Benefits of union membership

Attendance rights at internal grievance and disciplinary meetings

Union status will plug a major gap in the PDA operation because it will give it a legal entitlement to accompany its members to internal employment grievance and disciplinary meetings. Last year, the PDA handled more than 1,000 employment cases, but could only attended disciplinary meetings if the employers allowed this. Employers had no legal obligation to allow PDA representation rights because we were neither a work colleague nor a Trades Union. Most employers actively sought to exclude the PDA and perhaps this is because they would have found it more difficult to control outcomes.

Although it is true to say that sometimes, it is the inappropriate behaviour of the employee that causes the problem, and on other occasions, both sides are at fault, nevertheless, in the majority of cases, the PDA is able to reach a satisfactory outcome for its members.

The PDA feel that an exclusion policy puts our members at a disadvantage when they attend any internal disciplinary meetings which relate to serious, perhaps even job threatening issues.

Legal rights of consultation with employers

Since the launch of the PDA in 2003, the reaction that we have had from employers has been mixed; perhaps this is understandable. Many employers will never have dealt with a situation where their employees are not only beginning to stand up for their rights, but are being assisted by an organisation specifically set up to look after their interests.

Some forward thinking employers use the PDA as a sounding board for any new employment or locum policies – we are proud of the fact that some of these proposed policies we considered to be dubious were never actually implemented as a direct result of our involvement at the early stages. However, this is not the experience that we have had with all employers. Some employers – even some very large companies – appear to have a policy that assumes that the PDA does not exist. Letters are ignored, and a general approach that seems to be based on fear and mistrust prevails. Bearing in mind that some of these employers have suffered big compensation payouts to employees that the PDA has supported in employment disputes, perhaps this is unsurprising. However, a big advantage of union status is that it will give the PDA certain legal rights of consultation and negotiation rights with all employers of PDA members where we have recognition rights. Where we have more than 50% of employees being PDA Union members, we can seek recognition rights. This means that our union will be able to discuss matters related to the employment of its members with employers; and employers will ultimately be required to consult and where necessary negotiate with the PDA if it is proposing any changes that will affect the employment of PDA members.

Democratisation of the PDA

The PDA always consults with its members, via surveys, focus groups and conferences; by becoming a union, the PDA will also enjoy a democratic dimension. PDA members will be able to elect its officers and representatives from across the whole pharmacy spectrum: community, hospital and primary care sectors, locums and pre-registration students. A democratisation of the PDA will help us when we consult the government on important matters. We will also be able to apply for grants, which will help support much of our research programme on employment issues.

A stronger voice in pharmacy

A PDA union could go a long way towards addressing the imbalance of influence within the profession between the vast majority of pharmacists who are employees or locums and who have little say in the way they practice, and the small number of large employers (community or NHS) who we believe have far too much influence.

A union for pharmacists run by pharmacists

A pharmacist can join any Union they wish; however, the PDA union will have the ability to focus on the complex pharmacist and pharmacy related issues in addition to those that are related to those affecting our members’ employment rights and status. We know that is a big advantage for pharmacists, as although we will not be a very large union with several million members – (a mix of all types of workers), our strength will lie in the fact that we truly understand the not insignificant pharmacy nuances.

Furthermore, in the event that we send a representative to support a PDA member in a serious grievance or disciplinary hearing, a PDA representative with in-depth knowledge of pharmacy matters will almost certainly be able to provide a really valuable form of assistance to the member at a time when this support is most needed.

Project and Educational support.

Independent unions can obtain grants to support appropriate projects linked to terms and conditions such as pay and seeking a healthy and safe working environment. Support is also available to meet members’ educational needs in relation to the working environment and employment law.