Indicator 3.6.3

The UoC:
- does not disrupt any employees looking to form or join an organisation
- does not interfere in the election of representatives
- allows representatives access to employees and workplaces during working hours
- engages in meaningful negotiations when approached by worker organisations.
Interference by employers can take many forms, such as making use of their positions of power and influence to:
- coerce or intimidate employees into not participating in workers’ organisations or collective bargaining
- compromise the independence and effectiveness of these organisations and bargaining processes.
An employee committee or union shall make decisions independently from the management. For example:
- representatives are not appointed or supervised by management when executing their union or employee committee duties
- participation is voluntary
- there is no limitation to the number of employee organisations that can be set up.
- Management should be willing to enter into dialogue with employee organisations.
- Engagement in meaningful negotiations with employee organisations means that the UoC bargains in good faith and does not engage in actions to slow, stop or limit the bargaining process.
- Employee organisations are allowed to hold meetings at the UoC, if that is what they choose to do, but management cannot ask them to do so.

employee knowledge and awareness on:
- how employee representatives were elected, and if any candidates were chosen by the management
- whether management interferes with the establishment, functioning and administration of employee organisations
- whether employee organisations’ meetings can be held freely and without management interference.