Information and consultation at work: consulting in a regulated environment checklist
Appendix to the Personnel Today Management
Resources one stop guide on information and consultation at work. Other sections.
There are many information and consultation
obligations arising at different levels. Whether information and consultation
is conducted at local, national or European level, there are certain key tips
to bear in mind to ensure the best chance of the process going smoothly:
Understand employee
representation structures and identify those that should be informed and
consulted on a proposed business decision
Identify obligations, and time-scales under relevant
agreements and national laws
Have a comprehensive negotiation strategy including the
business reason behind a proposed decision, clear arguments on the
justification for the decision and projected time-scales and emphasise any
benefits for employees
Assess anticipated resistance and how to deal with it
Assess the risk of potential litigation and any
external public relations impact
Understand the perspective of the employees and their representatives and
consider their views meaningfully
Ensure that there are minutes of meetings and
correspondence and that these are circulated as necessary under relevant
agreements and national laws
Take no action that might indicate that the
consultation process is a sham (for example, by making an announcement that a
decision will proceed).
Where a proposed decision affects more than
one jurisdiction, co-ordinate the information and consultation process
carefully across jurisdictions - a step taken in one jurisdiction could give
create a major industrial relations, public relations or legal problem in
another.
