6.7 It was agreed that until these procedures were exhausted, there could be no work stoppage or other forms of union action and, in the case of an amendment, this amendment generally does not take place, i.e. the continuation (or return) of the existing practice or agreement before the amendments that led to the dispute. Except in very specific cases where the Vice-Chancellor believes that the continuation of the status quo would have serious, immediate and adverse consequences for health and safety, or for the educational or financial activities of the university, if he followed the necessary measures. If NEU can prove that more than 50% of employees are members, a ACC tribunal will generally automatically grant recognition. If otherwise or if there are doubts as to whether these members wish recognition of the NEW, a ACC tribunal may order the vote of the workers` group. In this case, a majority of the group must vote in support, and that majority must represent at least 40% of the group for recognition to be granted. (a) he or she resigns from the trade union mission for which recognition and institutions have been granted; 4.4.1 Unions are responsible for royalties and charges for items mentioned in points 4.4 (a), b) and c) above. Data on the date, time and duration are provided to the relevant supervisor, who can consult with the appropriate delegate in the human resources department and/or the delegated representative. 3.9 Both the university and its recognized unions recognize that the provisions of this agreement have an obligation to organize the consideration of the issues raised as quickly as possible. 3.6 This section of the agreement covers the provisions of Article 178 of the Trade Union and Labour Relations (Consolidation) 1992, as amended by subsequent legislation. Issues to be addressed in collective bargaining between university management and staff are the following, some of which fall within a national framework: note that there may be voluntary agreements, even if the union has initiated the legal process – see voluntary recognition as part of the legal process.
4.2 The university recognises the important and necessary role of union representatives and will grant representatives of recognized trade unions leave for the following tasks: 3.3 The university as an employer and its recognized unions are working together to establish a university system of labour relations operating at all levels within the organisation, on the basis of cooperation of key characteristics, teamwork, transparency and mutual respect. 1.1 This agreement between the university and its recognized unions (collectively referred to as “parties” in this document) is mentioned in point 2.1 below, and applies to all employees of the University of Bath, paid on nationally negotiated wage scales through the Joint Council for the Negotiation of University Staff (JNCHES).