THE TRADE UNIONS

In time of Industrial Revolution the worker society didn’t have any kind of duty in work. They worked in factories and mines in very bad conditions, but at that time the creation of Trade Unions set a time of change.

The Trade Unions of the United Kingdom were decriminalised under the recommendation of a Royal Commission in 1867, but finally in 1871 was completely legalized to defend the duties of the workers.

The number of members of the Trade Unions in the United Kingdom were 7, 3 millions in 2000.

Contract of employment

Everybody at work has a contract, originate by the agreement of one person to make the work for other person at a wage. In the contract, it is considered the freedom of strike, however, the British legislation points different duties (minimum wage, health and security…) applied to those considered “worker”. A worker is someone with a contract to make the job, unlike the employers, who obtain more duties (eg basic job security, flexible time for child care, national insurance) and a written statement of his contract.

Wages and working time

The National Minimum Wage Act 1998 of the new Labour Government in the actually is of £ 5.73 per hour for adult workers. The application responsibility of minimum wage is based on a policy of publicity and HM Revenue and Customs inspectors. In the same way, the tax credits to fight against poverty where the workers can show that they fall inside an specific social class.

Job security

The Law of work dutes from 1996, it specifies three events to sack someone:

• The employer finished his contract
• A time-limited contract expires and is not renewed
• The employer’s conduct allows the employee to terminate the contract

Someone who has been sacked in unfairly form has the duty of a legaly or further compensation for financial lost.

Reasons recognised as being fare are stated in Employment Rights Act 1996:

• Capacity or qualifications of the employer to realize the job which he was employed to make.
• Conduct of the employee
• The retirement of the employer
• The emplloyee was rebundant
• Some other reason to justify the dismissal of an employee holding his position
• The employee couldn’t continue working in the same position without contravention of a duty or restriction imposed by or under an enactment.

The buss of the employer has to continue the same way of legal sack:

• Specify the reasons
• Organized a meeting for confirmation all the writing process