Works council representative role profile form template3 min read
A Works council representative role profile outlines the responsibilities and requirements for a position that represents employees in company decision-making processes.
What is a Works council representative role profile form?
A Works Council Representative role profile typically refers to the job description, duties, and responsibilities of an employee who serves as a representative for a Works Council in an organisation.
A Works Council is a body that represents the interests of employees in the workplace, and provides a forum for consultation and negotiation between the employer and employees on matters such as working conditions, pay and benefits, training and development, health and safety, and other employment-related issues.
The role of the Works Council Representative is to act as a spokesperson for the Council and to represent the views and interests of employees to management. They may be responsible for liaising with other employee representatives, communicating with employees about Council activities and decisions, participating in Council meetings and negotiations, and promoting the Council's objectives and activities.
The specific duties and responsibilities of a Works Council Representative will depend on the size and complexity of the organisation, as well as the scope of the Council's activities. They may be required to undertake training, attend conferences and meetings, and engage in other activities to promote the interests of employees and the Council.
What legal and best practice aspects should employers be aware of?
Here are some key UK employment legislation related to the implementation of a Works Council Representative role profile:
- Trade Union and Labour Relations (Consolidation) Act 1992: This legislation sets out the legal framework for the establishment of Works Councils in the UK. It also outlines the rights and responsibilities of both employers and employee representatives in relation to Works Councils.
- Employment Rights Act 1996: This Act establishes the rights of employee representatives to receive information from their employer on matters that may affect their members, such as changes in working conditions, redundancies, or business reorganizations.
- Equality Act 2010: This Act prohibits discrimination on the basis of protected characteristics, such as age, gender, race, disability, and religion or belief. It is important to ensure that the Works Council Representative role profile does not discriminate against any particular group of employees.
- Data Protection Act 2018: This Act sets out the rules for processing personal data, including employee data. It is important to ensure that the Works Council Representative role profile complies with these rules.
- General Data Protection Regulation (GDPR): This regulation sets out the EU-wide rules for data protection, including the processing of personal data. As the UK is no longer part of the EU, GDPR has been incorporated into UK law via the Data Protection Act 2018.
- Health and Safety at Work Act 1974: This Act places a duty on employers to ensure the health, safety, and welfare of their employees. It is important to ensure that the Works Council Representative role profile takes account of health and safety issues.
- Working Time Regulations 1998: These regulations set out the rules on working time, including maximum working hours, rest breaks, and annual leave. It is important to ensure that the Works Council Representative role profile complies with these rules.
- Trade Union and Labour Relations (Amendment) Regulations 2021: These regulations introduce some changes to the legal framework for Works Councils in the UK, including the requirement for employers to consult with employee representatives on a wider range of issues, such as pay and benefits, and the ability for employee representatives to request training.
Works council representative role profile
To help employees to feel that they have a voice and have regular access to senior management, and help improve levels of trust in the organisation, minimise rumours and misunderstanding, improve decision making and ultimately organisational performance, by helping to implementing positive change and improve motivation/engagement.
- To assist the organisation to answer key Company-related questions from employees (that can't be answered through team meetings or by local management).
- To provide a useful platform for senior managers to seek staff views on policies/change to working practices etc.
- To suggest and help develop programs, actions and events that specifically support our mission and core values and for improving employee wellbeing, such as perks/benefits, social activities, work/life balance.
- To assist with selecting recognition scheme winners.
Competence (Qualifications, Knowledge, Experience, Skills)
- Hold a vested interest in improving employee, team and organisational effectiveness.
- Have a commitment to aid the development of employees.
- Confidently able to effectively represent a Constituency.
- Be a problem solver, expected to suggest solutions to challenges raised by Constituents.
- Communicate decisions arising from the Works Council to a Constituency in a timely and efficient manner.
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