If this prevents otherwise decent crew from being sacked it's worth the trouble.
So here goes.
First read the actual legislation that applies to industrial action and statutory protection;
Trade Union and Labour Relations (Consolidation) Act 1992
The above is a
government website.
From the Act;
191 Termination of employment during protected period.
(1) Where the employee is employed by the employer during the protected period and—
(a) he is fairly dismissed by his employer [F374 otherwise than as redundant], or
(b) he unreasonably terminates the contract of employment,
then, subject to the following provisions, he is not entitled to remuneration under the protective award in respect of any period during which but for that dismissal or termination he would have been employed.
(2) If an employer makes an employee an offer (whether in writing or not and whether before or after the ending of his employment under the previous contract) to renew his contract of employment, or to re-engage him under a new contract, so that the renewal or re-engagement would take effect before or during the protected period, and either—
(a) the provisions of the contract as renewed, or of the new contract, as to the capacity and place in which he would be employed, and as to the other terms and conditions of his employment, would not differ from the corresponding provisions of the previous contract, or
(b) the offer constitutes an offer of suitable employment in relation to the employee, the following subsections have effect.
(3) If the employee unreasonably refuses the offer, he is not entitled to remuneration under the protective award in respect of a period during which but for that refusal he would have been employed.
(4) If the employee’s contract of employment is renewed, or he is re-engaged under a new contract of employment, in pursuance of such an offer as is referred to in subsection (2)
(b), there shall be a trial period in relation to the contract as renewed, or the new contract (whether or not there has been a previous trial period under this section).
(5) The trial period begins with the ending of his employment under the previous contract and ends with the expiration of the period of four weeks beginning with the date on which the he starts work under the contract as renewed, or the new contract, or such longer period as may be agreed in accordance with subsection (6) for the purpose of retraining the employee for employment under that contract.
(6) Any such agreement—
(a) shall be made between the employer and the employee or his representative before the employee starts work under the contract as renewed or, as the case may be, the new contract,
(b) shall be in writing,
(c) shall specify the date of the end of the trial period, and
(d) shall specify the terms and conditions of employment which will apply in the employee’s case after the end of that period.
(7) If during the trial period—
(a) the employee, for whatever reason, terminates the contract, or gives notice to terminate it and the contract is thereafter, in consequence, terminated, or (b) the employer, for a reason connected with or arising out of the change to the renewed, or new, employment, terminates the contract, or gives notice to terminate it and the contract is thereafter, in consequence, terminated,the employee remains entitled under the protective award unless, in a case falling within paragraph (a), he acted unreasonably in terminating or giving notice to terminate the contract.
There are other VERY relevant sections contained within this Act.
I've heard that BA have written to Unite formally advising them that they do not consider any further industrial action to be "protected" from tort liability. Says it all folks.
Your Branch Secretary is driving you into a cul de sac where you have the choice between a Mixed Fleet contract or being dismissed (with no chance of compensation for unfair dismissal).
Perhaps someone can educate those that are about to commit Hari-kari.