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Union Learning Reps (ULRs)

A union learning representative (ULR) is a member of an independent trade union, recognised by their employer, and elected by their union in the workplace.

What do ULRs do?

ULRs have been instrumental in championing the importance of training and development. ULRs work very hard to boost the image and strengthen the organisation of their union within the workplace. They can help widen union membership across the board and in underrepresented groups such as migrant workers.

The ULR role involves:

  • Promoting the value of learning
  • Supporting learners
  • Arranging learning/training
  • Supporting workplace learning centres to embed learning in the workplace
     

How do I become a ULR?

If union members want to become ULRs, they should first discuss it with the relevant workplace structure of their union (for example, branch or shop stewards committee), or their full-time officer. All ULRs are given training for their role through courses provided by TUC Education and individual unions.

Training ULRs

The effectiveness of ULRs depends very much on the training they receive from the TUC or their union. Under the Employment Act 2002, the ULR needs to be sufficiently trained to carry out his/her duties either at the time of their notice of appointment or in normal situations within six months of the appointment. In order to carry out their role, ULRs in recognised workplaces have a statutory right to paid time off to train.

What courses are available?

Find a reps course for you on the TUC Education pages. 

What are the main functions of a ULR?

The statutory functions of a ULR are:

  • Analysing learning or training needs
  • Arranging and supporting learning and training
  • Consulting the employer about carrying out such activities
  • Preparing to carry out the above activities
     

What are the rights of a ULR?

The statutory rights for ULRs and union members are:

  • Union learning representatives are entitled to reasonable paid time off for training and for carrying out their duties as set out above.
  • Union members are entitled to unpaid time off to consult their learning representative, as long as they belong to a bargaining unit for which the union is recognised.

For more information on the rights of ULRs and union members, see the ACAS Code of Practice - Time off for trade union duties and activities.

 

How to secure recognition and paid time off for Union Learning Reps

  • The union needs to give notice to the employer in writing the name of the appointed ULR (see sample form on page 25 of Working for learners).
  • The ULR needs to be sufficiently trained to carry out his/her duties either at the time of the notice or in normal situations within six months (which may be extended to take account of unforeseen circumstances).
  • Whether training is ‘sufficient’ is determined by the union and should cover the functions set out in the Employment Act.
  • The training could be the completion of a TUC training course or an individual union programme or the demonstration of relevant expertise or experience to operate effectively as a ULR (e.g. acquired as a teacher, trainer or counsellor). A course need not lead to a qualification although that would be desirable.
  • The employer would have to pay the wage that the ULR would have earned had they worked during the time taken off for training.
  • In the case of ULRs who work flexible hours then they are entitled to training during normal hours and be paid accordingly.
  • The union/ULR should inform the employer either of the training undergone or to be undertaken.
  • During the six month period in which she or he is undergoing training the ULR must be allowed time off to perform their duties.
  • Once the employer is notified of the ULR, his/her past training or intention to train, then the employer is obliged to recognise the ULR by providing paid time-off to carry out the duties and in respect of any required further training.
  • Time off should be considered for further training to help ULRs develop their skills and competencies.

More information about the ULR role is contained the Working for learners handbook.

Embedding learning in the workplace

Establishing a formal learning agreement helps embed learning in the workplace. It also secures employer commitment to supporting lifelong learning and skills. Working together, union learning reps and stewards can ensure that workplace learning projects and initiatives support the wider work of the union in the workplace, company or organisation. A model TUC learning agreement can be found on page 33 of the Working for learners handbook.

Working for learners – a handbook for unions and their union learning representatives is a major source of information and advice for trade unions and their representatives who are or want to become ULRs.

Widening participation

Union Learning Reps (ULRs) engage learners that are otherwise hard for providers to reach. This is one of the key contributions of unions to the learning and skills agenda. ULRs offer support and guidance to learners throughout their learning journey. It is important to note that the support is ongoing.

ULRs don’t just engage learners, they offer information, advice, guidance, carry out initial assessments of skills, link learners up with providers, assist learners through union learning centres, arrange flexible provision for shift workers, and plan next learning steps.

ULR Webinar

Ivor Riddell, an experienced ULR with the RMT hosted a live Q&A session and inspired us all by talking about how to get members and colleagues interested in learning, persuading your employer that learning at work is good and celebrating successes.

Essential viewing for all who want to changes lives through learning.

 

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