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Mr. Djanogly: Is the Minister saying that even if there is gross intimidation, violence or other totally unacceptable behaviour, the ballot will not be affected that it will all be forgotten? What will happen in such circumstances?
Mr. Sutcliffe: No, I am not saying that. I have made it clear that we expect people to behave reasonably. If someone acts inappropriately or there is gross misconduct during the ballot period, the employer will be able to use his normal procedures to deal with the matter.
We are saying that it works both ways. If the employer is doing things that are not proper in terms of the ballot, the union has the right to complain to the CAC.
Jon Cruddas (Dagenham) (Lab): I welcome the clauses but I raise one point under paragraph 27B(6). Does my hon. Friend think that the provision could create an incentive for the employer to take action against the union, even where it had done nothing wrong, merely to protract the process?
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Mr. Sutcliffe: That is why we have placed great faith in the role of the CAC in determining motivation and the purpose for the actions of either the employer or the trade union. On that basis, the CAC will come to a decision. It is interesting that we have taken powers to go further in the period before the ballot if we feel that there is overwhelming evidence so to act.
The CAC must be satisfied that the practice in question changed, or was likely to change, the voting intentions or actual voting behaviour of a worker. This is intended to discourage frivolous claims. We do not want either employers or unions to be punished for very minor transgressions that are unlikely to have affected anyone's vote. The Government will issue a code of practice that will give detailed guidance to the parties on what is acceptable conduct and what is not.
Hon. Members will note that new clause 6 does not contain remedies for cases where a complaint of unfair practices is upheld by the CAC. Paragraph 27C contains instead a power for the Secretary of State to provide for sanctions and remedies by order. The Government's intention was to set out those sanctions in full in these new clauses and amendments. However, this is a complicated area. The sanctions will, among other things, allow the CAC to re-run a ballot where appropriate, and we want to consider further a number of complexities associated with that. It is my intention that, following more detailed consultation with stakeholders, the Government will propose amendments in the other place to put these sanctions in the Bill.
Jon Cruddas: Is my hon. Friend able to say now whether the sanctions or remedies could include automatic recognition, which he mentioned earlier, in respect of activities before the 20-day ballot period?
Mr. Sutcliffe: That is one of the things that will be considered during consultation. I am told by Opposition Members that they want to see consultation take place. [Interruption.] However, I am hearing noises that perhaps they do not want it to take place.
New clause 7 introduces identical provisions making it an offence to use unfair practices in ballots on derecognition. Amendments Nos. 5 and 6 make consequential amendments to clause 11. They insert cross-references to the powers to make sanctions in new clauses 6 and 7.
In addition, the Government have tabled new clause 8. It provides an order-making power for the Secretary of State to extend these rules of conduct to the earlier stages of the statutory recognition process.
Alleged intimidation has occurred, in the main during the ballot period. This is understandable. That period is the critical point where workers decide whether they want union recognition. We recognise that parties, perhaps as a result of the protections that we are introducing for the ballot period, may be tempted to bring forward any intimidatory conduct to an earlier stage. That is why we want to be armed with the tools to respond quickly. Let there be no doubt that if evidence emerges of this happening on any scale, we will not hesitate to introduce further measures to ensure that workers can exercise their choice freely and without fear. Of course, if and when we exercise this power, we can draw on the experiences gained from the operation of these provisions during the balloting period.
New clause 2 was tabled by Conservative Members but it has been grouped with the Government's new clauses and amendments. I am pleased that Opposition Members also recognise the importance of tackling intimidation during recognition applications. Of course, as always, their interest is one-sided. The new clause does not deal with the more prevalent form of intimidation by employers against workers and union members. As I have said, the Government believe that intimidation by any party is unacceptable. I hope that the hon. Member for North-West Norfolk agrees. I urge him not to press the clause.
I have spoken for a long time and I am grateful to the House for its patience. However, these are detailed new clauses and amendments and I wished to explain them to the satisfaction of the House. The Government's new clauses are major amendments. I believe that they strengthen the Bill and safeguard the integrity of the statutory procedure. The issues that they address are of concern to everyone involved and I believe that the solutions that they present are balanced and reasonable. I am pleased to commend them to the House.
Mr. Bellingham: I am grateful to the Minister for explaining the new clauses and amendments in some detail. The hon. Gentleman rightly points out that they are extremely complicated. It is a great pity that we did not have them at an earlier stage, a view that is shared by many outside this place. Even at this stage, as the Minister said, they are not complete, as he has not finished his detailed work on some of them.
As for new clause 5, as the Minister explained, there are at present three duties on the employer once the CAC has decided that there should be a ballot. The first is to co-operate with the ballot, the second is to provide access to the workers and the third is to supply names and addresses. There are two further duties. The first is to refrain from making any offer, and the second is to refrain from taking, or threatening to take, any action against a worker because he attended the meeting.
The clause then sets out various other matters regarding the conduct of employers in respect of meetings to discuss recognition and derecognition. Most of that is pretty reasonable but I shall raise a couple of points. Sub-paragraph (4ZB) refers to the threat of action on the ground that the employee "attended . . . any relevant meeting". Let us take a situation in a small or medium-sized company where a trade union activist may want to attend a number of meetings. In addition, there may be two or three other activists in the company who also want to attend meetings. There might be three, four or five meetings. What would happen if the company said to perhaps two of those people who were attending the meetings that that was affecting their performance at work and that only one should attend? As the law stands, the employer would not be allowed to do that, even though he took the view, in good faith, that consistent attendance at the meetings by a number of employees was affecting their performance at work? Perhaps the Minister will comment on that.
Sub-paragraph (4ZD) applies to the situation where an employer
- "seeks to record or otherwise be informed of the proceedings".
New clauses 6 and 7 relate to unfair practices during ballots. The Minister said that paragraph 27A(1) and (2) is based on the Representation of the People Act 1983. I am slightly concerned about sub-paragraphs (a) to (f), where "undue influence" is mentioned. What exactly is undue influence? It is difficult to define. There is huge potential for litigation. Someone making an allegation to the CAC does not do so on oath; they merely make an assertion. We are concerned that the term "undue influence" may lead to a great deal of confusion and trouble.
Apart from those comments, the two clauses may appear reasonable, but, as the Minister said, we are being asked to agree to clauses in which there is no mention of any penalties. The Minister says that he will return at a later stage to tell us what the penalties will be.
It seems extraordinary that the Minister has brought the clauses forward we are being asked to pass them without there being any indication of what the penalties will be. For example, if the employer is at fault, presumably the penalty will be the CAC ordering immediate recognition. What happens if the employee is at fault? Will he have immediately to withdraw the application? If there has been a serious breach and there is a serious example of intimidation, would employees not be allowed to apply again for a certain period? None of that is answered.Paragraph 27C(1) is drawn extremely widely. It is the part of the clause that will enable the Secretary of State to come up with penalties in due course. Will that be even handed? We just do not know. It is a little shabby of the Minister to ask us to accept two important new clauses when the detail is not to hand. Why cannot the Government get it right? They have had long enough.
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