[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fnational-recognition-and-procedural-agreement-between-poundland-limited-retail-and-union-of-shop-distributive-and-allied-workers---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":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},"national-recognition-and-procedural-agreement-between-poundland-limited-retail-and-union-of-shop-distributive-and-allied-workers---2013","d2b8ac9e-001d-11e7-99b2-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Funited-kingdom\u002Fnational-recognition-and-procedural-agreement-between-poundland-limited-retail-and-union-of-shop-distributive-and-allied-workers---2013\u002Fnational-recognition-and-procedural-agreement-between-poundland-limited-retail-and-union-of-shop-distributive-and-allied-workers---2013\u002F","National Recognition and Procedural Agreement Between Poundland Limited (Retail) and Union of Shop Distributive and Allied Workers - 2013","GBR Poundland Limited (Retail) - 2013","United Kingdom - GBR Poundland Limited (Retail) - 2013","GBR Poundland Limited (Retail) - 2013 - Retail trade",{"name":41,"data":42},"Poundland Retail.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 Recognition and Procedural Agreement Between Poundland Limited\n(Retail) And Union of Shop Distributive and Allied Workers - 2013\u003C\u002Fh1>\n\n\u003Ch2>1. RECOGNITION\u003C\u002Fh2>\n\n\u003Cp>This is an agreement between Poundland Limited, hereafter referred to as the\nCompany and the Union of Shop, Distributive and Allied Workers, hereafter\nreferred to as 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 ail Company\ncolleagues located at all offices and retail stores. For Assistant Manager\nGrades and above please refer to the Sata Agreement.\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 and will encourage all\nnew and existing colleagues to become and remain members of the trade 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\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.\u003C\u002Fp>\n\n\u003Cp>ii. Representatives will be permanent colleagues and should have not less\nthan 1 year's service with the Company prior to nomination, except in the case\nof a new store or site opening.\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 following which a meeting will\nbe 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>vi. The Company and the Union recognise that it is in the interests of their\npartnership for Union representatives to receive relevant training. The Company\nagrees to provide union representatives with reasonable time off work without\nloss of earnings to attend approved Usdaw training in accordance with the\nprovisions 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.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.2. Facilities\u003C\u002Fp>\n\n\u003Cp>i. The Company will give facilities comprising office accommodation (not\nsole use), telephone, photocopier and fax.\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”.\u003C\u002Fp>\n\n\u003Cp>iv. Representatives seeking time off for union duties will inform management\nas far as possible in advance the reason and 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, including notice boards and\nthe internal mailing system.\u003C\u002Fp>\n\n\u003Cp>vii. The Company agrees to deduct Union subscriptions from pay once it has\nthe necessary authorisation from the colleague. Ail members will be encouraged\nto use this facility.\u003C\u002Fp>\n\n\u003Cp>4.3 Facilities for Recruitment\u003C\u002Fp>\n\n\u003Cp>Pound land recognises that the recruitment of new members helps sustain\nUsdaw as a successful organisation, able to make an independent contribution on\nbehalf of the membership. Poundland therefore provides Usdaw with the\nfacilities to recruit new members and supports staff joining and remaining in\nmembership of Usdaw 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>• Poundland will encourage all new and existing colleagues covered by this\nagreement to join Usdaw.\u003C\u002Fp>\n\n\u003Cp>• Usdaw recruitment literature and an Usdaw membership application form\nwill be given out with the induction pack to new starters.\u003C\u002Fp>\n\n\u003Cp>• Shop Stewards\u002FUsdaw Officials will be invited to attend all induction\nsessions to promote the benefits of Usdaw membership and will be allowed around\n30 minutes to make an appropriate presentation (including questions and\nanswers).\u003C\u002Fp>\n\n\u003Cp>• The company will notify the Usdaw National Officer of all new store\nopenings, a minimum of two 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 Shop Steward\u002FOfficial will\nbe allowed around 45 minutes to make an appropriate presentation (including\nquestions and answers) as part of the induction programme or, as agreed\nlocally, the appropriate Shop Steward\u002FOfficial will visit the store two days\nbefore opening to speak with all new colleagues.\u003C\u002Fp>\n\n\u003Cp>• Poundland will also provide recruitment time and facilities for\nrecognised Usdaw Officials to meet existing employees.\u003C\u002Fp>\n\n\u003Cp>• From time to time, Usdaw may request that a Shop Steward is stood down\nfrom their normal role, typically for a six week period, to recruit non-members\ninto Usdaw. Wages for all periods of stand down will be paid by the Company and\nreimbursed by Usdaw.\u003C\u002Fp>\n\n\u003Cp>Academy\u002FAcademy2\u003C\u002Fp>\n\n\u003Cp>Poundland agrees to allow release for nominated Shop Stewards to participate\nin Usdaw’s Academy or Academy2\u003C\u002Fp>\n\n\u003Cp>Usdaw will formally request release to participate in either Academy from\nthe HR Director.\u003C\u002Fp>\n\n\u003Cp>Wages for all periods of stand down will be paid by the Company and\nreimbursed by Usdaw.\u003C\u002Fp>\n\n\u003Ch2>5. 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 on a quarterly basis and its minutes will be circulated to ail JCC\nrepresentatives and made available to all colleagues.\u003C\u002Fp>\n\n\u003Cp>iv. The JCC will dedicate one of its meetings to the annual review of pay\nand conditions.\u003C\u002Fp>\n\n\u003Cp>v. Membership of the JCC will consist of one Union representative from each\nof Usdaw’s Divisions, the appropriate levels of management and the Union’s\nNational Officer.\u003C\u002Fp>\n\n\u003Ch2>6. BARGAINING ARRANGEMENTS\u003C\u002Fh2>\n\n\u003Cp>i. Pay awards and other appropriate corporate terms and conditions will be\ndetermined by a Negotiating Committee, involving representation from all areas\nof the business.\u003C\u002Fp>\n\n\u003Cp>ii. The Negotiating Committee will consist of representatives of the union\nand management.\u003C\u002Fp>\n\n\u003Cp>• The management representatives will be determined by the Company\u003C\u002Fp>\n\n\u003Cp>• The union representatives will comprise of the JCC and the Union’s\nNational Officer.\u003C\u002Fp>\n\n\u003Cp>iii. All items for inclusion in the Union's wage claim will be submitted to\nthe Company at least one week 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. The joint statement will be distributed to all\nNegotiating Committee members, relevant Management colleagues, Union\nrepresentatives 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>7. 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 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\nNational\u002FDivisional Officer whichever is appropriate. This may involve the\nsupport of ACAS with the agreement of both parties.\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>8. INDIVIDUAL GRIEVANCES\u003C\u002Fh2>\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 Company’s Colleague\nHandbook.\u003C\u002Fp>\n\n\u003Cp>At every stage of the grievance procedure, the colleague has the right to be\naccompanied by a work colleague or Usdaw representative.\u003C\u002Fp>\n\n\u003Ch2>9. 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 Company’s Colleague Handbook.\u003C\u002Fp>\n\n\u003Cp>At every stage of the disciplinary procedure, the colleague has the right to\nbe accompanied by a work colleague or Usdaw representative.\u003C\u002Fp>\n\n\u003Ch2>10. EQUAL OPPORTUNITY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>Both the Company and the Union are committed to the development of positive\npolicies to promote equal opportunities in employment, regardless of\ncolleagues’ sex, marital status, race, ethnic origin, religion, creed or\ndisability.\u003C\u002Fp>\u003C\u002Fdiv>\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>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\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>\n\n\u003Cdiv class=\"cbaClause highlight focus\" 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 sex, marital status, race, ethnic origin, religion, creed,\nphysical or mental disability or sexual orientation, they may make a complaint,\nwhich will be dealt with through the agreed grievance procedure.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>11. HEALTH AND SAFETY\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause 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>\n\n\u003Ch2>12. SIGNATORIES TO THE AGREEMENT\u003C\u002Fh2>\n\n\u003Cp>All those who have signed below signify their acceptance of this agreement\nbetween Poundland 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 Poundland Limited\u003C\u002Fp>\n\n\u003Cp>Mark Powell\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>National Officer Usdaw\u003C\u002Fp>\n\n\u003Cp>Date: 30 - 07 - 2013.\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            ",{"sexualhar":44,"healthandsafetypolicy":48,"discrimination":52,"eqtraining":56,"violence":60,"eqpromotion":62,"trainingprogrammes":64,"equalityotherclause":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’ sex, marital status, race, ethnic origin, religion, creed or\ndisability.",{"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 sex, marital status, race, ethnic origin, religion, creed,\nphysical or mental disability or sexual orientation, they may make a complaint,\nwhich 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.",{"bindId":61,"name":54,"text":55},"violence",{"bindId":63,"name":46,"text":47},"eqpromotion",{"bindId":65,"name":66,"text":67},"trainingprogrammes","vi. The Company and the Union recognise ","vi. The Company and the Union recognise that it is in the interests of their\npartnership for Union representatives to receive relevant training. The Company\nagrees to provide union representatives with reasonable time off work without\nloss of earnings to attend approved Usdaw training in accordance with the\nprovisions 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.",{"bindId":69,"name":70,"text":71},"equalityotherclause","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.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GBR Poundland Limited (Retail) - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2013-07-30\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: → 2013-07-30\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: → Retail sale of games and toys in specialised stores, Retail sale of food, beverages and tobacco 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                        Poundland Limited (Retail)\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},[]]