WO toolkit 2012 complete.pdf - GMB

More documents

Recommendations

Info

SECTION 5.21 If you want to change your working pattern,on your return from maternity leave e.g.to work part time, you should make a request for flexible working Your employer must seriously consider your request and can only refuse if there are good business grounds for doing so(see 28 Can I Request Flexible Working?) Complaints about failure to allow you to return to work complaints should be made to an Employment Tribunal,generally within three months.Sex Discrimination complaints and complaints under the Part Time Workers Regulations should also be made to an Employment Tribunal,again within three months. Before bringing a claim you must use the statutory grievance procedures.If your employer has dismissed you without complying with the statutory dismissal procedure,the dismissal will be automatically unfair(see Group 5 Discipline and Dismissal). <strong>GMB</strong> aims to negotiate so that women can always return to the same job with all accrued contractual rights after either OMLor AML,with employers maintaining pensions contributions for the whole of the period. REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
SECTION 5.22 22. Am I entitled to antenatal care and/or health and safety protection? Antenatal care All women employees,irrespective of service or hours worked are entitled to paid time off during normal working hours for antenatal care.You should be paid at your normal rate of pay and for any travelling and waiting time in attending your appointment.Antenatal care can include parentcraft and relaxation classes,provided they are taken on the advice of your midwife or doctor.After your first appointment,your employer has the right to ask for evidence of further appointments. Health and safety protection All women,irrespective of service or hours worked,are entitled to health and safety protection. Employers must assess the risks to health and safety of any new or expectant mother or her baby or where he employs women of childbearing age.If you are pregnant or breastfeeding,you should request a health and safety risk assessment in writing.Your employer must: 1. Carry out a risk assessment of any processes or working conditions,physical,chemical and biological agents which could jeopardise your health and/or that of your baby while you are pregnant,breastfeeding or if you have given birth within the previous six months. 2. If a significant risk is established,your employer must do all that is reasonable to remove it or prevent your exposure to it. 3. Tell you about the risk and what steps are being taken to deal with it.Your employer should take account of any reasonable fears that you have.You may find it useful to discuss your concerns with your midwife or doctor first. 4. If the risk cannot be avoided,your employer should,if it is reasonable to do so temporarily alter your working conditions or hours of work; or if this is not possible or does not remove the risk 5. Offer you suitable alternative work if available(on terms and conditions not substantially less favourable); or this is not available 6. Suspend you on full pay for as long as is necessary to avoid the risk. If you work nights and your doctor or midwife provides a medical certificate stating that you should not be working at night for health and safety grounds,you employer should offer you day work.If this is not available,you should be suspended on full pay. Breastfeeding Although there is no right to breastfeed at work,as a breastfeeding mother,you have special health and safety protection at work under the same rules that protect pregnant women.Breastfeeding includes expressing milk.If you are still breastfeeding when you return to work,notify your employer in writing and ask for a health and safety risk assessment.
Page 1 and 2:
GMB WORKPLACE ORGANISERS TOOLKIT
Page 3 and 4:
Acknowledgements: This toolkit has
Page 6 and 7:
CONTENTS 1. Your role 1.1 Training
Page 8 and 9:
WORKPLACE ORGANISERS TOOLKIT SECTIO
Page 10 and 11:
SECTION 1.1 The course ends with GM
Page 12 and 13:
SECTION 1.2 WHAT DOES A GMB WORKPLA
Page 14 and 15:
Page 16 and 17:
SECTION 1.3 Non-recognised companie
Page 18 and 19:
SECTION 2.1 ORGANISING YOUR WORKPLA
Page 20 and 21:
Page 22 and 23:
SECTION 2.2
Page 24 and 25:
SECTION 2.3 KEEPING MEMBERS UP TO D
Page 26 and 27:
GMB@ PUTYOUREMPLOYER’S NAMEHERE P
Page 28 and 29:
Page 30 and 31:
SECTION 2.4 USING YOUR WORKPLACE MA
Page 32 and 33:
SECTION 2.4 WORKPLACE ADDRESS Depar
Page 34 and 35:
SECTION 2.5 CONTACTING NEW STARTERS
Page 36 and 37:
SECTION 2.6
Page 38 and 39:
SECTION 2.6 MEMBERSHIP TRANSFER NOT
Page 40 and 41:
SECTION 2.7 CAMPAIGNING We are best
Page 42 and 43:
Page 44 and 45:
SECTION 2.8 HANDLING OBJECTIONS One
Page 46 and 47:
SECTION 2.8 I’ve worked here for
Page 48 and 49:
SECTION 2.9 GETTING HELP:BUILDING Y
Page 50 and 51:
Page 52 and 53:
SECTION 2.10
Page 54 and 55:
SECTION 3.1 REPRESENTING YOUR MEMBE
Page 56 and 57:
SECTION 3.1 COLLECTIVE BARGAINING G
Page 58 and 59:
Page 60 and 61:
SECTION 3.2
Page 62 and 63:
SECTION 4.1 REPRESENTING INDIVIDUAL
Page 64 and 65: WORKPLACE ORGANISERS TOOLKIT SECTIO
Page 66 and 67: SECTION 4.2 GMB RECOGNISED WORKPLAC
Page 68 and 69: SECTION 4.3 DEALING WITH MEMBER’S
Page 70 and 71: SECTION 4.3 Keep careful notes You
Page 72 and 73: SECTION 4.3 REQUESTING A POSTPONEME
Page 76 and 77: SECTION 4.4 AT THE HEARING: State y
Page 78 and 79: SECTION 4.4
Page 80 and 81: SECTION 4.5 APPEALS You should also
Page 82 and 83: SECTION 4.5 REQUEST FOR APPEAL HEAR
Page 86 and 87: SECTION 5 GROUP FIVE: DISCIPLINE AN
Page 88 and 89: SECTION 5 LIST OF STATUTORY AMOUNTS
Page 90 and 91: SECTION 5.2 2. What are the maximum
Page 92 and 93: SECTION 5.3 Exemptions Drivers of v
Page 94 and 95: SECTION 5.5 5. Am I entitled to hav
Page 96 and 97: SECTION 5.7 7. Can my employer char
Page 98 and 99: SECTION 5.9 9. What is a risk asses
Page 100 and 101: SECTION 5.11 11. Can my employer ch
Page 102 and 103: SECTION 5.13 13. Am I entitled to a
Page 104 and 105: SECTION 5.15 15. Is everyone entitl
Page 106 and 107: SECTION 5.16 16. Am I entitled to b
Page 108 and 109: SECTION 5.18 GROUP THREE MATERNITY&
Page 110 and 111: SECTION 5.19 19. Can I get maternit
Page 112 and 113: SECTION 5.20 20. Am I protected fro
Page 116 and 117: SECTION 5.22 Your employer is oblig
Page 118 and 119: SECTION 5.24 24. What rights do I h
Page 120 and 121: SECTION 5.25 25. Can I take paid ad
Page 122 and 123: SECTION 5.26 While on paternity lea
Page 124 and 125: SECTION 5.27 You may be entitled to
Page 126 and 127: SECTION 5.28 • You are entitled t
Page 128 and 129: SECTION 5.30 30. How much sick pay
Page 130 and 131: SECTION 5.31 If your companion is n
Page 132 and 133: SECTION 5.32 Even if your employer
Page 134 and 135: SECTION 5.34 34. How much notice mu
Page 136 and 137: SECTION 5.35 If you are dismissed b
Page 138 and 139: SECTION 5.37 37. How much notice do
Page 140 and 141: SECTION 5.39 39. Who pays my redund
Page 142 and 143: SECTION 5.40 AGE (years) SERVICE (y
Page 144 and 145: SECTION 5.41 GROUP SEVEN UNION RIGH
Page 146 and 147: SECTION 5.43 43. Do workplace organ
Page 150 and 151: SECTION 6 ABOUT GMB Although it is
Page 156 and 157: SECTION 7.2 HEALTH AND SAFETY LAW-T
Page 160 and 161: SECTION 7.3 action to resolve them.
Page 162 and 163: SECTION 7.3 no action urgent commen
Page 164 and 165:
SECTION 7.3 no action urgent commen
Page 166 and 167:
SECTION 7.3 no action urgent commen
Page 168 and 169:
SECTION 7.3 The questions on the pr
Page 170 and 171:
SECTION 7.3
Page 172 and 173:
SECTION 8 PENSIONS INFORMATION Pens
Page 174 and 175:
SECTION 8 Carer’s Allowance-If yo
Page 176 and 177:
SECTION 8 GOOD CONSULTATION PRACTIC
Page 178 and 179:
Page 180 and 181:
Page 182 and 183:
Page 184 and 185:
Page 186 and 187:
EQUALITY THROUGH INCLUSION SECTION
Page 188 and 189:
Page 190 and 191:
SECTION 17.2 Deaf and deaf “deaf
Page 192 and 193:
SECTION 17.2 EQIA Section 75 of the
Page 194 and 195:
SECTION 17.2 Harassment Unwanted be
Page 196 and 197:
SECTION 17.2 Positive Action Action
Page 198 and 199:
SECTION 17.2 Transsexual(or trans)p
Page 200 and 201:
SECTION 17.3 EQUALITY LEGISLATION:A
show all

WO toolkit 2012 complete.pdf - GMB

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?