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UNION STATEMENT

Our Aims

AHSCP Union exists to fulfil the following aims for its members:

  • To raise staff morale and productivity by improving workplace culture

  • To provide coaching support for improved mental health and work-related stress management

  • To offer access to personalised support for work-related complaints

  • To strengthen employee / employer relations

  • To tackle the taboos of bullying and harassment

  • To promote employee activism and workplace advocacy

  • To facilitate peer networking and support

Governance

AHSCP Union operates in collaboration with AEAhsc but is governed independently. The governance of AHSCP Union is overseen by an executive committee comprising of health and social care professionals in various capacities and is answerable to all members. The executive committee engages with members using numerous informative and consultative procedures and takes actions on behalf the union and for its members using an elective process.

Freedom to Speak Up Guardianship

AHSCP Union participates in the Freedom to Speak Up scheme and its executive committee functions as one unit to fulfil the role of a Freedom to Speak Up Guardian. The aim of this participation is to reinforce the union's commitment to openly addressing the issues which affect professionals and their service users. It is also to benefit directly from the various resources and information provided by the National Guardian's Office.

 

Legislation

The description of this union is written in accordance with the Trade Union and Labour Relations (Consolidation) Act 1992 (TULRC), and other employment-related legislation. The term ‘section’ throughout is always with reference to the TULRC; other legislations with be explicitly noted.

 

Function and Legal Status

AHSCP Union is a membership of workers of one or more descriptions within the health and social care (HSC) sector and exists solely for the regulation of relations between these workers and their employers as defined by section 1(a). This union operates in collaboration with AEAhsc in direct response to HSC professionals seeking a specifically personalised form of advocacy support during dispute engagement with their employer in addition to the usual services of traditional trade unions.

 

AHSCP Union is an independent organisation as defined by section 1(a). In accordance with section 5, this organisation is independent as it is not under the control of an employer or group of employers, nor is it subject to interference from employers or any such organisation.

 

In accordance with section 10, AHSCP Union is an unincorporated (i.e. not a registered company, friendly society or co-operative) and quasi-corporate body. This organisation can therefore-

  1. make contracts;

  2. can sue or be sued in its own name; and

  3. can have proceedings for an alleged offence brought against it or its representative.

 

Membership

Application for membership to AHSCP Union is open to any clinical or non-clinical health and social care professional in the public sector in London and surrounding areas. Union members will be entitled to a discount in accordance with their membership level when procuring certain benefits.  AHSCP Union members will benefit from collective bargaining rights under common law, European Convention on Human Rights Article 11 and Universal Declaration of Human Rights Article 23. AHSCP Union membership also legally entitles members to be accompanied by AHSCP Union representatives to grievance or disciplinary meetings under the Employee Relations Act 1999 Section 10.

 

Recognition

As with all unions, AHSCP Union must be formally recognised by an employer in order to engage with them on its members’ behalf. The union will request recognition in writing and the employer has 10 days to respond. If recognition is granted voluntarily, AHSCP Union will be allowed to interact with the employer under TULRC. If the employer (which has 21+ employees) refuses, AHSCP Union will apply to the Central Arbitration Committee for statutory recognition in accordance with Schedule A1 of TULRC. For employers with less than 21 employees, recognition can only voluntary.