Section 3 of the CASA Code of Conduct aims to improve relations between employers and unions by providing advice to trade unionists and members who wish to perform duties, training or carrying out union activities on how to agree on paid and unpaid leave. The Code underlines the fact that employers and trade unions are jointly responsible for establishing mutually beneficial specific agreements that infer the operation of the leave period for trade union activities and duties. CASA recognizes the need for different leave provisions: in addition to the CASA Code of Conduct, employers and workers can refer to discipline and complaints in the workplace: the CASA guide, which contains non-legal guidelines on the discipline and management of workplace complaints. This section provides employers and workers with advice on the flexibility of processing requirements. All workers have the legal right to apply for flexible hours after 26 weeks of employment. However, you can only apply once over a 12-month period. When applying for flexible work, workers should follow the provisions of the code, including: for employers, we offer specific advice and support through our labour law assistance and staff policy development advice. However, on July 29, the transaction agreements came into force under the Enterprise Reform and Regulatory Reform Act 2013. In order to allow confidential interviews between the employer and the worker, to agree on conditions of termination of the person`s employment and to prevent the content of these interviews from being used in an unjustified right of dismissal in the courts, the transaction contract is a legally binding contract between the two parties.
Employers are not required to accept a worker`s request for flexible hours. However, they should do everything in their power to review and process the application in accordance with the provisions of the CASA Code of Conduct, which include: d. creating an environment that severely penalizes staff during the process. Examples (individual or cumulative) may include: meeting with night workers during the day; meets in uncomfortable or remote places; Lack of publicity at meetings not to provide a copy of the proposed comparison at an early stage.  If it is not possible to reach an agreement, it is up to the employer to decide how best to deal with the situation afterwards. For example, launching a performance management process, conduct procedure, disciplinary procedure or mediation. An employee could make a complaint, but the most important thing is that none of the agreement discussions can be used or can be mentioned in measures that choose either employees or employers. The two elements of confidentiality and elimination of remedies lead Thompson to conclude that the guidelines contained in the Code of Conduct are essential to ensure fair play in a way that is simply not the case in other code situations.