Abstract
This paper explores whether the relationship between union learning representatives (ULRs) and employer-provided training is influenced by ULR characteristics and management support. Using linked employer-employee-worker rep data from the 2004 Workplace Employment Relations Survey, the results demonstrate that a large proportion of ULRs have not spent any time on issues associated with employee training in their representative role in the past 12 months. Training incidence is however no higher in workplaces where there is an ‘active’ ULR than elsewhere. In both the public and private sectors training incidence is higher where there is a ‘hybrid’ ULR fulfilling other representative roles as well as the ULR role, rather than a ‘dedicated’ ULR. In addition, training incidence is higher in the public sector where ULRs are newer to union representation and it is higher in the private sector where the ULR has 10 years or more rep experience. Training incidence is also higher in the public sector where the ULR has access to office facilities.
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