On 19 April 2016, the House of Lords debated the Trade Union Bill. The Government confirmed that having listened to criticisms of the plan to abolish check off in the public sector (deducting unions subscriptions from pay) it had decided in principle that checkoff should continue, but subject to certain conditions. On 25 April 2016, the Lords voted in favour of a Government amendment to Clause 14 which now provides that a relevant public sector employer may make deductions from its workers’ wages in respect of trade union subscriptions only if:
(a) those workers have the option to pay their trade union subscriptions by other means; and,
(b) arrangements have been made for the union to make reasonable payments to the employer in respect of the making of the deductions.
Payments are “reasonable” for the purposes of (b) if the employer is satisfied that the total amount of the payments is substantially equivalent to the total cost to public funds of making the deductions. The Bill now goes back to the House of Commons.
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The aim is to provide summary information and comment on the subject areas covered. In particular, where employment tribunal and appellate court cases are reported, the information does not set out full details of all the facts, the legal arguments presented by the parties and the judgments made in every aspect of the case. Click on the links provided to access full details. If no link is provided contact us for further information. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.