[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fsainsburys---2001":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":68,"content_type_view":69,"extra_breadcrumbs":70,"body":72,"body_blocks":83,"related_pages":87},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":66,"translations":67},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"sainsburys---2001","91cd7360-0f3e-11e7-a1f3-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Funited-kingdom\u002Fsainsburys---2001\u002Fsainsburys---2001\u002F","Sainsburys - 2001","GBR Sainsbury s Supermarkets Limited - 2001","United Kingdom - GBR Sainsbury s Supermarkets Limited - 2001","GBR Sainsbury s Supermarkets Limited - 2001 - Retail trade",{"name":41,"data":42},"Sainsbury's.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>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>National Agreement Between Sainsbury's Supermarkets Limited (The Company)\nand Union of Shop, Distributive and Allied Workers (The Union) - 2001 \u003C\u002Fh1>\n\n\u003Cp>Introduction\u003C\u002Fp>\n\n\u003Cp>The purpose of this Agreement is to establish a framework within which\nconstructive employment relationships can be maintained and developed.\nThroughout Sainsbury's people are central to our future profitability. Success\nwill depend on the positive atmosphere that we create and the excellent service\nwe provide to our customers.\u003C\u002Fp>\n\n\u003Cp>Sainsbury's mission is to be the UK customers' first choice for food\nshopping. Quality, great service and competitive cost, supporting our\ncolleagues and creating an environment where they will support us in achieving\nthese goals are essential. Colleagues' commitment to flexibility and adaptable\nworking practices making full use of their skills, training and expertise is a\nvital element to secure improved business performance, employment opportunities\nand to deliver improved results to maximise returns for our shareholders.\u003C\u002Fp>\n\n\u003Cp>By working better together we can balance the needs of the business and the\nneeds and interests of colleagues both collectively and individually. The\nparties to this Agreement recognise the Trade Union has a constructive and\neffective role to play in the employment relationship and can add value to the\ndecision making process. This new improved National Agreement embodies the\nprincipals of the 'way we work' – faster, simpler, together. The parties will\nensure the terms and the spirit of this Agreement are continually respected and\nimplemented by both parties. \u003C\u002Fp>\n\n\u003Ch2>1. Recognition\u003C\u002Fh2>\n\n\u003Cp>This Agreement is between Sainsbury's Supermarkets Limited hereafter known\nas (The Company) and the Union of Shop Distributive and Allied Workers\nhereafter known as (The Union). The Company recognises Usdaw as the sole\nrepresentative Union for all Sainsbury's colleagues covered by this Agreement.\nIt is recognised the Company needs to manage and organise the business, in turn\nthe Union has a right to represent the views and interests of its members which\nwill be considered by the Company when making such decisions. Both parties\nconfirm that the purpose of the Agreement is to outline the procedures relevant\nto recruitment, recognition and representation rights of the Union as they are\napplied within each individual store. It is accepted that the Company operates\ncommon personnel procedures and conditions of employment across all stores, and\nonly the interpretation or application of these can be challenged at local\nlevel. It is agreed that the content of such policies and procedures should be\nthe subject of consultation when necessary, at National Level.\u003C\u002Fp>\n\n\u003Ch2>2. Scope of Agreement\u003C\u002Fh2>\n\n\u003Cp>The Agreement covers:\u003C\u002Fp>\n\n\u003Cp>2.1 Sainsbury's colleagues (Bands 1, 2 and 3) in all existing Usdaw\nrecognised stores.\u003C\u002Fp>\n\n\u003Cp>2.2 Unrecognised or new stores including acquisitions will be allocated for\nrecruitment purposes on the following basis.\u003C\u002Fp>\n\n\u003Cp>Alternative allocation between each of the two recognised Trade Unions will\nbe made within each of the three store categories below:\u003C\u002Fp>\n\n\u003Cp>- Small stores – up to 150 colleagues.\u003C\u002Fp>\n\n\u003Cp>- Medium stores – 151-300 colleagues.\u003C\u002Fp>\n\n\u003Cp>- Large stores – 301 plus colleagues.\u003C\u002Fp>\n\n\u003Cp>2.3 Recognition will then be granted on the following basis:\u003C\u002Fp>\n\n\u003Cp>- The Union writes requesting recognition to the Regional Human Resource\nPartner (RHRP) providing evidence of the necessary levels of membership. \u003C\u002Fp>\n\n\u003Cp>- Recognition will then be granted by the RHRP.\u003C\u002Fp>\n\n\u003Cp>2.4 If there is no take up at the store then the other recognised union can\nrequest to the Business Partner Human Resource Store Operations for permission\nto approach the store for recruitment purposes.\u003C\u002Fp>\n\n\u003Ch2>3. General Principals\u003C\u002Fh2>\n\n\u003Cp>3.1 The Company and the Union are committed to working together in a spirit\nof co-operation to benefit the Company, colleagues, shareholders and\ncustomers.\u003C\u002Fp>\n\n\u003Cp>3.2 The parties to this Agreement recognise that the success of the Company\nis paramount to the wellbeing of all colleagues and is the basis on which\nimprovements in pay and conditions, continued employment security and\nmaximising shareholders' returns can be achieved.\u003C\u002Fp>\n\n\u003Cp>3.3 The parties agree that good relationships between them are essential to\nsupporting and achieving the mission to be the first choice for food. This can\nbe achieved through mutual respect, openness and trust.\u003C\u002Fp>\n\n\u003Cp>3.4 The parties recognise that change is inevitable and desirable. To\nachieve continued commercial success the Company will have to maximise the\ncontribution of all its colleagues. By adapting best practice in regards to the\nmethods of working and the flexible organisation of work, both parties agree to\nmanage the impact of contractual change in a responsible, timely and\nconstructive manner.\u003C\u002Fp>\n\n\u003Cp>3.5 The Company recognises the rights of its colleagues to belong to a Trade\nUnion and agrees to bring to the attention of all employees the existence of\nour relationship with the unions in recognised stores.\u003C\u002Fp>\n\n\u003Cp>3.6 The Union will have the facility to explain the value and benefits of\nunion membership to all new colleagues as part of the induction process.\u003C\u002Fp>\n\n\u003Ch2>4. Representation\u003C\u002Fh2>\n\n\u003Cp>4.1 Colleagues of the Company who are members of the Union may be\nelected\u002Fselected as workplace Union representatives to represent Union members\nin accordance with the terms of this Agreement.\u003C\u002Fp>\n\n\u003Cp>4.2 Union representatives will be permanent colleagues and should normally\nhave no less than one year's service with the Company prior to nomination\n(except in the case of new stores).\u003C\u002Fp>\n\n\u003Cp>4.3 The number of Union Representatives in each recognised store will be a\nminimum of two to a maximum of four full-time equivalent, this will be based on\nthe store size and the number of colleagues employed in each store as\nfollows:\u003C\u002Fp>\n\n\u003Cp>- Small stores – (up to 150 colleagues) a maximum of two Union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>- Medium stores – (151 to 300 colleagues) a maximum of three Union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>- Large stores – (301 plus colleagues) a maximum of four Union\nrepresentatives.\u003C\u002Fp>\n\n\u003Cp>4.4 All the representatives must be mutually acceptable to the Union and the\nCompany. The Company will not unreasonably object to the choice of\nrepresentative. In the event that the Company does object to a specific\nnomination, their objection will be put in writing to the Area Organiser\nconcerned. The Area Organiser can challenge the objection, following which a\nmeeting will be held to resolve the matter. Should it be necessary, the matter\nwill be determined by the National Officer and the Business Partner for Human\nResource Store Operations.\u003C\u002Fp>\n\n\u003Cp>4.5 All the representatives must be mutually acceptable to the Union and the\nCompany. The Company will not unreasonably object to the choice of\nrepresentative. In the event that the Company does object to a specific\nnomination their objection will be put in writing to the Area Organiser\nconcerned. The Area Organiser can appeal against the objection, following which\na meeting will be held to resolve the matter. Should it be necessary, the\nmatter will be determined by the National Officer and the Senior Manager for\nRetail Human Resources.\u003C\u002Fp>\n\n\u003Cp>4.6 The Union will provide the Company with names of the representatives\nimmediately after the election has taken place.\u003C\u002Fp>\n\n\u003Cp>4.7 As soon as an employee ceases to be a member of the Union, their\nappointment as Union representative will also cease. \u003C\u002Fp>\n\n\u003Cp>4.8 The parties recognise that it is in the interests of all concerned to\nensure Union representatives receive the very best training and development to\nenable them to carry out their duties in a reasonable and effective way. The\nCompany agrees to provide Union representatives with reasonable paid time off\nto attend training courses, as detailed in Appendix A.\u003C\u002Fp>\n\n\u003Ch2>5. Facilities\u003C\u002Fh2>\n\n\u003Cp>The Company will make facilities available for Union\nrepresentatives\u002Fofficials to carry out their duties and responsibilities under\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>5.1 The Union representatives will be allowed reasonable paid time off to\nconduct Union activities specified in this Agreement.\u003C\u002Fp>\n\n\u003Cp>5.2 The Company will provide Union representatives with a 15 minute section\nat each company induction for the purpose of recruitment, to explain the value\nand benefits of Union membership to all new store colleagues.\u003C\u002Fp>\n\n\u003Cp>5.3 The Company will make the Union representative aware of induction times.\nThe Union will provide seven days' notice to the Store Manager of their\nintention to attend an induction.\u003C\u002Fp>\n\n\u003Cp>5.4 Union representatives requesting time off for Union duties must inform\ntheir duty manager as far as possible in advance of likely length of absence\nand the purpose.\u003C\u002Fp>\n\n\u003Cp>5.5 Should the Company request that such time off be postponed for\noperational reasons the parties will endeavour to agree a suitable alternative.\nNeither party will act unreasonably on the question of postponement.\u003C\u002Fp>\n\n\u003Cp>5.6 The Company will provide Union representatives with the facilities to\ncommunicate with other employees, these will include:\u003C\u002Fp>\n\n\u003Cp>- Union noticeboard. \u003C\u002Fp>\n\n\u003Cp>- Internal mailing system. \u003C\u002Fp>\n\n\u003Cp>- Access to telephones. \u003C\u002Fp>\n\n\u003Cp>- Use of filing cabinet.\u003C\u002Fp>\n\n\u003Cp>5.7 The Union representative will seek agreement from the Store Manager of\nthe content of any Union literature to be displayed or circulated within the\nstore.\u003C\u002Fp>\n\n\u003Cp>5.8 Union representatives will be allowed to receive or make phone calls\napplicable to their roles as Union representatives. Representatives agree to\nuse these facilities responsibly and with due consideration.\u003C\u002Fp>\n\n\u003Cp>5.9 The parties recognise that Union meetings can be mutually beneficial\nwhen held on Company premises. Permission to hold such meetings must be\nobtained in advance from the Store Manager, such permission will not be\nunreasonably withheld.\u003C\u002Fp>\n\n\u003Cp>5.10 The Company will deduct Union subscriptions where authorised through\nthe Company's payroll system. These will be forwarded to the Union on an agreed\nbasis.\u003C\u002Fp>\n\n\u003Ch2>6. Full-Time Officials\u003C\u002Fh2>\n\n\u003Cp>The partners to this Agreement recognise that the Union's full-time official\nmust follow the following procedure when visiting the store for recruitment\npurposes:\u003C\u002Fp>\n\n\u003Cp>- Telephone or write to the Store Manager at least seven days in advance of\nthe planned visit.\u003C\u002Fp>\n\n\u003Cp>- Follow the normal visitors' procedures.\u003C\u002Fp>\n\n\u003Cp>- Visits can be made at any time throughout the 7 days operation, and\nofficials can circulate freely within the Staff restaurant and any other areas\nagreed by the Store Manager, eg the clocking in areas, this must not interfere\nwith the day-to-day operation of the store.\u003C\u002Fp>\n\n\u003Cp>- Visits must not be made for recruitment purposes during busy trading\nperiods, ie Christmas, Easter, Bank Holidays or during a store\nrefurbishment.\u003C\u002Fp>\n\n\u003Ch2>7. New Openings\u003C\u002Fh2>\n\n\u003Cp>7.1 The Union will receive automatic recognition as laid down by the\nAgreement.\u003C\u002Fp>\n\n\u003Cp>7.2 The Union will not visit new stores for the purpose of recruitment until\nthree months after the store has opened, although they may attend induction\nsessions as detailed in Section 5 of this Agreement.\u003C\u002Fp>\n\n\u003Cp>7.3 The Company agrees to provide National Officers with reasonable notice\nof all new store openings.\u003C\u002Fp>\n\n\u003Ch2>8. Union Representative Training and Development\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>8.1 It is agreed the Union will provide training to Union workplace\nrepresentatives, which is appropriate to their role. By agreement, the Company\nwill allow paid time leave in order that this training takes place as detailed\nin Appendix A.\u003C\u002Fp>\n\n\u003Cp>8.2 Workplace representatives will not be allowed to attend Union training\ncourses during peak trading periods (Christmas, Easter, Bank Holidays). Should\nthe Company be unable to release a workplace representative for operational\nreasons, every effort will be made to accommodate them for the next available\ncourse.\u003C\u002Fp>\n\n\u003Cp>8.3 Three Union representatives from each of the six consultative regions\nwill be granted paid time off to attend the Annual Sainsbury's Delegate\nMeeting.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>9. Consultative Structures\u003C\u002Fh2>\n\n\u003Cp>The parties recognise that communication and consultation between the\nCompany and its employees is vital and that a representative trade union has a\nconstructive and effective role to play in the employment relationship. To\nfacilitate that process, joint regional and national consultative structures\nhave been established.\u003C\u002Fp>\n\n\u003Cp>9.1 No more than one representative from a store may be a member of the\nRegional or National Consultative Committee at any one time.\u003C\u002Fp>\n\n\u003Cp>9.2 Representatives to the Regional and National Joint Consultative meetings\nwill be elected every two years.\u003C\u002Fp>\n\n\u003Cp>9.3 The Company will grant paid time off to the Union representatives\nattending consultative meetings.\u003C\u002Fp>\n\n\u003Cp>9.4 Reasonable travel costs and overnight accommodation (where necessary)\nwill be met by the Company.\u003C\u002Fp>\n\n\u003Cp>9.5 Minutes of the Regional and National Consultative meetings will be\ncirculated by the Company to all stores and all Union representatives.\u003C\u002Fp>\n\n\u003Cp>Details of the meetings can be found in Appendix B.\u003C\u002Fp>\n\n\u003Ch2>10. Meetings\u003C\u002Fh2>\n\n\u003Cp>10.1 Three Union representatives from each of the six consultative regions\nwill be granted paid time off to travel to and attend the Annual Sainsbury's\nDelegate Meeting.\u003C\u002Fp>\n\n\u003Cp>10.2 The Company will consider requests for unpaid time off for other Union\nrepresentatives to attend.\u003C\u002Fp>\n\n\u003Cp>10.3 Up to 3 representatives will be given paid time off to attend the\nUnions Annual Delegate Conference.\u003C\u002Fp>\n\n\u003Cp>10.4 Reasonable written notification must be received by the Company from\nthe National Officer at least 4 weeks in advance of the meeting.\u003C\u002Fp>\n\n\u003Cp>10.5 The parties agree that any further requests for time off for\nrepresentatives will be subject to agreement.\u003C\u002Fp>\n\n\u003Ch2>11. Failure to Agree\u003C\u002Fh2>\n\n\u003Cp>The purpose of this procedure is to resolve differences between parties at\nthe earliest stage of procedure. The parties to this Agreement recognise that\ndifferences between them may arise. They will work to resolve these differences\nin the spirit of partnership and the terms of this Agreement until all\nprocedures have been exhausted, no unilateral action will be taken.\u003C\u002Fp>\n\n\u003Cp>Stage 1\u003C\u002Fp>\n\n\u003Cp>Any issues of either an individual or collective nature which cannot be\nresolved by the relevant line manager should be discussed between the Union\nrepresentative and the Store Manager with a view to reaching an agreement.\u003C\u002Fp>\n\n\u003Cp>Stage 2\u003C\u002Fp>\n\n\u003Cp>In the event the matter is not resolved at Stage 1, it will be discussed\nbetween the Regional Business Manager, or designated Senior Store Manager, the\nfull-time official with the involvement of the Regional HR Partner. Under\ncertain circumstances dependent upon the nature of the issue it will be\nacceptable for the Store Manager to discuss the issue with the full-time\nofficial.\u003C\u002Fp>\n\n\u003Cp>Stage 3\u003C\u002Fp>\n\n\u003Cp>If no agreement is reached at this level, the Union's National Officer and\nthe Business Partner for HR Store Operations will be consulted.\u003C\u002Fp>\n\n\u003Cp>Final Stage\u003C\u002Fp>\n\n\u003Cp>If the matter remains unresolved, the parties will refer to ACAS for\nconciliation.\u003C\u002Fp>\n\n\u003Cp>- Having reached agreement, both parties will have an obligation to ensure\nits terms are carried out. \u003C\u002Fp>\n\n\u003Ch2>12. Disciplinary and Appeals Procedure\u003C\u002Fh2>\n\n\u003Cp>The parties agree that an effective disciplinary and appeals procedure is\nnecessary for promoting employment relations and fairness in the treatment of\nindividuals. It is unlikely that any store or disciplinary rules can cover all\ncircumstances that may arise, however, it is essential that certain standards\nor performance be maintained to protect the efficient running of the Company\nand wellbeing of all its colleagues. The procedure is designed to help and\nencourage all colleagues to achieve and maintain appropriate standards of\nconduct, attendance and job performance. The disciplinary and appeals procedure\nwill be in the Employee Handbook and will be available from the Personnel\nDepartment within each store.\u003C\u002Fp>\n\n\u003Ch2>13. Fair Treatment Procedure\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sexualhar\">\u003Cp>The Company recognises that from time to time employees may have a grievance\nor complaint about their employment. The Company policy is to help an\nindividual who has a complaint get it sorted fairly, confidentially and\nwherever possible, locally and informally. The parties of the Agreement\nrecognise that all employees have the right to a working environment free from\nbullying and harassment and regard any such conduct as a serious and\nunacceptable form of behaviour. Such behaviour will be regarded as a serious\ndisciplinary offence warranting, where appropriate, summary dismissal. The Fair\nTreatment procedure will be in the Employee Handbook and will be available from\nthe Personnel Department within each store.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>14. Equal Opportunities\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>The parties to this Agreement are committed to the development of positive\npolicies to promote equal opportunities in employment regardless of a\ncolleague's sex, marital status (nee), colour, race, ethnic origins,\ndisability, trade union membership or sexual orientation. This principle will\napply in respect of all conditions of work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cp>14.1 The Company encourages training and development of all colleagues and\nprovides promotion opportunities equally to those colleagues looking for\nadvancement. The Union pledges its full support of this activity.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>14.2 If a colleague considers that he or she may be subject to unequal\ntreatment, then he or she may make a complaint, which will be dealt with\nthrough the agreed Fair Treatment procedure.\u003C\u002Fp>\n\n\u003Ch2>15. Health and Safety\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Both parties recognise their joint responsibility for Health and Safety at\nWork and the necessity for having an effective and comprehensive Health and\nSafety Policy.\u003C\u002Fp>\n\n\u003Cp>The procedures laid down in the Health and Safety at Work Act will be\nadhered to:\u003C\u002Fp>\n\n\u003Cp>- A designated Health and Safety Representative will be appointed by the\nUnion in each store.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>- working hours to perform their duties and also undergo any such training\nas may be agreed by the Company and the Union.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>16. Amendment\u002FTermination\u003C\u002Fh2>\n\n\u003Cp>- One month's notice will be given in writing to amend any clause in this\nAgreement.\u003C\u002Fp>\n\n\u003Cp>- Six months' notice in writing will be given to terminate this\nAgreement.\u003C\u002Fp>\n\n\u003Ch2>17. Date of Operation\u003C\u002Fh2>\n\n\u003Cp>This Agreement will be operative from 14 November 2001 and will supersede\nany previous Agreement. \u003C\u002Fp>\n\n\u003Cp>Signed for on behalf of Sainsbury's Supermarkets Limited _______ John\nAdshead - Director \u003C\u002Fp>\n\n\u003Cp>Signed on behalf of the Usdaw Union __________________________ John Hannett\n– Deputy General Secretary \u003C\u002Fp>\n\n\u003Cp>******************************\u003C\u002Fp>\n\n\u003Cp>Appendix A\u003C\u002Fp>\n\n\u003Cp>Introduction\u003C\u002Fp>\n\n\u003Cp>These arrangements for training are intended to provide Usdaw shop stewards\nwith a systematic programme to support them in their role. The training is\nseparated into the following parts:\u003C\u002Fp>\n\n\u003Cp>1. Initial briefing for new shop stewards. 2. Introductory training course.\n3. Follow On training. 4. Specialist training. 5. Access to Company skills\ntraining. 6. Support for informal learning\u003C\u002Fp>\n\n\u003Cp>Training for Safety Representatives is covered in a separate paper.\u003C\u002Fp>\n\n\u003Cp>Principles for Training\u003C\u002Fp>\n\n\u003Cp>- It is primarily the responsibility of Usdaw to train its representatives,\nthough the Company must also play its role.\u003C\u002Fp>\n\n\u003Cp>- Training should be ongoing, flexible and based around participative\nlearning.\u003C\u002Fp>\n\n\u003Cp>- Attendance on Company skills training courses is supplementary to and does\nnot replace Usdaw's training.\u003C\u002Fp>\n\n\u003Cp>1. Initial Briefing for New Shop Stewards\u003C\u002Fp>\n\n\u003Cp>This briefing introduces a new representative to the role of the shop\nsteward, the importance of constructive industrial relations and the support,\ntraining and assistance available to the shop steward.\u003C\u002Fp>\n\n\u003Cp>More specifically, the briefing will cover the following topics:\u003C\u002Fp>\n\n\u003Cp>Knowledge\u003C\u002Fp>\n\n\u003Cp>- The relationship between the manager and the shop steward.\u003C\u002Fp>\n\n\u003Cp>- The shop steward's pack.\u003C\u002Fp>\n\n\u003Cp>- The role of the representative in.\u003C\u002Fp>\n\n\u003Cp>- Representation.\u003C\u002Fp>\n\n\u003Cp>- Advice and Communication.\u003C\u002Fp>\n\n\u003Cp>- Recruitment.\u003C\u002Fp>\n\n\u003Cp>- The support and assistance available.\u003C\u002Fp>\n\n\u003Cp>- The facilities available for the shop steward.\u003C\u002Fp>\n\n\u003Cp>- Future training and support.\u003C\u002Fp>\n\n\u003Cp>Skills\u003C\u002Fp>\n\n\u003Cp>- Gathering and recording information.\u003C\u002Fp>\n\n\u003Cp>- Listening.\u003C\u002Fp>\n\n\u003Cp>Attributes\u003C\u002Fp>\n\n\u003Cp>- Open and honest approach to the role.\u003C\u002Fp>\n\n\u003Cp>- Trustworthy and approachable.\u003C\u002Fp>\n\n\u003Cp>- Working together with the store manager.\u003C\u002Fp>\n\n\u003Cp>- Equal opportunities.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The briefing will take place on-site as soon as possible after election and\nwill last up to four hours. The briefing will be taken by the Usdaw Area\nOrganiser with the store manager attending for the discussion about the\nrelationship between the manager and the shop steward.\u003C\u002Fp>\n\n\u003Cp>2. Introductory Training Course\u003C\u002Fp>\n\n\u003Cp>This course will concentrate on helping Union representatives to represent\nmembers in the procedures, to recruit members, to develop better working\nrelationships with members, other officials and managers and, finally, to\ndevelop a better understanding of trade union aims and values.\u003C\u002Fp>\n\n\u003Cp>The emphasis is on developing the representatives' confidence and supporting\nthe representatives in their role within the store context.\u003C\u002Fp>\n\n\u003Cp>Knowledge\u003C\u002Fp>\n\n\u003Cp>- The role of representative.\u003C\u002Fp>\n\n\u003Cp>- Grievance and disciplinary procedures.\u003C\u002Fp>\n\n\u003Cp>- Union aims and values.\u003C\u002Fp>\n\n\u003Cp>- Union services and benefits.\u003C\u002Fp>\n\n\u003Cp>- Basic Union\u002FCompany structures.\u003C\u002Fp>\n\n\u003Cp>- Contracts and sources of information.\u003C\u002Fp>\n\n\u003Cp>- Recruiting.\u003C\u002Fp>\n\n\u003Cp>- Developing working relationships with members, managers and officials.\u003C\u002Fp>\n\n\u003Cp>Skills\u003C\u002Fp>\n\n\u003Cp>- Interviewing members.\u003C\u002Fp>\n\n\u003Cp>- Note taking and recording information.\u003C\u002Fp>\n\n\u003Cp>- Meeting skills (one to one, small groups).\u003C\u002Fp>\n\n\u003Cp>- Listening skills.\u003C\u002Fp>\n\n\u003Cp>- Feedback\u002Freporting skills (one to one, small groups).\u003C\u002Fp>\n\n\u003Cp>- Advocacy\u002Frepresentation.\u003C\u002Fp>\n\n\u003Cp>- Locating and assessing information.\u003C\u002Fp>\n\n\u003Cp>- Extracting key points from documents and statements.\u003C\u002Fp>\n\n\u003Cp>- A methodical approach.\u003C\u002Fp>\n\n\u003Cp>Attributes\u003C\u002Fp>\n\n\u003Cp>- Open, honest, credible and confident approach that is assertive but not\naggressive.\u003C\u002Fp>\n\n\u003Cp>- Equal opportunities for all.\u003C\u002Fp>\n\n\u003Cp>3. Follow On Training Course\u003C\u002Fp>\n\n\u003Cp>This course aims to focus on helping Union representatives to re-cap on\nrepresentational matters, to develop recruiting and presentational skills (with\nan emphasis on using the Induction session), to develop their ability to\nparticipate in Sainsbury or Usdaw structures and finally to develop an\nunderstanding of the equal opportunities, financial and legal context in which\nthe Company operates.\u003C\u002Fp>\n\n\u003Cp>There is greater emphasis on the wider context in which store matters take\nplace.\u003C\u002Fp>\n\n\u003Cp>Knowledge\u003C\u002Fp>\n\n\u003Cp>- A re-cap on procedures.\u003C\u002Fp>\n\n\u003Cp>- Speaking skills and running indications.\u003C\u002Fp>\n\n\u003Cp>- Meeting management\u002Fnegotiating skills.\u003C\u002Fp>\n\n\u003Cp>- Harassment\u002Fbullying and equal opportunities issues and procedures.\u003C\u002Fp>\n\n\u003Cp>- Sainsbury\u002FUsdaw structures.\u003C\u002Fp>\n\n\u003Cp>- Financial and sector awareness.\u003C\u002Fp>\n\n\u003Cp>- Company\u002FUsdaw structure.\u003C\u002Fp>\n\n\u003Cp>- An introduction to employment law (in particular dismissal).\u003C\u002Fp>\n\n\u003Cp>Skills\u003C\u002Fp>\n\n\u003Cp>- Skills needed to run induction sessions and meeting skills.\u003C\u002Fp>\n\n\u003Cp>- Presentational skills for groups, using video equipment and other aids.\u003C\u002Fp>\n\n\u003Cp>- Extracting information from complex documents.\u003C\u002Fp>\n\n\u003Cp>- Developing reporting and committee skills.\u003C\u002Fp>\n\n\u003Cp>Attributes\u003C\u002Fp>\n\n\u003Cp>- Reinforcing the attributes covered on the introductory course.\u003C\u002Fp>\n\n\u003Cp>- Promoting equal opportunities for all.\u003C\u002Fp>\n\n\u003Cp>4. Specialist Training\u003C\u002Fp>\n\n\u003Cp>More experienced shop stewards will require ad hoc training to meet specific\nneeds. Such training could include:\u003C\u002Fp>\n\n\u003Cp>- Usdaw annual summer school.\u003C\u002Fp>\n\n\u003Cp>- Usdaw training for branch officers.\u003C\u002Fp>\n\n\u003Cp>- Usdaw\u002FTUC training on specific subjects such as changes to employment law,\nequal opportunities, etc.\u003C\u002Fp>\n\n\u003Cp>- TUC summer schools.\u003C\u002Fp>\n\n\u003Cp>Additionally, Usdaw will provide opportunities for members and shop stewards\nto attend specialist weekend courses organised by local Federations.\u003C\u002Fp>\n\n\u003Cp>5. Access to Company Skills Training\u003C\u002Fp>\n\n\u003Cp>Training provided by the Company may be useful for Usdaw shop stewards. This\ncould include modular sessions covering:\u003C\u002Fp>\n\n\u003Cp>- Influencing skills.\u003C\u002Fp>\n\n\u003Cp>- Problem solving.\u003C\u002Fp>\n\n\u003Cp>- Decision making.\u003C\u002Fp>\n\n\u003Cp>- Team building.\u003C\u002Fp>\n\n\u003Cp>- Effective meetings.\u003C\u002Fp>\n\n\u003Cp>- Communication skills.\u003C\u002Fp>\n\n\u003Cp>Such training is intended to supplement and not replace training provided by\nUsdaw.\u003C\u002Fp>\n\n\u003Cp>6. Support for Informal Learning\u003C\u002Fp>\n\n\u003Cp>Learning not only takes place on formal courses but also through\nopportunities to share knowledge and experience with other representatives.\nThis informal learning helps the new and not so new representatives pick up the\nskills and knowledge needed to be well versed Union representatives. The\nfollowing examples of good practice have been identified as opportunities for\ninformal learning.\u003C\u002Fp>\n\n\u003Cp>Shadowing Experienced Representatives\u003C\u002Fp>\n\n\u003Cp>A newly appointed representative can learn a lot from shadowing a more\nexperienced representative. This would mean shadowing the experienced\nrepresentative during a number of separate activities. These would include:\u003C\u002Fp>\n\n\u003Cp>- Interviewing a member.\u003C\u002Fp>\n\n\u003Cp>- Recruiting members.\u003C\u002Fp>\n\n\u003Cp>- Attending a grievance hearing.\u003C\u002Fp>\n\n\u003Cp>- Attending a disciplinary hearing.\u003C\u002Fp>\n\n\u003Cp>- Seeking the answer to a query.\u003C\u002Fp>\n\n\u003Cp>Sitting In\u002FShadowing Induction\u003C\u002Fp>\n\n\u003Cp>The newly appointed representative can attend induction sessions with an\nexperienced representative or an Area Organiser. There should be time before\nand after the session to discuss what will happen and to debrief.\u003C\u002Fp>\n\n\u003Cp>Representatives' Meeting Once a Month\u003C\u002Fp>\n\n\u003Cp>Meeting other representatives gives opportunities to learn from each other's\nexperience. This meeting would involve all the representatives in a store. It\nwould provide an opportunity to share experience and review current practice.\nThe agenda would include the following:\u003C\u002Fp>\n\n\u003Cp>- Review of Action Points from previous meeting.\u003C\u002Fp>\n\n\u003Cp>- Enquiries and current issues.\u003C\u002Fp>\n\n\u003Cp>- Problems dealt with (grievance, discipline, etc).\u003C\u002Fp>\n\n\u003Cp>- Report from meetings with management.\u003C\u002Fp>\n\n\u003Cp>- Recruitment progress.\u003C\u002Fp>\n\n\u003Cp>- Any other business.\u003C\u002Fp>\n\n\u003Cp>- Action points.\u003C\u002Fp>\n\n\u003Cp>Meeting with Regional Representatives\u003C\u002Fp>\n\n\u003Cp>There will be an opportunity for new representatives to meet with regional\nrepresentatives. \u003C\u002Fp>\n\n\u003Cp>***************************\u003C\u002Fp>\n\n\u003Cp>Appendix B\u003C\u002Fp>\n\n\u003Cp>Regional Consultative Structure\u003C\u002Fp>\n\n\u003Cp>Framework\u003C\u002Fp>\n\n\u003Cp>- The regional consultative structures will consist of six regions.\u003C\u002Fp>\n\n\u003Cp>- They will meet three times a year.\u003C\u002Fp>\n\n\u003Cp>- One Union representative from each store will attend a Union only meeting\nto discuss and prepare an agenda for the joint meeting.\u003C\u002Fp>\n\n\u003Cp>- The agenda will be submitted at least two weeks in advance of the joint\nmeeting.\u003C\u002Fp>\n\n\u003Cp>- Joint Company meeting.\u003C\u002Fp>\n\n\u003Cp>Attendees\u003C\u002Fp>\n\n\u003Cp>Regional Business Manager. Regional Human Resource partner. Full-time Union\nofficial. Six Union representatives per region.\u003C\u002Fp>\n\n\u003Cp>Format of the Meeting\u003C\u002Fp>\n\n\u003Cp>Business Review. \u003C\u002Fp>\n\n\u003Cp>Business Activity. \u003C\u002Fp>\n\n\u003Cp>People Activity. \u003C\u002Fp>\n\n\u003Cp>- Resourcing. \u003C\u002Fp>\n\n\u003Cp>- Training. \u003C\u002Fp>\n\n\u003Cp>- Culture. \u003C\u002Fp>\n\n\u003Cp>- Policies.\u003C\u002Fp>\n\n\u003Cp>T&G discussion items\u002Ftabled in advance communication of agreed agenda\nitems.\u003C\u002Fp>\n\n\u003Cp>National Consultative Structure\u003C\u002Fp>\n\n\u003Cp>Framework\u003C\u002Fp>\n\n\u003Cp>- Two meetings per year, March and October.\u003C\u002Fp>\n\n\u003Cp>- Union only meeting prior to joint meeting.\u003C\u002Fp>\n\n\u003Cp>- The agenda will be submitted at least four weeks in advance of the joint\nmeeting.\u003C\u002Fp>\n\n\u003Cp>Attendees\u003C\u002Fp>\n\n\u003Cp>- Senior Manager, Retail Operations.\u003C\u002Fp>\n\n\u003Cp>- Senior Manager, Human Resource Retail.\u003C\u002Fp>\n\n\u003Cp>- National Officer.\u003C\u002Fp>\n\n\u003Cp>- Area Organiser x 1.\u003C\u002Fp>\n\n\u003Cp>- Twelve Regional Union Representatives (must include Rep from Northern\nIreland). \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\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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"sexualhar":44,"healthandsafetypolicy":48,"discrimination":52,"violence":56,"TRAINING_trigger":58,"healthandsafetytraining":62},{"bindId":45,"name":46,"text":47},"sexualhar","The Company recognises that from time to","The Company recognises that from time to time employees may have a grievance\nor complaint about their employment. The Company policy is to help an\nindividual who has a complaint get it sorted fairly, confidentially and\nwherever possible, locally and informally. The parties of the Agreement\nrecognise that all employees have the right to a working environment free from\nbullying and harassment and regard any such conduct as a serious and\nunacceptable form of behaviour. Such behaviour will be regarded as a serious\ndisciplinary offence warranting, where appropriate, summary dismissal. The Fair\nTreatment procedure will be in the Employee Handbook and will be available from\nthe Personnel Department within each store.",{"bindId":49,"name":50,"text":51},"healthandsafetypolicy","Both parties recognise their joint respo","Both parties recognise their joint responsibility for Health and Safety at\nWork and the necessity for having an effective and comprehensive Health and\nSafety Policy.\n\nThe procedures laid down in the Health and Safety at Work Act will be\nadhered to:\n\n- A designated Health and Safety Representative will be appointed by the\nUnion in each store.\n\n- working hours to perform their duties and also undergo any such training\nas may be agreed by the Company and the Union.",{"bindId":53,"name":54,"text":55},"discrimination","The parties to this Agreement are commit","The parties to this Agreement are committed to the development of positive\npolicies to promote equal opportunities in employment regardless of a\ncolleague's sex, marital status (nee), colour, race, ethnic origins,\ndisability, trade union membership or sexual orientation. This principle will\napply in respect of all conditions of work.",{"bindId":57,"name":46,"text":47},"violence",{"bindId":59,"name":60,"text":61},"TRAINING_trigger","8.1 It is agreed the Union will provide ","8.1 It is agreed the Union will provide training to Union workplace\nrepresentatives, which is appropriate to their role. By agreement, the Company\nwill allow paid time leave in order that this training takes place as detailed\nin Appendix A.\n\n8.2 Workplace representatives will not be allowed to attend Union training\ncourses during peak trading periods (Christmas, Easter, Bank Holidays). Should\nthe Company be unable to release a workplace representative for operational\nreasons, every effort will be made to accommodate them for the next available\ncourse.\n\n8.3 Three Union representatives from each of the six consultative regions\nwill be granted paid time off to attend the Annual Sainsbury's Delegate\nMeeting.",{"bindId":63,"name":64,"text":65},"healthandsafetytraining","- working hours to perform their duties ","- working hours to perform their duties and also undergo any such training\nas may be agreed by the Company and the Union.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>GBR Sainsbury s Supermarkets Limited - 2001\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2001-11-14\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: → 2001-11-14\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                        Sainsbury's Supermarkets Limited\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",[71],{"title":37,"slug":33},[73],{"type":74,"data":75},"call_to_action_body_block",{"title":76,"description":77,"variant":78,"link":79},"Compare Collective Agreements","Compare the articles of the Collective Agreements from the UK across sectors, topics and countries","dark",{"title":76,"url":80,"description":76,"rel":81,"type":82},"\u002Fen-gb\u002Fwork-in-uk\u002Fcollective-bargaining-agreement\u002Fcompare-collective-agreements","follow","internal",[84],{"type":74,"data":85},{"title":76,"description":77,"variant":78,"link":86},{"title":76,"url":80,"description":76,"rel":81,"type":82},[]]