[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fmorrisons-retail-usdaw-and-sata---2013":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":78,"content_type_view":79,"extra_breadcrumbs":80,"body":82,"body_blocks":93,"related_pages":97},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":76,"translations":77},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"morrisons-retail-usdaw-and-sata---2013","cd3d2810-0f3d-11e7-9aae-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Funited-kingdom\u002Fmorrisons-retail-usdaw-and-sata---2013\u002Fmorrisons-retail-usdaw-and-sata---2013\u002F","Morrisons Retail Usdaw and Sata - 2013","GBR WM Morrison Supermarkets Plc - 2013","United Kingdom - GBR WM Morrison Supermarkets Plc - 2013","GBR WM Morrison Supermarkets Plc - 2013 - Retail trade",{"name":41,"data":42},"Morrisons Retail Usdaw and Sata 2013.html","\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>National Partnership Agreement Between WM Morrison Supermarkets Plc And\nUnion of Shop, Distributive And Allied Workers (USDAW) And The Supervisory\nAdministrative And Technical Association (SATA) - 2013 \u003C\u002Fh1>\n\n\u003Cp>10 June 2013\u003C\u002Fp>\n\n\u003Ch2>1. Introduction\u003C\u002Fh2>\n\n\u003Cp>The purpose of this Agreement is to establish a framework within which\nconstructive employment relationships can be developed and maintained in\npartnership. Throughout the Company, people are central to our future\nprofitability. Success will depend on the positive atmosphere we create and the\nexcellent service we provide to our customers.\u003C\u002Fp>\n\n\u003Cp>The main body of this Agreement sets out the common principles which will\napply across Wm Morrison Supermarkets Plc, irrespective of Business Area. The\nsupporting appendices provide further details applicable to each Business Area\nas these differ.\u003C\u002Fp>\n\n\u003Cp>In a highly competitive industry, the Company must continue to provide\nconsistently good value and outstanding customer service. Creating an\nenvironment where our Colleagues will support us in achieving these goals is\nessential.\u003C\u002Fp>\n\n\u003Cp>Colleagues’ commitment to flexibility and adaptable working practices,\nmaking full use of their skills, training and expertise is a vital element in\nsecuring improved business performance, employment security and to delivering\nthe right results for our customers and our shareholders. By working together\nwe can balance the needs of the business and the needs and interests of\nColleagues, both individually and collectively.\u003C\u002Fp>\n\n\u003Cp>The Parties to this Agreement recognise that the Union has a valuable and\neffective role to play in the employment relationship which can add value to\nthe decision making process. This Agreement embodies the principle of the way\nwe will work together. The Parties will ensure the terms and principles of this\nAgreement are continually respected and implemented.\u003C\u002Fp>\n\n\u003Cp>Any previous National Partnership Agreements are superseded by this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>Parties to this Agreement only continue to be so for as long as they are\nrecognised by the Company.\u003C\u002Fp>\n\n\u003Cp>For the purposes of this Agreement, the following definitions apply:\u003C\u002Fp>\n\n\u003Cp>• “Agreement” means this agreement and any appendices to it.\u003C\u002Fp>\n\n\u003Cp>• “Colleague” means a person who is directly employed by the Company\nand is within scope of this Agreement.\u003C\u002Fp>\n\n\u003Cp>• “Company” means Wm Morrison Supermarkets PLC.\u003C\u002Fp>\n\n\u003Cp>• “Business Area” means the specific businesses within Wm Morrison\nSupermarkets PLC as detailed in the appendices, for example, Retail,\nManufacturing and Logistics.\u003C\u002Fp>\n\n\u003Cp>• “Final Offer Arbitration” means a dispute resolution method where\nthe arbitrator must select the position of one of the Parties instead of\nproposing a compromise.\u003C\u002Fp>\n\n\u003Cp>• “National Negotiation Meeting” means the meeting through which all\nnegotiations between the Parties to this Agreement take place relating to pay\nand conditions of employment.\u003C\u002Fp>\n\n\u003Cp>• “National Partnership Agreements” mean the National Partnership\nAgreement between the Company and USDAW dated 5 February 2007 and the National\nAgreement between the Company, USDAW and SATA dated August 2001.\u003C\u002Fp>\n\n\u003Cp>• “Parties” means the Company and the Union.\u003C\u002Fp>\n\n\u003Cp>• “Union” means the Union of Shop, Distributive and Allied Workers\n(USDAW) and the Supervisory Administrative and Technical Association (SATA).\u003C\u002Fp>\n\n\u003Cp>• “Union Representative” means a Colleague representative who has been\nelected in accordance with the agreed procedure as outlined in this\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>2. Recognition & Scope\u003C\u002Fh2>\n\n\u003Cp>This Agreement provides for the sole recognition of USDAW and SATA for the\npurposes of representing Colleagues in respect of:\u003C\u002Fp>\n\n\u003Cp>• Recruitment and organisation\u003C\u002Fp>\n\n\u003Cp>• Grievance and disciplinary matters\u003C\u002Fp>\n\n\u003Cp>• Consultation\u003C\u002Fp>\n\n\u003Cp>• Collective bargaining\u003C\u002Fp>\n\n\u003Cp>The Scope of the Agreement in relation to each Business Area is specified in\nthe relevant appendix.\u003C\u002Fp>\n\n\u003Ch2>3. Exceptions to Recognition & Scope\u003C\u002Fh2>\n\n\u003Cp>The Company and the Union agree that, in certain acquired establishments,\ndespite recognition commencing from the date of acquisition, access to the\nstore\u002Fsite will be agreed on individual basis following the date of\nacquisition. This will be notified to the Union at national level and the\nCompany and the Union shall agree a new date for access to the Store\u002FSite.\u003C\u002Fp>\n\n\u003Ch2>4. General Principles\u003C\u002Fh2>\n\n\u003Cp>a) The Company, USDAW and SATA 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>b) The Parties to this Agreement recognise the success of the Company is\nparamount to the well being of Colleagues and is the basis on which\nimprovements in pay and conditions and continued employment security can be\nachieved.\u003C\u002Fp>\n\n\u003Cp>c) The Parties agree that good relations between them are essential to the\nsuccess of the Company and that this is best achieved through mutual respect,\nopenness and trust. Regular communications between the Parties are a key\ncomponent. Good relations will ensure the highest levels of productivity and\nquality of service thereby benefiting Colleagues, shareholders and customers\nalike.\u003C\u002Fp>\n\n\u003Cp>d) The Parties recognise that to achieve continued commercial success change\nis inevitable and desirable. The Parties will work together to manage the\nimpact of change in contracts and working practices in a responsible and\nconstructive manner.\u003C\u002Fp>\n\n\u003Cp>e) The Parties recognise each other’s legitimate and separate functions.\nThe Union understands and recognises the Company’s right and responsibility\nto manage the business and the Company understands and recognises the Union’s\nright to represent the views and interests of its members.\u003C\u002Fp>\n\n\u003Cp>f) In order to assist the Union to be representative of all Colleagues in\nscope, the Company agrees to bring to the attention of all new Colleagues the\ndetails of membership of the Union. It is the free choice of Colleagues whether\nor not to join a union. The Company encourages all employees who wish to become\nmembers of a trade union to join USDAW.\u003C\u002Fp>\n\n\u003Ch2>5. Union Recruitment\u003C\u002Fh2>\n\n\u003Cp>The Company will provide facilities for the appropriate paid official\u002FUnion\nRepresentative to meet new Colleagues during their induction period, to outline\nthe value and benefits of union membership.\u003C\u002Fp>\n\n\u003Cp>Reasonable notice of inductions will be provided to Union Representatives\nwho will be allowed up to 30 minutes to make an appropriate presentation,\nincluding the union DVD, as part of the induction programme. Working together,\nManagement and Representatives will discuss the agenda so that attendance is\npossible.\u003C\u002Fp>\n\n\u003Cp>The Company will also provide recruitment facilities for Union\nRepresentatives to meet existing Colleagues during their tea or lunch breaks.\nThese facilities will be agreed in advance with the store\u002Fsite General\nManager.\u003C\u002Fp>\n\n\u003Cp>The Company will, where authorised by Colleagues within scope, deduct union\nsubscriptions direct from pay and forward these to the Union on an agreed\nregular basis. The deduction will be such amounts as are agreed under USDAW or\nSATA rules and on presentation of a union deduction form signed by the\nColleague. The Company will not be responsible for the deduction of arrears or\nrepayment of overpayments. Should a Colleague withdraw from membership of USDAW\nor SATA, then they must make a written request to the Company to stop their\nsubscription. If a Colleague moves into a role out of scope of this agreement\n(including to a role in scope of SATA from a role in scope of USDAW or vice\nversa), their union deductions will stop automatically and the Colleague must\nmanage the change in subscriptions.\u003C\u002Fp>\n\n\u003Ch2>6. Visiting Morrisons Locations\u003C\u002Fh2>\n\n\u003Cp>The Parties recognise that the Union’s paid officials must respect the\nfollowing procedure when visiting stores\u002Fsites:\u003C\u002Fp>\n\n\u003Cp>• Telephone the store\u002Fsite General Manager or, in their absence, the\nPersonnel\u002FHR Manager preferably 7 days in advance, to agree a date and time and\nto outline the purpose of their visit. NB: In exceptional circumstances, less\nnotice can be given by agreement.\u003C\u002Fp>\n\n\u003Cp>• Follow normal visitor procedure.\u003C\u002Fp>\n\n\u003Cp>• Report to the Store\u002FSite General Manager on arrival.\u003C\u002Fp>\n\n\u003Cp>• Visits can be made at any time throughout the 7 day operation. Security\naccess needs to be confirmed in advance with the store\u002Fsite General Manager for\nvisits outside of normal trading\u002Foperating hours.\u003C\u002Fp>\n\n\u003Cp>Visits must not be made for recruitment purposes during busy trading\nperiods, i.e. Christmas, Easter, Bank Holidays.\u003C\u002Fp>\n\n\u003Ch2>7. Representation\u003C\u002Fh2>\n\n\u003Cp>Colleagues who are members of USDAW or SATA may be elected as workplace\nUnion Representatives to represent members in accordance with the terms of this\nAgreement. These Union Representatives will also take responsibility for Health\n& Safety.\u003C\u002Fp>\n\n\u003Cp>The agreed numbers of Union Representatives within each Business Area are\ncontained within the relevant appendices.\u003C\u002Fp>\n\n\u003Cp>The Union will strive to provide representation for union members across the\nwhole store\u002Fsite operation and every effort will be made to ensure that the\nCompany does not incur extra costs or suffer any undue disruption in the\nprocess.\u003C\u002Fp>\n\n\u003Cp>Appointment and position of Representatives\u003C\u002Fp>\n\n\u003Cp>Since it is clearly in the interests of both the Company and the Union that\npeople of the highest possible ability fill the position of Union\nRepresentative, the following standards are agreed:\u003C\u002Fp>\n\n\u003Cp>a) Candidates for election should be a member of USDAW or SATA, be within\nscope of this Agreement, have no less than one year’s continuous service with\nthe Company (or demonstrable previous experience) and must be employed on a\nMorrison’s standard contract.\u003C\u002Fp>\n\n\u003Cp>In new establishments, the candidate must be within scope of the Agreement\nand be a member of USDAW or SATA.\u003C\u002Fp>\n\n\u003Cp>b) Candidates for election must not be subject to a live formal disciplinary\nwarning (verbal or above) whether or not that warning is the subject to an\nappeal at the time candidacy is submitted.\u003C\u002Fp>\n\n\u003Cp>c) Union Representatives must be selected based on their availability to\neffectively cover the full spectrum of business operational hours. If a Union\nRepresentative is part time, the hours worked must complement the working\npattern of the other Union Representatives at that location.\u003C\u002Fp>\n\n\u003Cp>d)The store\u002Fsite General Manager and Area Organiser should discuss any Union\nRepresentative vacancies and the process by which these will be filled.\u003C\u002Fp>\n\n\u003Cp>e) All Representatives must be mutually acceptable to the Union and the\nCompany. The Company will not unreasonably object to a choice of Union\nRepresentative. In the event that the Company objects to a specific nomination,\na meeting will be held to resolve the matter. In the interim, the person\nnominated by the Union will not take up the post. In the event that agreement\ncannot be reached, and only after full discussion carried out with good will on\nboth sides, the Union will put forward an alternative nomination.\u003C\u002Fp>\n\n\u003Cp>f) Elections must take place in accordance with the Union rules.\u003C\u002Fp>\n\n\u003Cp>Appointment as a Union Representative will immediately and without further\nnotice cease as soon as a Colleague:\u003C\u002Fp>\n\n\u003Cp>a) Ceases to be a member of USDAW or SATA;\u003C\u002Fp>\n\n\u003Cp>b) Leaves the scope of this Agreement;\u003C\u002Fp>\n\n\u003Cp>c) Provides the Company (or any of its subsidiaries) with notice to\nterminate his\u002Fher employment;\u003C\u002Fp>\n\n\u003Cp>d) Is issued with notice from the Company (or any of its subsidiaries) to\nterminate his\u002Fher employment;\u003C\u002Fp>\n\n\u003Cp>e) Is derecognised from their Union Representative role by USDAW or SATA;\u003C\u002Fp>\n\n\u003Cp>f)Becomes ineligible for the position (i.e. no longer meets the Union\nRepresentative criteria as set out above).\u003C\u002Fp>\n\n\u003Cp>In the event that the conduct of a Union Representative, either in the\ncontext of his\u002Fher personal work performance or conduct or in the discharge of\nduties under the terms of this Agreement, shall be unacceptable (including\nbeing in receipt of a verbal warning or above pursuant to the disciplinary\nprocedure), the Company may object to the continued appointment of the Union\nRepresentative and the Parties shall follow the same process as is referred to\nin respect of the appointment of Union Representatives.\u003C\u002Fp>\n\n\u003Cp>Where appropriate, the Union shall organise for alternative nominations to\nbe made and a ballot (if necessary) to take place to replace the Union\nRepresentative in respect of whom the Company has raised an objection. During\nthe period between the Company raising the objection and resolution of the\nmatter, the Union shall arrange for an alternative existing Union\nRepresentative to discharge their relevant duties under this Agreement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Union Representative Core Training\u003C\u002Fp>\n\n\u003Cp>The Parties recognise that it is in the interests of all concerned to ensure\nUnion Representatives receive the very best training and development to enable\nthem to carry out their duties in a responsible and effective way. The Company\nagrees to provide Union Representatives with paid time off to attend approved\nunion training courses as follows:\u003C\u002Fp>\n\n\u003Cp>• Introductory 3 day Union Representatives training course\u003C\u002Fp>\n\n\u003Cp>• Introductory 3 day Health & Safety Representative training\ncourse.\u003C\u002Fp>\n\n\u003Cp>• 5 day training course Advanced Shop Steward course.\u003C\u002Fp>\n\n\u003Cp>It is agreed that the above training courses should ideally be completed\nwithin 12 months of appointment, with the initial introductory course taking\nplace as soon after the appointment as possible.\u003C\u002Fp>\n\n\u003Cp>The Union will request attendance of the course to the store\u002Fsite General\nManager. Unless there are extenuating circumstances, where a shorter notice\nperiod may be agreed, the request must be put in writing and provide at least\ntwo weeks’ notice of the forthcoming course(s). The Union will also meet\nreasonable travelling costs to enable the Union Representatives to attend such\ntraining.\u003C\u002Fp>\n\n\u003Cp>Due to the nature of the business, such training cannot take place during\nDecember and in the week prior to and including Easter. Should the Company be\nunable to release a Union Representative for operational reasons, every effort\nwill be made to accommodate them on the next available course.\u003C\u002Fp>\n\n\u003Cp>Union Representative Ad-Hoc Training\u003C\u002Fp>\n\n\u003Cp>From time to time, USDAW offer a variety of training courses to improve the\nbroader skills and knowledge of Union Representatives. Release for attendance\non such courses must be requested, with at least two weeks notice to the\nCompany (unless there are extenuating circumstances where a shorter notice\nperiod may be agreed) at a local level to local management and will be\nconsidered on an individual basis. This may include Summer Schools, TUC\nCourses, Branch Officers training, USDAW Academy programme and annual and\nregional ‘Get Togethers.’\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Time off Work for Union Duties\u003C\u002Fp>\n\n\u003Cp>Union Representatives will be permitted reasonable time off without loss of\nearnings to carry out their duties and responsibilities under this Agreement.\nUnion Representatives must obtain permission from their store\u002Fsite\nGeneral\u002FPersonnel\u002FHR Manager for authorisation. Permission must be obtained as\nfar as possible in advance and the reasons and likely length of absence must be\nexplained.\u003C\u002Fp>\n\n\u003Cp>Should the Company request that such time off is postponed for operational\nreasons; the Parties will endeavour to agree a suitable alternative. All\nParties will act reasonably on the question of postponement.\u003C\u002Fp>\n\n\u003Cp>The Union Representative must, at all times, carry out their duties\nefficiently and with due regard to the cost involved. Activities not concerned\nwith the Company’s business will not qualify for time off or payment.\u003C\u002Fp>\n\n\u003Cp>Annual Delegates Meeting\u003C\u002Fp>\n\n\u003Cp>In February each year the National Officer will request release for selected\nUnion Representatives to attend the USDAW Annual Delegates Meeting in April\u002FMay\nfrom Employee Relations at Hilmore House who will confirm arrangements for that\nyear. The Company will confirm in good time those for whom release can be\naccommodated.\u003C\u002Fp>\n\n\u003Cp>The Company will enable paid leave for up to 4 Union Representatives per\nUSDAW division to attend. Any further requests for members may be authorised on\nan unpaid leave basis. Any release will however be based on operational\nrequirements.\u003C\u002Fp>\n\n\u003Cp>Stand Down Representatives\u003C\u002Fp>\n\n\u003Cp>The USDAW division may request selected Union Representatives from either\nUSDAW or SATA to stand down from their normal duties to assist with a Union\nrecruitment drive or a Union specific project. The Company will consider such\nrequests on an individual basis taking into account the impact on the business\nand benefit to the Company, the Colleague and USDAW. In these circumstances\nUnion Representatives will continue to be paid by the Company and their wages\n(including employers NI and pension costs) will be reimbursed by the Union.\nPeriods of stand down will ordinarily constitute 12 weeks per calendar year for\none Union Representative in each division.\u003C\u002Fp>\n\n\u003Cp>Subject to local agreement the 12 week stand down period may be taken as\nshorter periods of time by different Union Representatives providing that the\ntotal amount of release does not exceed 12 weeks in total in each division.\u003C\u002Fp>\n\n\u003Cp>Facilities for Union Representatives\u003C\u002Fp>\n\n\u003Cp>The following facilities are to be made available to Union Representatives\nfor the purpose of carrying out their responsibilities under this Agreement:\u003C\u002Fp>\n\n\u003Cp>• Notice Boards\u003C\u002Fp>\n\n\u003Cp>A section of the notice board may be designated by the Company for use by\nthe Union Representative. Any articles, posters, etc to be displayed must be\napproved in advance by the store\u002Fsite General\u002FPersonnel\u002FHR Manager.\u003C\u002Fp>\n\n\u003Cp>• Filing\u003C\u002Fp>\n\n\u003Cp>The store\u002Fsite Personnel\u002FHR Manager will provide some storage\u002Ffiling\nfacility. The Union Representative will not, however, have the automatic right\nof entry or use of an office and permission must be sought from the store\u002Fsite\nGeneral\u002FPersonnel\u002FHR Manager on each occasion access is required.\u003C\u002Fp>\n\n\u003Cp>• Use of Telephone\u003C\u002Fp>\n\n\u003Cp>The Union Representative will be allowed to have access to a telephone on\nthe premises. This telephone will be as designated by the store\u002Fsite\nGeneral\u002FPersonnel\u002FHR Manager, though normally it will be the Personnel\u002FHR\nManager. All calls must be placed through the administration office. The Union\nRepresentative will be allowed to make and receive calls that are applicable to\ntheir role as Union Representative.\u003C\u002Fp>\n\n\u003Cp>Prior to making any calls, a Union Representative must seek the approval of\nthe store\u002Fsite General\u002FPersonnel\u002FHR Manager. The Company and its Colleagues\nneed to be extremely cost conscious, therefore, telephone usage must be as\ninfrequent as possible and calls kept to a minimum duration.\u003C\u002Fp>\n\n\u003Cp>Meetings with Members\u003C\u002Fp>\n\n\u003Cp>Meetings during working hours must not take place unless authorised by the\nstore\u002Fsite General Manager who will decide on the most appropriate time and\nvenue to suit the business needs. Where business needs dictate, the Company may\nrequire such meetings to be held outside the Colleagues’ working hours,\nalthough it will so far as reasonably practicable provide reasonable\naccommodation for such meetings. Should a Union Representative wish to meet an\nindividual Colleague then he or she should approach the store\u002Fsite Personnel\u002FHR\nManager so a suitable opportunity can be mutually agreed.\u003C\u002Fp>\n\n\u003Ch2>8. Lifelong Learning\u003C\u002Fh2>\n\n\u003Cp>The Parties to this agreement recognise the value of lifelong learning in\ndeveloping individual abilities, which can in turn have a positive effect on\nthe business. The Company and the Union will jointly promote lifelong learning\ninitiatives.\u003C\u002Fp>\n\n\u003Ch2>9. Joint Consultative Committee Structure\u003C\u002Fh2>\n\n\u003Cp>Both the Company and the Union recognise that regular communication between\nthe Company and its Colleagues is vital. The Company is committed to fully\ninvolving the Union in the decision making process, and the Parties are\ncommitted to effective, ongoing communication and dialogue.\u003C\u002Fp>\n\n\u003Cp>The Joint Consultative Committee structure (the “JCC”) has been\nestablished to assist communication, focus on solutions, ensure that the views\nof all Colleagues are consistently listened to and acted on and to build a\ngreat place to work.\u003C\u002Fp>\n\n\u003Cp>The JCC will be a forum at which matters affecting and concerning the\nCompany’s business can be discussed on a consultative basis. It is\nrecommended that joint areas for consultation include:\u003C\u002Fp>\n\n\u003Cp>• Business Update: Performance, Progress and Plans\u003C\u002Fp>\n\n\u003Cp>• Health and Safety\u003C\u002Fp>\n\n\u003Cp>• Customer Service\u003C\u002Fp>\n\n\u003Cp>• Colleague Update including Welfare and Benefits\u003C\u002Fp>\n\n\u003Cp>• Training and Development\u003C\u002Fp>\n\n\u003Cp>• Nomination of JCC Representative for Area\u002FBusiness Unit meetings or\nNational meetings.\u003C\u002Fp>\n\n\u003Cp>The timing, grouping and frequency of meetings will be continuously reviewed\nto ensure they are as constructive as possible and that the Company’s trading\nis not unduly affected. A timetable will be produced annually but may be\nsubject to change should circumstances require it.\u003C\u002Fp>\n\n\u003Cp>Full details relating to Business Area JCC structures can be found in the\nrelevant appendix.\u003C\u002Fp>\n\n\u003Cp>Agenda Items\u003C\u002Fp>\n\n\u003Cp>Prior to each JCC meeting, agenda items will be requested from those\nattending and must be appropriate to the level of consultation; i.e. specific\nstore\u002Fsite related issues should be dealt with at store\u002Fsite level and not put\nforward to Area\u002FNational JCC meetings.\u003C\u002Fp>\n\n\u003Cp>For JCC’s above store\u002Fsite level, facilities will be provided for the Area\nOrganiser to meet with Representatives for 1 hour prior to the start of the\nmeeting.\u003C\u002Fp>\n\n\u003Cp>Minutes\u003C\u002Fp>\n\n\u003Cp>All minutes of store\u002Fsite JCC meetings will be agreed with a Representative\nprior to being displayed on the Colleague notice board. The minutes are\npublished to enable all Colleagues to be aware of the content of the meetings.\nAgreed minutes of other JCCs will also be published on the Colleague notice\nboard.\u003C\u002Fp>\n\n\u003Ch2>10. Negotiating Structure: Pay and Conditions of Employment\u003C\u002Fh2>\n\n\u003Cp>This Agreement provides the Union with negotiating rights, on behalf of\nthose members employed in the designated areas, on pay and conditions of\nemployment. However, the Union acknowledges that certain benefits, which are\napplicable on a Company wide basis, are at the discretion of Management and are\nnon negotiable but subject to review and consultation. These benefits include,\nfor example, the Profit\u003C\u002Fp>\n\n\u003Cp>Share Scheme, Colleague Discount Scheme, Service Awards, Share Save Schemes\nand the Company Pension Scheme.\u003C\u002Fp>\n\n\u003Cp>Negotiations will be separate and relevant to the individuals covered within\nthe scope of the agreement (USDAW and SATA). All National Negotiation Meetings\nwill take place through a committee which will include one store Union\nRepresentative per Region, one Union Representative from Wm Morrison Produce\nLimited, one Union Representative from Farmers Boy Limited and one union\nRepresentative from Woodhead Bros. The business will consider requests to\nchange where Representatives attend from if there are concerns that certain\ngroups are not represented. The committee will also include the Union’s\nNational Officer and an Area Organiser. The Company representatives will\ninclude up to two Management Board Directors, two HR Directors and other\nmembers of Management appointed either generally or for specific meetings at\nthe absolute discretion of the Company.\u003C\u002Fp>\n\n\u003Cp>Negotiations will normally take place on an annual basis although both the\nCompany and the Union recognise that there is merit in negotiating agreements\nthat may last for a longer duration than one year.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that no claims will be made or negotiations entered into\non any substantive matters other than through the above procedure.\u003C\u002Fp>\n\n\u003Cp>The decisions of the National Negotiating Committee will be communicated via\nan agreed joint statement signed by all members of the National Negotiating\nCommittee. The joint statement will be distributed to:\u003C\u002Fp>\n\n\u003Cp>• Members of the National Negotiating Committee;\u003C\u002Fp>\n\n\u003Cp>• Store\u002Fsite General Managers;\u003C\u002Fp>\n\n\u003Cp>• Union Representatives (one pack per store\u002Fsite);\u003C\u002Fp>\n\n\u003Cp>• Displayed on Colleague notice boards.\u003C\u002Fp>\n\n\u003Cp>The joint statement will be put to either USDAW or SATA membership and voted\non by a secret ballot, conducted by the Union. The Company will facilitate the\ndistribution and collection of ballot papers to all stores\u002Fsites, through the\nCompany’s internal system. The ballot papers will be forwarded to the\nUnion’s Central Office for counting in the presence of two Union\nRepresentatives (within the scope of this Agreement) and Management overseeing\nthe procedure. The result of the ballot will be duly announced and communicated\nto all stores\u002Fsites. Agreements reached through the negotiating structure will\nbe applied following a ballot outcome in favour, by majority (i.e. more than\n50%), by those voting.\u003C\u002Fp>\n\n\u003Cp>In the event that the Parties cannot resolve matters through the normal\nnegotiating structure then the areas of disagreement will be referred to the\nAdvisory Conciliation\u003C\u002Fp>\n\n\u003Cp>Arbitration Service (ACAS). Should conciliation prove to be unsuccessful\nthen the Parties agree to Final Offer Arbitration and ACAS shall be asked to\nappoint an Arbitrator. ACAS shall provide the Arbitrator with a succinct\nstatement of the final positions as stated by both Parties in the conciliation\nprocess. The issues to be determined by Arbitration shall be agreed prior to\nappointment of the Arbitrator and the parties shall also agree a joint\nstatement of their final negotiating position, reached under ACAS conciliation,\nto the Arbitrator. The Arbitrator will be asked to decide positively in favour\nof one side or the other. Both Parties agree to abide by the decision of the\nArbitrator.\u003C\u002Fp>\n\n\u003Cp>The Parties agree that there will be no coercion, industrial action, threats\nof industrial action or steps taken in preparation for any industrial action of\nany kind until the above process has been fully exhausted and concluded.\u003C\u002Fp>\n\n\u003Ch2>11. Failure to Agree\u003C\u002Fh2>\n\n\u003Cp>The Parties recognise that differences between them may arise in relation to\nmatters covered by this Agreement. They will work together to resolve these\ndifferences in the spirit of partnership and the terms of this Agreement. Until\nall procedures under this Agreement have been exhausted, no unilateral action\nwill be taken.\u003C\u002Fp>\n\n\u003Ch2>12. Disciplinary\u002FAppeals Procedure\u003C\u002Fh2>\n\n\u003Cp>The Parties agree that an effective disciplinary and appeals procedure is\nnecessary for promoting good employment relations and fairness in the treatment\nof individuals. It is unlikely that any set of disciplinary rules can cover all\ncircumstances that may arise, however it is essential that certain standards of\nperformance and conduct be maintained to protect the efficient running of the\nCompany and the well being of its Colleagues.\u003C\u002Fp>\n\n\u003Cp>The procedure is designed to help and encourage all employees to achieve and\nmaintain appropriate standards of conduct, attendance and job performance. Job\nperformance may also be managed under the Performance Improvement Procedure and\nManagement reserve the right to use either procedure.\u003C\u002Fp>\n\n\u003Cp>The Union agrees to provide representation (if requested by a Colleague) for\nformal disciplinary and appeal hearings. In the unusual event that the Union is\nunable to provide representation on the scheduled date, it would take steps to\norganise representation (if necessary from outside of the location) within 5\ndays of the request.\u003C\u002Fp>\n\n\u003Cp>The Disciplinary and Appeals Procedure is contained in the relevant\nColleague Handbook.\u003C\u002Fp>\n\n\u003Ch2>13. Grievance Procedure\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The Company recognises that from time to time Colleagues may have a\ngrievance or complaint about their employment and that all Colleagues have the\nright to a working environment free from bullying, discrimination or\nharassment. Any complaint of bullying or harassment will be addressed through\nthe Company’s Grievance Procedure.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>The Company policy is to encourage free communication between Colleagues and\ntheir managers. This procedure is designed to ensure that such questions and\nproblems can be considered and where possible, resolved quickly and to the\nsatisfaction of all concerned.\u003C\u002Fp>\n\n\u003Cp>In all cases it is agreed that Colleagues carry out such tasks and\ninstructions as have been issued pending the completion of the procedures and\nsubject to the maintenance of safe working practices. The Company Grievance\nProcedure is contained in the relevant Colleague Handbook.\u003C\u002Fp>\n\n\u003Cp>The Union agrees to provide representation (if requested by a Colleague) for\nformal grievance hearings. In the unusual event that the Union is unable to\nprovide representation on the scheduled date, it would take steps to organise\nrepresentation (if necessary from outside of the location) within 5 days of the\nrequest.\u003C\u002Fp>\n\n\u003Ch2>14. Performance Management (SATA only)\u003C\u002Fh2>\n\n\u003Cp>The Performance Improvement Policy ensures that we are consistent and fair\nin the treatment of all our colleagues when managing underperformance. The\npolicy is designed to be used when other methods of informal coaching and\nsupport, such as performance development reviews (PDR’s), appraisals or job\nchats, have been exhausted.\u003C\u002Fp>\n\n\u003Ch2>15. Organisational Restructuring \u002F Redundancy Agreement\u003C\u002Fh2>\n\n\u003Cp>Initial Measures\u003C\u002Fp>\n\n\u003Cp>There may be occasions where the Company, for commercial reasons, must\nconsider staffing\u002Fresource levels, either generally or in a particular section\nof the workforce. In those circumstances, the Company would initially seek to\navoid the implementation of a compulsory redundancy programme and would give\nconsideration to the following in the first instance:\u003C\u002Fp>\n\n\u003Cp>• Restricting the use of temporary and casual staff\u003C\u002Fp>\n\n\u003Cp>• Natural wastage\u003C\u002Fp>\n\n\u003Cp>• Recruitment suspension\u003C\u002Fp>\n\n\u003Cp>• Overtime restriction\u003C\u002Fp>\n\n\u003Cp>• Review of probationary Colleagues\u003C\u002Fp>\n\n\u003Cp>• Reduction\u002Frescheduling of hours\u003C\u002Fp>\n\n\u003Cp>• Re-deployment and retraining (with appropriate trial periods)\u003C\u002Fp>\n\n\u003Cp>• Early retirement\u003C\u002Fp>\n\n\u003Cp>• Voluntary redundancy (as opposed to enforced), subject to Management\nauthorisation and the needs of the business.\u003C\u002Fp>\n\n\u003Cp>Site\u002Fdepartment Union Representatives and the appropriate Union Area\nOrganiser will always be regularly consulted during such considerations.\u003C\u002Fp>\n\n\u003Cp>Selection Procedures\u003C\u002Fp>\n\n\u003Cp>In the event that compulsory redundancies are required, the Company will\nadopt a process of selection and consultation that will be a fair and\neven-handed assessment of each Colleague (within the affected group) based on\nsuch criteria as:\u003C\u002Fp>\n\n\u003Cp>• Skill\u002Fperformance\u003C\u002Fp>\n\n\u003Cp>• Disciplinary record\u003C\u002Fp>\n\n\u003Cp>• Attendance (in which special circumstances may apply)\u003C\u002Fp>\n\n\u003Cp>• Length of service\u003C\u002Fp>\n\n\u003Cp>This is not an exhaustive list as individual business circumstances must be\nreflected in appropriate selection criteria.\u003C\u002Fp>\n\n\u003Cp>The selection procedure will always be conducted using agreed assessment\ndocuments, which will be utilised in full awareness of the Company’s Equality\nand Diversity Policy.\u003C\u002Fp>\n\n\u003Cp>Those Colleagues with the highest scores will have priority when it comes to\nconsidering who will be retained in existing posts or selected for any vacant\npositions.\u003C\u002Fp>\n\n\u003Cp>The second stage of the assessment is a one-to-one meeting with affected\ncolleagues to explore individual circumstances and the options available.\u003C\u002Fp>\n\n\u003Cp>Severance Payments\u003C\u002Fp>\n\n\u003Cp>Where applicable, any severance payment will be as outlined below:\u003C\u002Fp>\n\n\u003Cp>1. Notice Period\u003C\u002Fp>\n\n\u003Cp>Notice will be issued in accordance with the individual Colleague’s\ncontract.\u003C\u002Fp>\n\n\u003Cp>2. Accrued Holiday Entitlement\u003C\u002Fp>\n\n\u003Cp>Outstanding holiday entitlement to the contract end date.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>3. Redundancy Payment\u003C\u002Fp>\n\n\u003Cp>A redundancy payment will be made based on the statutory ready reckoner with\nthe following exceptions:\u003C\u002Fp>\n\n\u003Cp>•A guaranteed minimum of 1 week’s pay will be awarded for any Colleague\nwith one year’s service.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-tempagency\">\u003Cp>•A week’s pay will be the greater of contractual pay or 12 weeks average\nearnings including pay, overtime and shift premiums, calculated up to the date\non which notice is given. A week’s pay will be subject to the statutory\nweekly cap for hourly paid colleagues and uncapped for salaried colleagues.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Car, fuel allowance and bonus are excluded (eligible salaried\ncolleagues).\u003C\u002Fp>\n\n\u003Cp>•Service is capped at the statutory 20 years for hourly paid colleagues\nand uncapped for salaried colleagues.\u003C\u002Fp>\n\n\u003Cp>4. Ex Gratia Payment (Hourly Paid Colleagues only)\u003C\u002Fp>\n\n\u003Cp>The Company has the absolute discretion to award ex-gratia payment of\n£150.00 for each complete year of continuous service subject to a maximum of\n12 years (£1,800) for hourly paid employees. For part time Colleagues, if the\nCompany does exercise this discretion, this payment will be pro-rata to the\nColleague’s contracted hours as at the date that notice is given.\u003C\u002Fp>\n\n\u003Cp>5. Benefits (Salaried Colleagues only)\u003C\u002Fp>\n\n\u003Cp>PruHealth - Health Insurance\u003C\u002Fp>\n\n\u003Cp>Colleagues will be compensated for the loss of benefit. This will be\ncalculated by using the Inland Revenue benefit in kind value pro rata to the\nlength of unworked notice. This will be included in the Colleagues final taxed\npay.\u003C\u002Fp>\n\n\u003Cp>Company Car\u003C\u002Fp>\n\n\u003Cp>Colleagues may retain their car for the duration of their notice period.\u003C\u002Fp>\n\n\u003Cp>Car Bond 10% of redundancy pay or £2,000, whichever is the lower, will be\nretained by the Company pending the return of the Colleagues car in an\nacceptable condition.\u003C\u002Fp>\n\n\u003Cp>Private Fuel\u003C\u002Fp>\n\n\u003Cp>If notice is not worked, compensation for the loss of private fuel benefit\nwill be calculated as £30 per week x the number of weeks of unworked notice.\nThis will be included in the Colleagues final taxed pay.\u003C\u002Fp>\n\n\u003Cp>Car Allowance\u003C\u002Fp>\n\n\u003Cp>If notice is not worked, the car allowance will be included in the\nColleagues notice pay and will be taxable.\u003C\u002Fp>\n\n\u003Cp>Profit Share\u003C\u002Fp>\n\n\u003Cp>Eligibility rules require Colleagues to be in the employment of the Company\nwhen payment is made. When a Colleague is not required to work their notice,\ntheir date of leaving for calculating profit share eligibility will be\ndetermined as if the Colleague had worked their notice period.\u003C\u002Fp>\n\n\u003Ch2>16. Health and Safety\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>All Parties recognise their joint responsibility for Health and Safety at\nwork and the necessity for having effective and comprehensive Health and Safety\narrangements in place and undertake to follow the Company’s procedures.\nDetails are displayed on the Colleague notice board.\u003C\u002Fp>\n\n\u003Cp>All Union Representatives will be expected to take part in store\u002Fsite JCC\nmeetings and discuss matters of Health & Safety with the store\u002Fsite\nGeneral\u002FPersonnel\u002FHR Manager. A Union Representative will be provided\nappropriate time off to attend to Health & Safety matters at a\nstore\u002Fsite.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>17. Flexibility\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>In order to respond to and meet business needs, it is agreed and understood\nthat all Colleagues covered by this Agreement may be directed onto other\nduties.\u003C\u002Fp>\n\n\u003Cp>Any Colleague so required to carry out alternative duties will retain their\nnormal rate of pay unless the work being done is of a higher rate of pay. In\nsuch a case, the appropriate higher rate will apply for the period concerned\nprovided that the Colleague has been required to carry out work of a higher\nrate for a period of 50% or more of their working week, or 4 hours or more on\nany given shift (Manufacturing only), where the higher rate of pay is for a\nrole also covered by this\u003C\u002Fp>\n\n\u003Cp>Agreement. Colleagues who are undergoing training for a higher-paid job do\nnot qualify for the higher rate until training is satisfactorily completed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>18. Working Time\u003C\u002Fh2>\n\n\u003Cp>The Company and the Union have collectively agreed to disapply and modify\nsome of the provisions of the Working Time Regulations 1998.\u003C\u002Fp>\n\n\u003Cp>The reference period used to calculate average weekly working time is\nextended from the 17 weeks stipulated in the Regulations to 52 weeks commencing\nfrom the beginning of the Company’s financial year in February. This is\nnecessary for organisational and technical reasons to ease the administrative\nburden placed on the Company and to accommodate the seasonal peaks and troughs\ncommon to our industry.\u003C\u002Fp>\n\n\u003Cp>Other aspects relating to working time such as holidays and rest breaks are\ndetailed in the Colleague Handbook.\u003C\u002Fp>\n\n\u003Ch2>19. Job Security\u003C\u002Fh2>\n\n\u003Cp>The Company may from time to time be in a position whereby it requires\nColleagues to be temporarily laid off. In order to ensure that any loss of\nearnings is kept to a minimum, the Company will provide Guarantee Payments as\noutlined below:\u003C\u002Fp>\n\n\u003Cp>Lay Offs, Guarantee Payments & Redundancy\u003C\u002Fp>\n\n\u003Cp>This section applies to USDAW members only.\u003C\u002Fp>\n\n\u003Cp>a) A permanent Colleague who is temporarily laid off by the Company for one\nof the reasons specified in paragraph (b) will receive a Guarantee Payment\ncalculated in accordance with paragraph (c), provided they can satisfy the\nqualifying conditions on such number of days as is specified by paragraph\n(d).\u003C\u002Fp>\n\n\u003Cp>b) The right to a Guarantee Payment shall accrue where the Colleague is laid\noff by virtue of either (i) a diminution in the requirement of the Company for\nthe Colleague to carry out the work he\u002Fshe is normally required to do or (ii)\nany other occurrence affecting the normal working of the Company’s business\nin relation to work of the kind which the Colleague is employed to do. In\neither case the Company has been unable to offer suitable alternative work for\nthe Colleague to do in lieu of his\u002Fher normal duties.\u003C\u002Fp>\n\n\u003Cp>c) The qualifying conditions, which Colleagues must satisfy before they are\nentitled to a Guarantee Payment, are as follows:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>i) Colleagues must have been continuously employed for a period of not less\nthan one month ending with the day before that in which the Guarantee Payment\nis claimed. Colleagues who have successfully completed their probationary\nperiod on the date when they are laid off are entitled to the Guarantee Payment\nas outlined in paragraph (d).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ii) Their normal working hours must have required them to work on the day in\nrespect of which they claim. They must have been laid off for the whole day\nwith no reasonable offer made by the Company to permit them to make up their\nhours during the course of the same working week in which the lay off\noccurs.\u003C\u002Fp>\n\n\u003Cp>iii) Colleagues must on each day in respect of which they claim comply with\nreasonable requirements of the Company with a view to ensuring availability for\nwork if needed.\u003C\u002Fp>\n\n\u003Cp>iv) Colleagues must not have been unfit for work on the day in question by\nvirtue of illness or otherwise nor absent on holiday.\u003C\u002Fp>\n\n\u003Cp>v) The work-less day must not have arisen as a consequence of voluntary\nclosure by the Company or of a strike, lock out or other industrial action.\u003C\u002Fp>\n\n\u003Cp>d) The Guarantee Payment shall be calculated by multiplying the\nColleague’s basic hourly rate by one fifth of the guaranteed weekly hours\nwhether or not such amount exceeds the statutory limit.\u003C\u002Fp>\n\n\u003Cp>e) The Colleague shall not be entitled to a Guarantee Payment in respect of\nmore than five days off in any one of the relevant periods, that is to say, the\nperiod of three months commencing on the 1 February, 1 May, 1 August and 1\nNovember in each year.\u003C\u002Fp>\n\n\u003Cp>f) Nothing in this paragraph relating to layoffs and Guarantee Payments\nshall affect the Company’s right to make Colleagues redundant in appropriate\ncircumstances although the Company will ensure that temporary layoffs\n(preserving continuity of employment) will be used in cases where redundancy is\ninappropriate. Redundancies will in all cases only follow full consultation in\naccordance with Section 14 (Severance Payments) of this Agreement and the\nlaw.\u003C\u002Fp>\n\n\u003Ch2>20. Amendment and Termination\u003C\u002Fh2>\n\n\u003Cp>One month’s notice is required to be given by either party to the other in\nwriting to amend any clause in this Agreement and three months’ notice will\nbe given by either party to the other in writing, to terminate the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>The only exception would be the enactment of any statutory provisions, which\nhad the effect of making any clause, paragraph or section in this Agreement\ncontrary to law.\u003C\u002Fp>\n\n\u003Cp>Signed on behalf of the Company:\u003C\u002Fp>\n\n\u003Cp>Title:\u003C\u002Fp>\n\n\u003Cp>Date: 06\u002F06\u002F2013\u003C\u002Fp>\n\n\u003Cp>Signed on behalf of the Union:\u003C\u002Fp>\n\n\u003Cp>Title:\u003C\u002Fp>\n\n\u003Cp>Date: 07\u002F06\u002F2013\u003C\u002Fp>\n\n\u003Cp>*******************************\u003C\u002Fp>\n\n\u003Cp>Appendix One: Retail\u003C\u002Fp>\n\n\u003Cp>1. Scope\u003C\u002Fp>\n\n\u003Cp>The scope of the National Partnership Agreement within Retail applies as\nfollows:\u003C\u002Fp>\n\n\u003Cp>USDAW All hourly paid employees in all current and future retail stores,\nexcluding overseas locations.\u003C\u002Fp>\n\n\u003Cp>SATAAll Salaried Department Managers and Salaried Assistant Department\nManagers;\u003C\u002Fp>\n\n\u003Cp>BOTH To all colleagues transferred to any of the above areas from any place\nof employment within the Company.\u003C\u002Fp>\n\n\u003Cp>2. Representation\u003C\u002Fp>\n\n\u003Cp>Employees who are members of the Union may be elected as workplace\nrepresentatives to represent Union members as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Union\u003C\u002Ftd>\n      \u003Ctd>Store Size\u003C\u002Ftd>\n      \u003Ctd>Number of Union Representatives per store\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>USDAW\u003C\u002Ftd>\n      \u003Ctd>Up to 150 colleagues\n\n        \u003Cp>151-299 colleagues\u003C\u002Fp>\n\n        \u003Cp>300+ colleagues\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2\n\n        \u003Cp>3\u003C\u002Fp>\n\n        \u003Cp>4 (one of which must be able to cover a night shift)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SATA\u003C\u002Ftd>\n      \u003Ctd>Retail stores\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Joint Consultative Committee Structure\u002FCommunication\u003C\u002Fp>\n\n\u003Cp>The JCC structure for Retail is as follows:\u003C\u002Fp>\n\n\u003Cp>Store Level\u003C\u002Fp>\n\n\u003Cp>Four JCC meetings are conducted each year. The timetable for these meetings\nis usually January, April, July and October. The meeting must be chaired by the\nStore General Manager and include the attendance of the Personnel Manager, the\nUnion Representative(s), and other elected colleague(s) so that there is\nrepresentation from across the store’s departments.\u003C\u002Fp>\n\n\u003Cp>Every two years, the Store JCC committee members will select one\nrepresentative to sit on the Area JCC.\u003C\u002Fp>\n\n\u003Cp>Area Level\u003C\u002Fp>\n\n\u003Cp>Area JCC meetings are held twice yearly (usually March, and September) and\nare chaired by the Area Manager. The Area Personnel and Training Manager, a\nUnion Area Organiser, one elected representative per store and, where possible,\na Company Health and Safety Manager will attend. The store representative will\nbe a nominated Union Representative wherever possible.\u003C\u002Fp>\n\n\u003Cp>Every two years the Area JCC members will select two Union Representatives\nto sit on the National JCC. One of these two representatives will be selected\nto also serve on the National Negotiating Committee, again for a period of two\nyears.\u003C\u002Fp>\n\n\u003Cp>National Level\u003C\u002Fp>\n\n\u003Cp>Two National JCC meetings are conducted each year chaired by the Group\nRetail Director. The Retail HR Director, Group Health and Safety Manager, a\nrepresentative from Employee Relations, the Union National Officer, and two\nelected Union Representatives per Company region will attend these JCC\nmeetings. Of the two elected regional Representatives, one will attend as the\nDeputy Regional Representative and one Regional Representative will also attend\nNational Negotiation meetings.\u003C\u002Fp>\n\n\u003Cp>*******************\u003C\u002Fp>\n\n\u003Cp>Appendix Two: Manufacturing\u003C\u002Fp>\n\n\u003Cp>1. Scope\u003C\u002Fp>\n\n\u003Cp>The scope of the National Partnership Agreement within Manufacturing applies\nas follows:\u003C\u002Fp>\n\n\u003Cp>USDAW All hourly paid employees in the current listed manufacturing sites\nand all future sites:\u003C\u002Fp>\n\n\u003Cp>• Wm Morrison Produce Limited\u003C\u002Fp>\n\n\u003Cp>• Farmers Boy Limited: Winsford, Deeside and Greenside\u003C\u002Fp>\n\n\u003Cp>• Woodhead Brothers\u003C\u002Fp>\n\n\u003Cp>• Flowerworld Limited\u003C\u002Fp>\n\n\u003Cp>• Morrisons Manufacturing - Grimsby\u003C\u002Fp>\n\n\u003Cp>SATAAll salaried roles up to and including Administrators and Co-ordinator\nroles or equivalent.\u003C\u002Fp>\n\n\u003Cp>2. Representation\u003C\u002Fp>\n\n\u003Cp>Employees who are members of the Union may be elected as workplace\nrepresentatives to represent Union members as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Union\u003C\u002Ftd>\n      \u003Ctd>Business Area\u003C\u002Ftd>\n      \u003Ctd>Number of Union Representatives\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"5\">USDAW\u003C\u002Ftd>\n      \u003Ctd>Wm Morrison Produce Ltd\u003C\u002Ftd>\n      \u003Ctd rowspan=\"3\">Up to 4 representative (including ideally 1 on\n      nights)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Farmers Boy Ltd\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Woodhead Brothers\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Flowerworld Ltd\u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\">2 representatives\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Morrisons Manufacturing Grimsby\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">SATA\u003C\u002Ftd>\n      \u003Ctd>Wm Morrison Produce Ltd\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">2 representatives per site (1 x mornings, 1 x\n      twilight)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Farmers Boy Ltd\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Rathbones\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Morrisons Manufacturing Grimsby\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Joint Consultative Committee Structure\u003C\u002Fp>\n\n\u003Cp>The JCC structure for Manufacturing is as follows: Site Level -\nManufacturing\u003C\u002Fp>\n\n\u003Cp>Four JCC meetings are conducted each year chaired by the Site General\nManager and include representatives of management, the Union Representatives(s)\nfor the location and the elected Representative from each department\u002Farea.\u003C\u002Fp>\n\n\u003Cp>Every two years, the committee members will select one Representative to sit\non the Business Unit Level.\u003C\u002Fp>\n\n\u003Cp>Business Unit Level - Manufacturing\u003C\u002Fp>\n\n\u003Cp>Business Unit JCC meetings are held twice yearly (usually March and August)\nchaired by the Business Unit Operations Director. The other attendees include\nthe Business Unit HR Manager, the Union Area Organiser, together with up to\nfive elected representatives per site.\u003C\u002Fp>\n\n\u003Cp>Every two years at the Business Unit JCC meetings, the members will select\ntwo Union representatives to sit on the National JCC Committee. The\nrepresentatives should work at different sites.\u003C\u002Fp>\n\n\u003Cp>National Level - Manufacturing\u003C\u002Fp>\n\n\u003Cp>Two National JCC committee meetings are conducted each year chaired by the\nManufacturing Director. The Manufacturing HR Director, Health and Safety\nManager and another HR management representative will be in attendance along\nwith the Union National Officer and up to three selected representatives per\nbusiness unit.\u003C\u002Fp>\n\n\u003Cp>From the National JCC committee representatives, one Representative from\neach business unit will be elected to attend the National Negotiating Committee\nfor a period of two years.\u003C\u002Fp>\n\n\u003Cp>*******************\u003C\u002Fp>\n\n\u003Cp>Appendix Three: Logistics\u003C\u002Fp>\n\n\u003Cp>The scope of the National Partnership Agreement within Logistics applies as\nfollows:\u003C\u002Fp>\n\n\u003Cp>USDAW There is no recognition for hourly paid colleagues under this\nagreement.\u003C\u002Fp>\n\n\u003Cp>SATA All salaried clerical roles up to and including Administrator or\nequivalent.\u003C\u002Fp>\n\n\u003Cp>2 Representation\u003C\u002Fp>\n\n\u003Cp>Employees who are members of the Union may be elected as workplace\nrepresentatives to represent Union members as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Union\u003C\u002Ftd>\n      \u003Ctd>Business Area\u003C\u002Ftd>\n      \u003Ctd>Number of Union Representatives\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>SATA\u003C\u002Ftd>\n      \u003Ctd>Distribution\u003C\u002Ftd>\n      \u003Ctd>2 representatives per site (1 x days, 1 x nights)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. loint Consultative Committee Structure\u003C\u002Fp>\n\n\u003Cp>This is not applicable to Logistics.\u003C\u002Fp>\n\n\u003Cp>1. Scope\u003C\u002Fp>\n\n\u003Cp>The scope of the National Partnership Agreement within Hilmore House applies\nas follows:\u003C\u002Fp>\n\n\u003Cp>USDAWHourly paid colleagues (Facilities).\u003C\u002Fp>\n\n\u003Cp>SATANot applicable.\u003C\u002Fp>\n\n\u003Cp>2. Representation\u003C\u002Fp>\n\n\u003Cp>Employees who are members of the Union may be elected as workplace\nrepresentatives to represent Union members as follows:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Union\u003C\u002Ftd>\n      \u003Ctd>Business Area\u003C\u002Ftd>\n      \u003Ctd>Number of Union Representatives\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>USDAW\u003C\u002Ftd>\n      \u003Ctd>Hilmore House\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>3. Joint Consultative Committee Structure\u003C\u002Fp>\n\n\u003Cp>This is not applicable to Hilmore House.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"tempagency":44,"sexualhar":48,"healthandsafetypolicy":52,"discrimination":56,"violence":58,"contracttrial":60,"trainingprogrammes":64,"contractseverancepay":68,"FLEXWORK_trigger":72},{"bindId":45,"name":46,"text":47},"tempagency","•A week’s pay will be the greater of con","•A week’s pay will be the greater of contractual pay or 12 weeks average\nearnings including pay, overtime and shift premiums, calculated up to the date\non which notice is given. A week’s pay will be subject to the statutory\nweekly cap for hourly paid colleagues and uncapped for salaried colleagues.",{"bindId":49,"name":50,"text":51},"sexualhar","The Company recognises that from time to","The Company recognises that from time to time Colleagues may have a\ngrievance or complaint about their employment and that all Colleagues have the\nright to a working environment free from bullying, discrimination or\nharassment. Any complaint of bullying or harassment will be addressed through\nthe Company’s Grievance Procedure.",{"bindId":53,"name":54,"text":55},"healthandsafetypolicy","All Parties recognise their joint respon","All Parties recognise their joint responsibility for Health and Safety at\nwork and the necessity for having effective and comprehensive Health and Safety\narrangements in place and undertake to follow the Company’s procedures.\nDetails are displayed on the Colleague notice board.\n\nAll Union Representatives will be expected to take part in store\u002Fsite JCC\nmeetings and discuss matters of Health & Safety with the store\u002Fsite\nGeneral\u002FPersonnel\u002FHR Manager. A Union Representative will be provided\nappropriate time off to attend to Health & Safety matters at a\nstore\u002Fsite.",{"bindId":57,"name":50,"text":51},"discrimination",{"bindId":59,"name":50,"text":51},"violence",{"bindId":61,"name":62,"text":63},"contracttrial","i) Colleagues must have been continuousl","i) Colleagues must have been continuously employed for a period of not less\nthan one month ending with the day before that in which the Guarantee Payment\nis claimed. Colleagues who have successfully completed their probationary\nperiod on the date when they are laid off are entitled to the Guarantee Payment\nas outlined in paragraph (d).",{"bindId":65,"name":66,"text":67},"trainingprogrammes","Union Representative Core Training The P","Union Representative Core Training\n\nThe Parties recognise that it is in the interests of all concerned to ensure\nUnion Representatives receive the very best training and development to enable\nthem to carry out their duties in a responsible and effective way. The Company\nagrees to provide Union Representatives with paid time off to attend approved\nunion training courses as follows:\n\n• Introductory 3 day Union Representatives training course\n\n• Introductory 3 day Health & Safety Representative training\ncourse.\n\n• 5 day training course Advanced Shop Steward course.\n\nIt is agreed that the above training courses should ideally be completed\nwithin 12 months of appointment, with the initial introductory course taking\nplace as soon after the appointment as possible.\n\nThe Union will request attendance of the course to the store\u002Fsite General\nManager. Unless there are extenuating circumstances, where a shorter notice\nperiod may be agreed, the request must be put in writing and provide at least\ntwo weeks’ notice of the forthcoming course(s). The Union will also meet\nreasonable travelling costs to enable the Union Representatives to attend such\ntraining.\n\nDue to the nature of the business, such training cannot take place during\nDecember and in the week prior to and including Easter. Should the Company be\nunable to release a Union Representative for operational reasons, every effort\nwill be made to accommodate them on the next available course.\n\nUnion Representative Ad-Hoc Training\n\nFrom time to time, USDAW offer a variety of training courses to improve the\nbroader skills and knowledge of Union Representatives. Release for attendance\non such courses must be requested, with at least two weeks notice to the\nCompany (unless there are extenuating circumstances where a shorter notice\nperiod may be agreed) at a local level to local management and will be\nconsidered on an individual basis. This may include Summer Schools, TUC\nCourses, Branch Officers training, USDAW Academy programme and annual and\nregional ‘Get Togethers.’",{"bindId":69,"name":70,"text":71},"contractseverancepay","3. Redundancy Payment A redundancy payme","3. Redundancy Payment\n\nA redundancy payment will be made based on the statutory ready reckoner with\nthe following exceptions:\n\n•A guaranteed minimum of 1 week’s pay will be awarded for any Colleague\nwith one year’s service.",{"bindId":73,"name":74,"text":75},"FLEXWORK_trigger","In order to respond to and meet business","In order to respond to and meet business needs, it is agreed and understood\nthat all Colleagues covered by this Agreement may be directed onto other\nduties.\n\nAny Colleague so required to carry out alternative duties will retain their\nnormal rate of pay unless the work being done is of a higher rate of pay. In\nsuch a case, the appropriate higher rate will apply for the period concerned\nprovided that the Colleague has been required to carry out work of a higher\nrate for a period of 50% or more of their working week, or 4 hours or more on\nany given shift (Manufacturing only), where the higher rate of pay is for a\nrole also covered by this\n\nAgreement. Colleagues who are undergoing training for a higher-paid job do\nnot qualify for the higher rate until training is satisfactorily completed.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GBR WM Morrison Supermarkets Plc - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-06-10\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: → 2013-06-07\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\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                        WM Morrison Supermarkets Plc\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, USDAW-SATA - The Supervisory Administrative And Technical Association\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: → No\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → No\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        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → Not specified days\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Severance pay after 5 years of service (number of days' wages): → 7 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Severance pay after one year of service ((number of days' wages): → 7 days\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Yes\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → No\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → No\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Yes\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[81],{"title":37,"slug":33},[83],{"type":84,"data":85},"call_to_action_body_block",{"title":86,"description":87,"variant":88,"link":89},"Compare Collective Agreements","Compare the articles of the Collective Agreements from the UK across sectors, topics and countries","dark",{"title":86,"url":90,"description":86,"rel":91,"type":92},"\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[94],{"type":84,"data":95},{"title":86,"description":87,"variant":88,"link":96},{"title":86,"url":90,"description":86,"rel":91,"type":92},[]]