[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fagreement-between-argos-and-union-of-shop-distributive-and-allied-workers-usdaw---2015":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":74,"content_type_view":75,"extra_breadcrumbs":76,"body":78,"body_blocks":89,"related_pages":93},1014,"collective-bargaining-agreement","Collective Bargaining Agreement",null,"","\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement","collective_agreements.collectiveagreementoverview","en_GB","2025-07-28T15:01:08.112418+00:00","2026-04-02T12:40:05.864715+00:00","\u002Fcms\u002Fpages\u002F1014\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"United Kingdom","en-gb",{"title":20,"slug":21},"Work in UK","work-in-uk",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002F","index, follow","website","summary_large_image","2025-07-28T17:01:08.112418+02:00","2026-04-02T14:40:06.046145+02:00",{"cba":32,"clauses":43,"details":72,"translations":73},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"agreement-between-argos-and-union-of-shop-distributive-and-allied-workers-usdaw---2015","a9337754-0f05-11e7-a1f3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Funited-kingdom\u002Fagreement-between-argos-and-union-of-shop-distributive-and-allied-workers-usdaw---2015\u002Fagreement-between-argos-and-union-of-shop-distributive-and-allied-workers-usdaw---2015\u002F","Agreement between Argos and Union of Shop, Distributive and Allied Workers (USDAW) - 2015","GBR Argos - 2015","United Kingdom - GBR Argos - 2015","GBR Argos - 2015 - Retail trade",{"name":41,"data":42},"Argos.html","\n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>AGREEMENT BETWEEN ARGOS AND UNION OF SHOP, DISTRIBUTIVE AND ALLIED WORKERS\n(USDAW) - 2015\u003C\u002Fh1>\n\n\u003Cp>December 2015 \u003C\u002Fp>\n\n\u003Ch2>1. RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>This is an agreement between Argos, hereafter referred to as the Company,\nand the Union of Shop, Distributive and Allied Workers, hereafter referred to\nas the Union.\u003C\u002Fp>\n\n\u003Cp>The Company confers sole recognition and collective bargaining rights to the\nUnion on all matters within the scope of this Agreement.\u003C\u002Fp>\n\n\u003Ch2>2. SCOPE\u003C\u002Fh2>\n\n\u003Cp>i. This Agreement shall apply on a Company-wide basis to all Company\ncolleagues located within Argos Retail Outlets, including Retail Store Drivers\n(Customer Fulfilment Assistants) and all Regional Hub colleagues but excluding\nfour weekly salaried management staff.\u003C\u002Fp>\n\n\u003Cp>ii. The Company recognises the Union for the purposes of collective\nbargaining and negotiations relating to all contractual arrangements.\u003C\u002Fp>\n\n\u003Ch2>3. GENERAL PRINCIPLES\u003C\u002Fh2>\n\n\u003Cp>i. The Company and the Union are committed to working together in a spirit\nof partnership to the mutual benefit of the Company and its colleagues.\u003C\u002Fp>\n\n\u003Cp>ii. The partners to this agreement recognise that they have a mutual\nobjective in ensuring the success of the Company as the basis on which\nimprovements to pay and conditions can be achieved.\u003C\u002Fp>\n\n\u003Cp>iii. The partners agree that good relations between them are essential to\nthe success of the Company and that this is achieved through mutual respect,\nopenness and trust.\u003C\u002Fp>\n\n\u003Cp>iv. The partners recognise each other's legitimate and separate functions.\nThe Union recognises the Company's right and responsibility to manage the\nbusiness and the Company recognises the Union's right to represent the views\nand interests of its members.\u003C\u002Fp>\n\n\u003Cp>v. In order to assist the Union to be fully representative of all\ncolleagues, the Company agrees to bring to the attention of all new colleagues\nthe desirability and details of membership of the Union.\u003C\u002Fp>\n\n\u003Cp>vi. The Union will have the facility to explain the benefits of membership\nto new colleagues as part of the induction process.\u003C\u002Fp>\n\n\u003Cp>vii. The company will deduct Union subscriptions from salaries of employees\nwho wish to pay their subscriptions this way, subject to completion of the\nappropriate form and will encourage use of this facility. The company will\nnotify the Union of any change of the member’s address.\u003C\u002Fp>\n\n\u003Ch2>4. REPRESENTATION\u003C\u002Fh2>\n\n\u003Cp>Colleagues of the Company who are members of the Union may be elected as\nworkplace representatives to represent Union members in accordance with the\nterms of this agreement.\u003C\u002Fp>\n\n\u003Cp>4.1. Appointment\u003C\u002Fp>\n\n\u003Cp>i. The Company and the Union will agree the number of representatives\nrequired with a maximum of two Representatives within individual retail\nstores.\u003C\u002Fp>\n\n\u003Cp>ii. Representatives will be permanent colleagues and should have not less\nthan one year's service with the Company prior to nomination.\u003C\u002Fp>\n\n\u003Cp>iii. As soon as a colleague ceases to be a member of the Union their\nappointment as a Union representative will cease.\u003C\u002Fp>\n\n\u003Cp>iv. All representatives must be mutually acceptable to the Union and the\nCompany. The Company will not unreasonably object to a choice of\nrepresentative. In the event that the Company objects to a specific nomination,\ntheir objections will be put in writing to the Area Organiser concerned. The\nArea Organiser can appeal against the objection to the Regional Manager,\nfollowing which a meeting will be held to resolve the matter.\u003C\u002Fp>\n\n\u003Cp>v. The Union will provide the Company with a list of appointed\nrepresentatives and will supply credentials to its representatives.\u003C\u002Fp>\n\n\u003Cp>vi. Area Organisers will have the opportunity to meet with newly appointed\nRepresentatives to outline ways of working between the company and the Union.\nThis meetings will last approximately 2 hours, the last 30 minutes of which\nwill also include the Store Manager in order to ensure that the role of the\nStore Representative is fully understood.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>vii. The Company and the Union recognise that it is in the interests of\ntheir partnership for Union representatives to receive relevant training. The\nCompany agrees to provide union representatives with reasonable time off work\nwithout loss of earnings to attend approved Usdaw training in accordance with\nthe provisions set out in the ACAS code of practice “Time off for Trade Union\nDuties and Activities”. The Union undertakes to give the Company reasonable\nnotice of all requests for training leave as covered in the Argos\u002FUsdaw\nRepresentative Release document (AURR document - appendix I of the\nagreement).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.2. Facilities\u003C\u002Fp>\n\n\u003Cp>i. The Company will give access to facilities comprising office\naccommodation (not sole use), telephone, email and will also provide secure\nstorage for Representatives’ Union documents.\u003C\u002Fp>\n\n\u003Cp>ii. The Company will, wherever possible, make available accommodation for\nmeetings of Union members. The dates and times of such meetings will be agreed\nbetween the parties and will be arranged to minimise disruption to the\nactivities of the Company.\u003C\u002Fp>\n\n\u003Cp>iii. Union representatives will be permitted to take reasonable time off\nwithout loss of earnings to carry out their duties and responsibilities under\nthis agreement in accordance with the provisions the ACAS code of practice\n“Time off for Trade Union Duties and Activities” and also as detailed in\nthe AURR document.\u003C\u002Fp>\n\n\u003Cp>iv. Representatives seeking time off for union duties will request paid time\noff from work from management as far as possible in advance giving the reason\nand likely length of absence.\u003C\u002Fp>\n\n\u003Cp>v. Should the Company request that such time off be postponed for\noperational reasons, the partners will endeavour to agree a suitable\nalternative. Neither party will act unreasonably on the question of\npostponement.\u003C\u002Fp>\n\n\u003Cp>vi. The Company will provide union representatives with reasonable\nfacilities to communicate with other colleagues, for example notice boards.\u003C\u002Fp>\n\n\u003Ch2>5. RECRUITMENT\u003C\u002Fh2>\n\n\u003Cp>Argos recognises that the recruitment of new members helps sustain Usdaw as\na successful organisation, able to make an independent contribution on behalf\nof the membership. Argos therefore provides Usdaw with the facilities to\nrecruit new members and supports staff joining and remaining in membership of\nUsdaw whilst employed by the Company.\u003C\u002Fp>\n\n\u003Cp>The key opportunity for recruitment is at new starter inductions with other\nmethods of recruitment remaining ongoing. To assist with this:\u003C\u002Fp>\n\n\u003Cp>• Argos will encourage all new and existing employees covered by this\nagreement to join Usdaw.\u003C\u002Fp>\n\n\u003Cp>• Usdaw recruitment literature and a membership application form will be\ngiven out with the induction pack to new starters as part of the company’s\ninduction programme.\u003C\u002Fp>\n\n\u003Cp>• It is recognised that the majority of new colleague recruitment takes\nplace from September through to Christmas each year. The company will support a\nrecruitment campaign each year to enable as many existing and fixed term\ncontract colleagues as possible to take up membership.\u003C\u002Fp>\n\n\u003Cp>• Usdaw Representatives\u002FArea Organisers will be invited to attend\ninduction sessions to promote the benefits of Usdaw membership and will be\nallowed around 30 minutes to make an appropriate presentation (including\nquestions and answers).\u003C\u002Fp>\n\n\u003Cp>• The company will notify the Usdaw National Officer of all new store\nopenings a minimum of four weeks prior to opening with details of store address\nand contact details.\u003C\u002Fp>\n\n\u003Cp>• In the event of a new store opening, an Usdaw Representative\u002FOfficial\nwill be allowed around 45 minutes to make an appropriate presentation\n(including questions and answers) as part of the induction programme.\u003C\u002Fp>\n\n\u003Cp>• Argos will also provide recruitment time and facilities for recognised\nUsdaw Officials to meet existing employees.\u003C\u002Fp>\n\n\u003Cp>• Divisional Recruitment Campaigns of more than 10 individual stores may\ntake place in Usdaw Divisions. In this event a formal request will be made by\nthe Usdaw Deputy Divisional Officer to the Divisional HR Manager advising of\nstores and dates to be visited.\u003C\u002Fp>\n\n\u003Cp>• From time to time, Usdaw may request that an Usdaw Representative is\nstood down from their normal role, typically for a maximum of 12 weeks, to\nrecruit non-members into Usdaw. Wages for all periods of stand down will be\npaid by the Company and reimbursed monthly by Usdaw (refer to AURR\ndocument).\u003C\u002Fp>\n\n\u003Ch2>6. LEARNING\u003C\u002Fh2>\n\n\u003Cp>6.1 Academy\u002F Academy2\u003C\u002Fp>\n\n\u003Cp>Argos agrees to allow release for nominated Usdaw Representatives to\nparticipate in Usdaw’s Academy or Academy2 for six months.\u003C\u002Fp>\n\n\u003Cp>Usdaw National Officer will formally request release to participate in\neither Academy from the Divisional HR Manager.\u003C\u002Fp>\n\n\u003Cp>Wages for all periods of stand down will be paid by the Company and\nreimbursed monthly by Usdaw (refer to AURR document).\u003C\u002Fp>\n\n\u003Cp>6.2 Usdaw’s Annual Delegate Meeting\u003C\u002Fp>\n\n\u003Cp>The company will support 21 Usdaw Representatives (3 per Usdaw Division) to\nattend the Usdaw Annual Delegate Meeting with pay.\u003C\u002Fp>\n\n\u003Cp>Usdaw’s National Officer will advise the company in writing of the paid\nattendees to the ADM no later than six weeks before the date of the meeting.\u003C\u002Fp>\n\n\u003Cp>Favourable consideration will be given for further Usdaw Representatives to\nattend ADM by taking holidays or unpaid leave.\u003C\u002Fp>\n\n\u003Cp>Release will be granted under the AURR document processes.\u003C\u002Fp>\n\n\u003Cp>6.3 Lifelong Learning\u003C\u002Fp>\n\n\u003Cp>All partners recognise the benefits of lifelong learning and development and\nthat it is essential to the successful future of the organisation and\nindividuals who work there. Therefore, all parties are committed to working in\npartnership to promote and support Lifelong Learning across the Company and\nensure equal access to learning opportunities for all employees.\u003C\u002Fp>\n\n\u003Ch2>7. CONSULTATION\u003C\u002Fh2>\n\n\u003Cp>i. Both partners recognise that regular communication between the Company\nand its colleagues is vital. The Company and the Union are committed to\neffective, ongoing communications and to fully involving colleagues in the\ndecision making process.\u003C\u002Fp>\n\n\u003Cp>ii. Consultative mechanisms have been established to ensure that the views\nof all colleagues are consistently listened to and acted on.\u003C\u002Fp>\n\n\u003Cp>iii. To facilitate this process, there will be a company-wide Joint\nConsultation Committee (hereafter referred to as the JCC). The JCC will discuss\nemployee relations and other matters relevant to employment relations. The JCC\nwill meet twice per year and the minutes will be circulated to all JCC\nrepresentatives and made available to all colleagues.\u003C\u002Fp>\n\n\u003Cp>iv. The JCC will consist of nine representatives who are elected from the\nseven Usdaw Divisions. There will also be two additional representatives, one\nbeing from Northern Ireland and the other being a Customer Fulfilment Assistant\n(Driver). The committee will meet with appropriate levels of management and the\nUnion’s National Officer.\u003C\u002Fp>\n\n\u003Ch2>8. BARGAINING ARRANGEMENTS\u003C\u002Fh2>\n\n\u003Cp>i. Pay awards and other appropriate corporate terms and conditions will be\ndetermined by a National Negotiating Committee (NNC), involving representatives\nfrom the JCC and the Usdaw National Officer. The NNC will meet annually with\nmanagement representatives determined by the Company to discuss the Union’s\npay claim and more frequently if required.\u003C\u002Fp>\n\n\u003Cp>iii. All items for inclusion in the Union's wage claim will be submitted to\nthe Company at least two weeks prior to the review meeting.\u003C\u002Fp>\n\n\u003Cp>iv. The communication of the decisions shall be through an agreed joint\nstatement, issued by the Union and the Company. The joint statement will be\ndistributed to all National Negotiating Committee members, relevant Management\ncolleagues, Union representatives and displayed on colleague notice boards.\u003C\u002Fp>\n\n\u003Cp>v. The joint statement, giving details of the proposed settlement, will be\nput to the Union members and voted on in a secret ballot, conducted by the\nUnion.\u003C\u002Fp>\n\n\u003Ch2>9. FAILURE TO AGREE\u003C\u002Fh2>\n\n\u003Cp>i.The partners recognise that differences between them will arise and are\ncommitted to resolving these differences.\u003C\u002Fp>\n\n\u003Cp>ii.The following procedure is designed to enable such differences to be\nresolved in a spirit of partnership, mutual trust and openness.\u003C\u002Fp>\n\n\u003Cp>iii.The partners agree that they will work to avoid any breakdown in their\ndiscussions and the taking of unilateral action.\u003C\u002Fp>\n\n\u003Cp>Stage One\u003C\u002Fp>\n\n\u003Cp>Any matters in dispute will be discussed between officials of the union and\nthe appropriate\u003C\u002Fp>\n\n\u003Cp>levels of management and a resolution attempted.\u003C\u002Fp>\n\n\u003Cp>Stage Two\u003C\u002Fp>\n\n\u003Cp>If the matter has not been resolved at Stage One, it may be discussed\nbetween the appropriate Company Senior Management and the Union's National\nOfficer.\u003C\u002Fp>\n\n\u003Cp>In the event of a failure to agree the Union will not take action until this\nprocess has been followed and exhausted. The status quo will be maintained\nduring the process.\u003C\u002Fp>\n\n\u003Ch2>10. GRIEVANCE PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>i. Individual Grievances\u003C\u002Fp>\n\n\u003Cp>It is the Company’s policy to deal openly and fairly with any grievance or\ncomplaint raised by a colleague. All grievances are dealt with as quickly as\npossible and in line with the procedures detailed in the Retail Employee\nHandbook.\u003C\u002Fp>\n\n\u003Cp>At every formal stage of the grievance procedure, the colleague has the\nright to be accompanied by a work colleague or Usdaw representative.\u003C\u002Fp>\n\n\u003Cp>ii. Collective Grievances\u003C\u002Fp>\n\n\u003Cp>A collective grievance will be an issue that is raised formally by more than\none colleague within a store. In the first instance this should be raised\ninformally by one of the colleagues affected on behalf of the group.\u003C\u002Fp>\n\n\u003Cp>Stage 1 - Store Manager\u003C\u002Fp>\n\n\u003Cp>(a) Where more than one colleague has an issue within a store this should be\nraised informally with the store Manager so they can jointly try and resolve\nthe issue.\u003C\u002Fp>\n\n\u003Cp>(b) If the Store Manager is unable to resolve the problem informally within\n3 working days the Store Union Representative and the Store Manager will meet\nto discuss the issue.\u003C\u002Fp>\n\n\u003Cp>(c) If the issue is still not resolved then the collective grievance will be\nescalated to Stage 2 and referred to the Regional Manager.\u003C\u002Fp>\n\n\u003Cp>Stage 2 - Regional Manager\u003C\u002Fp>\n\n\u003Cp>(a) Stage 2 will deal with issues that have not been resolved at Stage 1 and\nthe issue must be submitted formally in writing.\u003C\u002Fp>\n\n\u003Cp>(b) The Regional Manager is responsible for arranging a meeting within 5\nworking days with all parties concerned. The Union’s Area Organiser will\nsupport this meeting where appropriate. If a meeting cannot be arranged within\n5 days due to diary commitments agreement must be reached by all parties to\ndelay the meeting.\u003C\u002Fp>\n\n\u003Cp>(c) If the issue is still not resolve then the collective grievance will be\nescalated to Stage 3 and referred to the Divisional Manager.\u003C\u002Fp>\n\n\u003Cp>Stage 3 - Divisional Manager\u003C\u002Fp>\n\n\u003Cp>(a) If the matter is not resolved at Stage 2 then it will be escalated to\nStage 3 and will be dealt with by the Divisional Manager and the Union’s\nNational Officer will then become involved.\u003C\u002Fp>\n\n\u003Cp>(b) A meeting should be arranged within 10 working days of the referral,\nsubject to diary commitments and any delay should be agreed by all parties.\u003C\u002Fp>\n\n\u003Cp>Status Quo\u003C\u002Fp>\n\n\u003Cp>The company agree not to implement any alterations to terms and conditions\nof\u003C\u002Fp>\n\n\u003Cp>employment until agreement has been reached or the negotiation process\nexhausted.\u003C\u002Fp>\n\n\u003Cp>This applies to all stages of the collective grievance procedure.\u003C\u002Fp>\n\n\u003Ch2>11. DISCIPLINARY PROCEDURE\u003C\u002Fh2>\n\n\u003Cp>The Company policy is designed to ensure fairness and consistency in the\ntreatment of colleagues who become liable to disciplinary action as a result of\nany breach of their Contract of Employment or any failure to meet the standards\nrequired by the Company. It is not just a means of imposing sanctions on\ncolleagues for such failures but also a means of encouraging improvements in\nindividual conduct.\u003C\u002Fp>\n\n\u003Cp>All disciplinary matters are dealt with as quickly as possible and in line\nwith the procedures detailed in the Retail Employee Handbook.\u003C\u002Fp>\n\n\u003Cp>At every stage of the formal disciplinary procedure, the colleague has the\nright to be accompanied by a work colleague or Usdaw representative.\u003C\u002Fp>\n\n\u003Ch2>12. EQUAL OPPORTUNITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>Both the Company and the Union are committed to the development of positive\npolicies to promote equal opportunities in employment, regardless of\ncolleagues’ age, gender, marital status, race, ethnic origin, religion,\ncreed, sexual orientation or disability.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cp>The Company undertakes to draw opportunities for training and promotion to\nthe attention of all colleagues, and to inform all colleagues of this\nAgreement. The Union pledges its full support for this activity.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>Both the Company and the Union agree that they will review from time to time\nthrough their joint machinery, the operation of this equal opportunity policy\nand incorporate any agreed amendments.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>If any colleague considers that they are suffering from unequal treatment on\nthe grounds of age, gender, marital status, race, ethnic origin, religion,\ncreed, physical or mental disability or sexual orientation, they may make a\ncomplaint, which will be dealt with through the agreed grievance procedure.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>12. HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cdiv class=\"cbaClause focus highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Both the Company and the Union recognise the necessity for having an\neffective and comprehensive health and safety policy and will follow the\nprocedures laid down in the Health and Safety at Work Act.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>13. SECURITY OF EMPLOYMENT\u003C\u002Fh2>\n\n\u003Cp>The Usdaw National Officer will be given notification of any store closures\nor proposed redundancies as soon as is reasonably practicable.\u003C\u002Fp>\n\n\u003Cp>Full details of the policy are contained in the Redundancy Agreement.\u003C\u002Fp>\n\n\u003Cp>SIGNATORIES TO THE AGREEMENT\u003C\u002Fp>\n\n\u003Cp>All those who have signed below signify their acceptance of this agreement\nbetween Argos Limited and Usdaw.\u003C\u002Fp>\n\n\u003Cp>This agreement is not intended to be contractual.\u003C\u002Fp>\n\n\u003Cp>This Agreement becomes effective between the parties from the date of\nsignature and will be reviewed on an annual basis. If either partner wishes to\nterminate the agreement, they must give six months’ notice in writing, to the\nHead Office of the Company or Union as appropriate.\u003C\u002Fp>\n\n\u003Cp>- Signed on behalf of ARGOS Limited\u003C\u002Fp>\n\n\u003Cp>Nigel Turner \u003C\u002Fp>\n\n\u003Cp>HR Director\u003C\u002Fp>\n\n\u003Cp>- Signed on behalf of the Union of Shop, Distributive And Allied Workers\u003C\u002Fp>\n\n\u003Cp>David Gill\u003C\u002Fp>\n\n\u003Cp>Usdaw National Officer\u003C\u002Fp>\n\n\u003Cp>Date: 15 - 12 - 2015\u003C\u002Fp>\n\n\u003Cp>*********************\u003C\u002Fp>\n\n\u003Cp>APPENDIX 1\u003C\u002Fp>\n\n\u003Cp>Argos\u002FUsdaw Representative Release Document\u003C\u002Fp>\n\n\u003Cp>(AURR Document)\u003C\u002Fp>\n\n\u003Cp>Attending a JCC\u002FNNC Meeting\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Retail HR PA\u003C\u002Ftd>\n      \u003Ctd>•Contact the colleague and inform them of the date of the JCC or\n        NNC meeting. Send letter\u002Femail, copied to the Store Manager, Area\n        Manager and HRBP.\n\n        \u003Cp>•Book the colleague’s travel and accommodation.\u003C\u002Fp>\n\n        \u003Cp>•Confirm colleague attendance.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Colleague\u003C\u002Ftd>\n      \u003Ctd>•Inform Retail HR PA if they are going to attend the JCC or NNC\n        meeting.\n\n        \u003Cp>•Inform Retail HR PA of their need for travel or accommodation.\u003C\u002Fp>\n\n        \u003Cp>•Check their Store Manager is aware that they have been invited to\n        the JCC or NNC meeting.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Store Manager\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>•Ensure the colleague is released to attend the JCC or NNC meeting\n        - they do not need to attend work on the day of travel if they are\n        staying overnight.\n\n        \u003Cp>•Pay the colleague for full days when they are attending JCC or\n        NNC meetings.\u003C\u002Fp>\n\n        \u003Cp>•Pay the colleague for any out of pocket expenses (in line with\n        policy) through petty cash.\u003C\u002Fp>\n\n        \u003Cp>•Complete wage transfer form on the intranet for hours to be\n        costed out of store and inform Store Finance of any out of pocket\n        expenses to be costed out.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Store Finance\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>•Ensure the correct number of hours are costed out of the store.\n\n        \u003Cp>•Cost out any petty cash expenses as informed by the Store\n        Manager.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Usdaw Secondment Agreed\u003C\u002Fp>\n\n\u003Cp>(Stand down Representative or Academy)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Usdaw\u003C\u002Ftd>\n      \u003Ctd>•National Officer to discuss proposed secondment with relevant HRM\n        in first instance (see below).\n\n        \u003Cp>•Once agreed, Area Organiser to liaise with Store Manager to\n        confirm arrangements for colleague on secondment and the period of time\n        they will be required.\u003C\u002Fp>\n\n        \u003Cp>•Pay Argos the cost of the colleague being on secondment as per\n        agreement.\u003C\u002Fp>\n\n        \u003Cp>•Pay the colleague any out of pocket travel expenses.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>HRM\u002FHRBP\u003C\u002Ftd>\n      \u003Ctd>•HRM discuss proposed secondment with relevant HRBP.\n\n        \u003Cp>•HRBP to discuss with the Store Manager the proposed secondment,\n        duration and agree\u002Fdefer\u002Fdecline.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Store Manager\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>•Pay the colleague in store for the hours they are working whilst\n        with Usdaw.\n\n        \u003Cp>•Record the hours and keep a track of the overall costs.\u003C\u002Fp>\n\n        \u003Cp>•Inform Store Finance monthly of the cost to be charged out to\n        Usdaw.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Store Finance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>•Raise a monthly invoice to submit to Usdaw to recover the costs\n        the store has incurred.\n\n        \u003Cp>•Once payment is received from Usdaw ensure the costs are removed\n        from the store. Usdaw will pay all invoices within 7 days of\n        receipt.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Attend an Usdaw Training Course\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Usdaw\u003C\u002Ftd>\n      \u003Ctd>•Contact the colleague to discuss the date of the proposed training\n        course (if possible six weeks prior).\n\n        \u003Cp>•Contact Store Manager and agree the need for the Union\n        Representative to attend the course.\u003C\u002Fp>\n\n        \u003Cp>•Book and pay for the colleague’s travel and accommodation.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>HRM\u002FHRBP\u003C\u002Ftd>\n      \u003Ctd>•Confirm attendance to Usdaw.\n\n        \u003Cp>•Inform Usdaw of their preferred method of travel and whether or\n        not overnight accommodation is required.\u003C\u002Fp>\n\n        \u003Cp>•Confirm with their Store Manager that they are aware of the\n        training and dates\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Store Manager\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>•Ensure the colleague is released to attend the training course.\n\n        \u003Cp>•Pay the colleague for full days when they attend the course.\u003C\u002Fp>\n\n        \u003Cp>•Complete wage transfer form on the intranet for hours to be\n        costed out of store and inform Store Finance of any out of pocket\n        expenses to be costed out.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Store Finance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>• Ensure the correct number of hours are costed out of the\n      store.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Attend Usdaw Annual Delegate Meeting (ADM)\u003C\u002Fp>\n\n\u003Cp>3 Colleagues per Usdaw Division (21 in total with paid release)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Usdaw\u003C\u002Ftd>\n      \u003Ctd>•Contact the colleague and inform them of the date of the ADM.\n\n        \u003Cp>•Contact Store Manager and HRBP and inform them of the need for\n        the union representative(s) to attend the ADM.\u003C\u002Fp>\n\n        \u003Cp>•Book and pay for the colleagues travel and accommodation.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>HRM\u002FHRBP\u003C\u002Ftd>\n      \u003Ctd>•Confirm their attendance to Usdaw.\n\n        \u003Cp>•Inform Usdaw of their method of travel and if they need overnight\n        accommodation.\u003C\u002Fp>\n\n        \u003Cp>•Check their Store Manager is aware that they have been invited to\n        the ADM and the date.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Store Manager\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>•Ensure the colleague is released to attend the ADM.\n\n        \u003Cp>•Pay the colleague for full days when they are attending.\u003C\u002Fp>\n\n        \u003Cp>•Complete wage transfer form on the intranet for hours to be\n        costed out of store and inform Store Finance of any out of pocket\n        expenses to be costed out\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Store Finance\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Ensure the correct number of hours are costed out of the store.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*************************\u003C\u002Fp>\n\n\u003Cp>APPENDIX 2\u003C\u002Fp>\n\n\u003Cp>USDAW Recharges - Stores Process\u003C\u002Fp>\n\n\u003Cp>Attending a JCC\u002FNNC meeting, an USDAW Training Course or an Annual Delegate\nMeeting\u003C\u002Fp>\n\n\u003Cp>•For payroll costs relating to employee attendance at the above, please\ncomplete a Salary and Wage transfer form. This can be found on the intranet,\nunder Stores>Operations>Stores Finance>Salary and Wages Transfer\nForm\u003C\u002Fp>\n\n\u003Cp>•For travel costs relating to employee attendance at the above, please\ncomplete an Other Costs transfer form. This can be found on the intranet, under\nStores >Operations>Stores Finance> Petty Cash \u002F Other Costs\nTransfers\u003C\u002Fp>\n\n\u003Cp>Please ensure the reason for transfer contains the word \"USDAW\".\u003C\u002Fp>\n\n\u003Cp>Both payroll and travel costs should be charged to cost centre 1099.\u003C\u002Fp>\n\n\u003Cp>USDAW Secondment\u003C\u002Fp>\n\n\u003Cp>• For payroll costs relating to employee secondment to USDAW, please\ncomplete an USDAW Secondment form. This can be found on the intranet, under\nStores > Operations>Stores Finance>USDAW Secondment Re-charge Form\u003C\u002Fp>\n\n\u003Cp>USDAW will pay the colleague any out of pocket expenses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"sexualhar":44,"healthandsafetypolicy":48,"discrimination":52,"eqtraining":56,"violence":60,"code_application":62,"eqpromotion":64,"trainingprogrammes":68},{"bindId":45,"name":46,"text":47},"sexualhar","Both the Company and the Union are commi","Both the Company and the Union are committed to the development of positive\npolicies to promote equal opportunities in employment, regardless of\ncolleagues’ age, gender, marital status, race, ethnic origin, religion,\ncreed, sexual orientation or disability.",{"bindId":49,"name":50,"text":51},"healthandsafetypolicy","Both the Company and the Union recognise","Both the Company and the Union recognise the necessity for having an\neffective and comprehensive health and safety policy and will follow the\nprocedures laid down in the Health and Safety at Work Act.",{"bindId":53,"name":54,"text":55},"discrimination","If any colleague considers that they are","If any colleague considers that they are suffering from unequal treatment on\nthe grounds of age, gender, marital status, race, ethnic origin, religion,\ncreed, physical or mental disability or sexual orientation, they may make a\ncomplaint, which will be dealt with through the agreed grievance procedure.",{"bindId":57,"name":58,"text":59},"eqtraining","The Company undertakes to draw opportuni","The Company undertakes to draw opportunities for training and promotion to\nthe attention of all colleagues, and to inform all colleagues of this\nAgreement. The Union pledges its full support for this activity.\n\nBoth the Company and the Union agree that they will review from time to time\nthrough their joint machinery, the operation of this equal opportunity policy\nand incorporate any agreed amendments.",{"bindId":61,"name":54,"text":55},"violence",{"bindId":63,"name":50,"text":51},"code_application",{"bindId":65,"name":66,"text":67},"eqpromotion","Both the Company and the Union agree tha","Both the Company and the Union agree that they will review from time to time\nthrough their joint machinery, the operation of this equal opportunity policy\nand incorporate any agreed amendments.",{"bindId":69,"name":70,"text":71},"trainingprogrammes","vii. The Company and the Union recognise","vii. The Company and the Union recognise that it is in the interests of\ntheir partnership for Union representatives to receive relevant training. The\nCompany agrees to provide union representatives with reasonable time off work\nwithout loss of earnings to attend approved Usdaw training in accordance with\nthe provisions set out in the ACAS code of practice “Time off for Trade Union\nDuties and Activities”. The Union undertakes to give the Company reasonable\nnotice of all requests for training leave as covered in the Argos\u002FUsdaw\nRepresentative Release document (AURR document - appendix I of the\nagreement).","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GBR Argos - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-12-15\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratified by: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratified on: → 2015-12-15\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Retail trade\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Department stores and supermarkets, Retail sale of clothing in specialised stores, Retail sale of electrical household appliances in specialised stores\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the private sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Argos\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        USDAW - Union of Shop, Distributive and Allied Workers\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \n\n\n        \n\n        \n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → No\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Yes\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Yes\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Yes\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → No\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → No\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \n        \n\n        \n\n        \n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[77],{"title":37,"slug":33},[79],{"type":80,"data":81},"call_to_action_body_block",{"title":82,"description":83,"variant":84,"link":85},"Compare Collective Agreements","Compare the articles of the Collective Agreements from the UK across sectors, topics and countries","dark",{"title":82,"url":86,"description":82,"rel":87,"type":88},"\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[90],{"type":80,"data":91},{"title":82,"description":83,"variant":84,"link":92},{"title":82,"url":86,"description":82,"rel":87,"type":88},[]]