The Bridlington Agreement of 1939 established the principles that TUC unions should not seek to actively recruit, either by encroaching on members of other unions (principle two), or by a company where another union already has a majority of organized workers (Principle 5). This is the principle that the EETPU was excluded from the TUC in 1987, after signing unified unions with a number of employers of which it had few members, which forced the exclusion of other unions; in some cases where there was already a substantial organization. The expulsion was made following a decision by the TUC Disputes Committee that EETPU had to withdraw from the Yuasa, Thorn-EMI and Orion agreements, which it refused. The dispute over LAS` recognition with Carillion Facilities Management at Great Western Hospital (GWH) in Swindon raises important questions about the privatization of services in the NHS and the relationship between sister unions. GMB is a general union that organises all grades in the NHS and has a national recognition agreement with the NHS. In several hospitals, the RAD has a significant number of members among the auxiliaries; Domestic economy, portering, catering and other poorly paid roles. In 1939, union density was 29%, but concentrated on a small number of high-density industries and often operated a closed store before entry. In addition, there have been hundreds more unions than today, which often organize a technical role in the industry and jealously monitor the lines. The organization depended on the cash payment of the directors and the unions could only actually provide services to members if they had a recognition agreement or if they had sufficient collective strength to impose themselves through collective actions. The fact that employment is collapsing in many private sector companies is a major threat to unionism in the public service, and that they then choose the unions they want to use; To undermine the scope, strength and uniformity of national recognition agreements. 1971 Industrial Relations Act obliges unions to register and makes all collective agreements enforceable by an employment tribunal The important principle is that individual membership should not be used to destabilize the activities or organization of other unions; While the fifth principle of the Bridlington Agreement was respected to the letter in the past, where unions would not have a single member in a workplace where another union had substantial membership, this idealized situation no longer corresponds to the reality of modern trade unionism, except in a minority of business.
If, for example, a member of the Anonymous COMPANY has obtained a new job at Honda in a plant with a significant membership, he may not be aware that the most appropriate measure would be to join UNITE and should not inform anyone of its change; If, two years later, it turned to GMB and asked to be represented in a complaint, GMB would be morally and contractually obligated to serve that member with Honda, despite the UNITE recognition agreement.