Union tional Party. pointed out that forced un- long past its natural end, and lacking any leader- The essential thing is Broad Left has unani- There have been open paid “voluntary” work is ship it is falling apart. that Brown should be chal- mously endorsed the arguments between Cabi- slavery. A YouGov poll last Committee, who is stand- lenged. If McDonnell gets John4Leader campaign. net members over policy on Meanwhile Foreign week put Tory leader David ing for a return to a social- the signatures of 45 fellow They join national unions: families and Home Secre- Secretary Margaret Cameron 13 percentage ist Labour Party. Labour MPs this will force ASLEF, the RMT and tary John Reid has been Beckett is proving she does points ahead of Gordon But veteran MP a contest in which the FBU; union broad lefts: scrapping with MI6 over have a sense of humour Brown when people were Michael Meacher is now whole Labour Party mem- Amicus Unity Gazette, whether or not the military after all by claiming with a asked who would make the putting himself forward bership gets to vote, includ- CWU Broad Left and Uni- intelligence agency – straight face that there is best prime minister.
    [Show full text]