Procedure overview
We believe that all our employees should have fair treatment and respect.
There may be occasions where groups of employees are unhappy with matters concerning their employment.
This policy supports the resolution of issues in a timely and open manner.
The parties to this procedure are Lincolnshire County Council and our recognised trade unions.
Principles
This procedure aims to:
- define what a collective dispute is
- give managers and employees a straightforward process to follow
- resolve collective disputes and achieve a mutual solution
- ensure that managers are aware of and have support to resolve issues as soon as possible
- ensure that all parties have the opportunity to state their case
Status Quo
Once a dispute is registered at stage 2, the 'Status Quo' applies to employees involved.
This means that there will be no:
- changes to pay
- conditions of service
- working practices
There will be no industrial action. This includes strike action or action short of a strike.
These requirements will remain until a resolution of the dispute occurs, or the procedure is exhausted.
What does Status Quo mean?
Status quo means we should not be changing pay, conditions of service, or deviating from the path that is already in place.
This does not mean stop – it is not the same as a standstill period.
All parties must work collectively to attend meetings as a matter of priority. Therefore, it would be expected that the whole process will be exhausted within a maximum of six weeks from submission of stage one.
Where it is perceived there is an unreasonable delay from the management or trade union side, the appropriate assistant director or trade union representative can request in writing that the ‘status quo’ provision is either extended or lifted respectively.
The assistant director – Human Resources and Organisational Support (or nominated deputy in their absence) will be responsible for considering such requests.
