Employees have a right to choose whether or not to join a union, or to resign from a union. An employer cannot influence an employee’s decision to join a union. You cannot threaten or make life difficult for an employee who chooses to join a union, or discriminate against employing someone because of union membership. Likewise, union members cannot intimidate non-members.
Any group of employees can set up and register as a union, providing there are at least 15 members.
Allow unions to represent their members in relation to any matter involving the members' collective employment interests, and allow them to negotiate collective agreements. Unions may also represent a member on individual employment issues where the member authorises the union to do so.
Allow a union to access your workplace if union members, or perspective union members, work there. However, union representatives must seek your permission beforehand, which you cannot unreasonably withhold. They also must notify you of the reason for entry, act reasonably, enter at reasonable times, and comply with any procedures. If you decide not to grant access you must put your reason in writing no later than one day after your decision.
Both you and the union must act in good faith to agree on a time for union meetings that suits both of you. The union must give you at least 14 days' notice of the date and time of any union meeting. They must supply you with a list of members who attended a union meeting as well as advising you of the length of the meeting.
You must allow union members to attend at least two union meetings of up to two hours each, every year. If the meeting is held during normal work hours, you must pay your employees as usual. Note that the union is required to make arrangements with you to ensure that your business is maintained during any union meeting.
You cannot deduct wages or salaries from employees who attend workplace discussions with union representatives
Recognise the benefits in dealing with unions. For example, instead of negotiating about pay and conditions with each employee, you could reach a collective agreement with a union which covers many employees.
Be open towards unions; they have a role in supporting your staff.