Recognition Q&A for MTV staff and freelances

The following refers to MTV in London UK.

1. What is the campaign for recognition about?

Eighteen months ago staff in Broadcast Services were advised of significant changes to their terms and conditions. They sought help from BECTU in order to deal with this change. BECTU asked repeatedly to meet with management to represent staff concerns. MTV management refused.

BECTU was therefore left in the position where it could only advise members from behind-the-scenes. As it was BECTU's intervention assisted staff. Management were forced to consider the staff's view; in the end financial compensation was offered or staff has the option to defer implementation for a period.

This experience encouraged your colleagues to work together to achieve recognition. MTV staff initiated the recognition campaign. Staff recognised that effective representation by a trade union � based on recognition of that trade union � is necessary to defend and improve on staff terms and conditions.

2. What will recognition give you?

Independent recognition by the industry trade union.

Up and down the country, staff and freelances in broadcasting employed by the BBC, Granada, Carlton, Anglia, LWT and ntl (to name but a few) are organised in branches in order to have effective dialogue with their management. They have a real voice as a result of union recognition. They have their own local officials and are supported by full-time officials who provide advice and representation on key issues. Recognition means that staff will have the support of a key industry body in pursuing their concerns with management.

3. What will BECTU be able to negotiate at MTV?

BECTU approached MTV for a voluntary recognition agreement; such an agreement would have given BECTU rights to negotiate across the whole range of employment issues. BECTU suggested the involvement of ACAS � the conciliation body � to assist with discussions between the union and the employer. MTV refused.

BECTU, with the approval of its members and with the significant support of staff who are not members, put in a formal application for recognition to the Central Arbitration Committee.

That formal application has resulted in the ballot due to take place next week.

• Pay, working hours and holidays - If recognition is won BECTU will have the right to negotiate on pay (all aspects including overtime), hours and holidays. Remember union members are committed to achieving fair and transparent pay systems; we believe all workers want fairness and transparency.

  We are aware of the company's statements on these points.

  If recognition is achieved BECTU members will decide how to take discussions on these issues forward.

  (Remember BECTU membership is open to all staff in the bargaining unit � the more members we have the more persuasive we will be in negotiation).

  The company may have made changes recently to certain terms. This does not preclude the BECTU branch seeking to negotiate further change - which includes reversing the negative changes to staff holiday entitlement.

• Health and safety - BECTU recognition will also mean that a union Health and Safety representative can be appointed; this person will have important rights in law to enable him/her to represent the branch. Union recognition will also mean that staff can request a joint (management/union) health and safety committee.
• Redundancy consultations � with recognition BECTU will have rights of consultation should redundancies be announced; we would work to make that consultation truly effective doing all to avoid compulsory redundancies.

4. What about individual rights?

BECTU represents staff as a group (collective bargaining). We also represent staff as individuals. You have the right today (and in the future) if you have a grievance or disciplinary issue and are a member of BECTU to be accompanied by a trade union official to meetings called to deal with these issues. Our service can include legal advice and representation. Our service in this area saves jobs and deals with unfair treatment.

5. How many votes are needed to secure recognition?

MTV has declared that it plans to employ a maximum of 136 people in the voting constituency or bargaining unit this year. The unit includes all staff and freelances up to senior/supervisor level working in technical/operating grades in Broadcast Services.

The company's information on the number of votes needed to secure recognition is wrong.

In order for the vote to succeed:

• A majority of those voting will need to vote in favour of recognition;
• That vote will need to be underpinned by at least 40 per cent of staff in the bargaining unit voting yes ie at least 55 people if 136 people are balloted.

For example based on 136 people being eligible to vote:

• Example One - 100 people vote; 51 in favour, 49 against � the vote does not secure recognition despite a majority in favour because at least 55 people have to have voted in favour
• Example Two � 56 people vote; 55 in favour, 1 against � the votes succeeds because of the majority and because more than 40 per cent of the bargaining unit supports recognition.

We therefore urge everyone to use their vote and to vote yes.

6. BECTU's relationship with MTV

It is clear that management is opposed to recognition. Management believe that there is no need for union organisation at MTV. It is also clear that staff feel differently on that question. Workers at MTV have issues which they want to raise with management with the support of their trade union. Despite the opposition demonstrated by MTV in the process BECTU is committed to working to achieve a constructive and respectful relationship with MTV as an employer. BECTU is also committed to representing the interests of its members.