In recent years, trade unions have developed a new
role in promoting learning at work. This has increased the motivation
and enthusiasm for learning among both employees and employers and
resulted in over 4500 union members across the country becoming
accredited Union Learning Reps.
The ULR is trained in advising members on learning needs and opportunities.
They can complement and add value to employers' efforts to involve
workers in learning. Their members trust them and they can often
engage those who would be embarrassed about admitting their learning
needs to their employer.
ULRs have been instrumental in raising interest in training and
development, especially among the lowest skilled workers and those
with literacy and numeracy needs. They also develop partnerships
with employers and training providers to idenify the range of learning
opportunities available.
What does the Union Learning Rep do?
What support do ULRs get?
Your new rights as a ULR
Benefits to Employees
Benefits to Employers
What next?
What is a Union Learning Representative (ULR)?
What does the Union Learning Rep do?
 |
raising members' awareness of the benefits of learning |
|
working with employers to identify learning needs |
|
providing advice and guidance on learning to members |
|
negotiating learning agreements with employers, including time off to study |
|
securing equal opportunities in learning |
|
helping employer/union partnerships establish learning centres |
|
brokering provision with training providers |
|
monitoring quality of provision |
|
supporting innovative workplace developments such as Union Learning Fund (ULF) Projects |
All ULRs are trained through the TUC or the union on
accredited courses. Details of these courses can be obtained from Regional
Education Officer Martin Bevan
or TUC Learning Services (contact details at bottom of page).
ULRs will be supported through the GMB as well as TUC Learning Services
in the following ways:
|
being given the opportunity to be a part of a support network |
|
follow on training through the TUC which could include Basic Skills modules or NVQs in Advice and Guidance |
|
a scheme which links ULRs to Information, Advice and Guidance (IAG) workers to ensure you have expert support |
|
invitations to local and national events |
|
regular information bulletins from the TUC |
The rights contained within the Employment Act 2002 include:
|
reasonable paid time off to carry out the following activities for their members: |
| • analysing learning or training needs | |
| • providing information and advice about learning matters | |
| • arranging learning or training | |
| • promoting the value of learning | |
| • consulting the employer about carrying out these duties | |
|
paid time off to undergo sufficient training to carry out these activities |
|
unpaid time off for employees to have access to services provided by their ULR |
|
There are many advantages to employees in having a trained and resourced ULR on site:
|
All organisations benefit from having a skilled, trained
and efficient workforce. the ULR will provide the vital information, support
and encouragement that will enable employees to update and acquire new
skills necessary for the world of work and beyond.
The ULR will help organisations to:
|
promote a positive attitude to learning and skills among employees |
|
improve the skills and employability of the workforce, helping them become more adaptable to change |
|
increase participation in workforce learning |
|
provide accessible independent advice and support for employees about learning |
|
introduce and improve a learning culture in the workplace |
|
Discuss becoming a ULR with your Branch, workplace committee, full-time Officer or Regional Education Officer Martin Bevan |
|
Identify a course suitable for you |
|
For further advice on ULRs in your workplace, contact TUC Learning Services (Midland Region) on 0121 236 3327 or 236 4454 or email them |
Further details can also be found on the Learning Services website www.learningservices.org.uk