WO toolkit 2012 complete.pdf - GMB

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SECTION 5.22 Your employer is obliged to provide“suitable facilities”for you to rest.These are not stated except that in the Code of Practice it is advised that they should be“conveniently situated in relation to sanitary facilities and,where necessary,include the facility to lie down”.If your working conditions prevent you from continuing to breastfeed successfully,your employer should follow the same steps as outlined above under Health&Safety Protection. Complaints about a failure to allow you to take time off for antenatal care,to carry out a risk assessment or to force you to work night work can be made to an Employment Tribunal,generally within three months of the action. <strong>GMB</strong> recommends that the room for breastfeeding should be lockable and that there should be a fridge for expressed milk to be stored.A low comfortable chair should also be provided. REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
SECTION 5.23 23. Can I take time off to look after a dependant? You can have a reasonable amount of unpaid time off work to take action which is necessary to deal with an unexpected or sudden problem and make any necessary longer term arrangements.This covers the following: • To provide assistance when a dependant,or somebody who reasonably relies you,falls ill(whether physically or mentally),is injured or assaulted; or a dependant gives birth(this may fall within paternity leave). • To make arrangements for the provision of care for a dependant,or any person who reasonably you,who is ill or injured • To make arrangements when a dependant dies–this could include funeral arrangements,executor functions. • To make arrangements when a dependant’s care unexpectedly breaks down–this could include child,disabled or elderly care.It also includes making arrangements for the provision of care for the illness or injury of any person who reasonably relies on the employee. • To deal with an unexpected incident during the time when a school has responsibility for your child. Dependants are defined as: • Spouse. • Child(no age defined). • Parent. • A person who lives in the same household,but is not a lodger,employee or boarder(this would include live-in unmarried partners,same sex partners,relatives). A dependant also includes anyone who reasonably relies on you for assistance and may include the following: • Someone for whom you are the primary carer or the only person who can help in an emergency e.g. a relative who you look after or an elderly neighbour living alone who falls and breaks a leg and you are the closest on hand at the time of the fall. You must tell your employer as soon as possible the reasons for your absence and how long you are likely to be off.This may not,according to the circumstances,happen until after you return to work.The leave is unpaid and it is envisaged that it will be no longer than one or two days in length. You are protected against dismissal or any detrimental act,including denial of promotion,facilities or training opportunities,by the employer for taking dependants’leave. If your employer has unreasonably refused to allow you to take dependants’leave,you can make a complaint to an employment tribunal.Although you should initially try to resolve the issue through the grievance procedure,claims regarding dependants’leave are not covered by the statutory grievance procedures.If the matter is not resolved internally you must make your tribunal claim within three months of the refusal. Negotiate to ensure that leave is paid; to extend coverage to special leave entitlements including paid paternity leave,bereavement leave,hospital visits etc. REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
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GMB WORKPLACE ORGANISERS TOOLKIT
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Acknowledgements: This toolkit has
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CONTENTS 1. Your role 1.1 Training
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WORKPLACE ORGANISERS TOOLKIT SECTIO
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SECTION 1.1 The course ends with GM
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SECTION 1.2 WHAT DOES A GMB WORKPLA
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SECTION 1.3 Non-recognised companie
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SECTION 2.1 ORGANISING YOUR WORKPLA
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SECTION 2.2
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SECTION 2.3 KEEPING MEMBERS UP TO D
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GMB@ PUTYOUREMPLOYER’S NAMEHERE P
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SECTION 2.4 USING YOUR WORKPLACE MA
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SECTION 2.4 WORKPLACE ADDRESS Depar
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SECTION 2.5 CONTACTING NEW STARTERS
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SECTION 2.6
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SECTION 2.6 MEMBERSHIP TRANSFER NOT
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SECTION 2.7 CAMPAIGNING We are best
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SECTION 2.8 HANDLING OBJECTIONS One
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SECTION 2.8 I’ve worked here for
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SECTION 2.9 GETTING HELP:BUILDING Y
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SECTION 2.10
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SECTION 3.1 REPRESENTING YOUR MEMBE
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SECTION 3.1 COLLECTIVE BARGAINING G
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SECTION 3.2
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SECTION 4.1 REPRESENTING INDIVIDUAL
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Page 72 and 73: SECTION 4.3 REQUESTING A POSTPONEME
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Page 76 and 77: SECTION 4.4 AT THE HEARING: State y
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Page 80 and 81: SECTION 4.5 APPEALS You should also
Page 82 and 83: SECTION 4.5 REQUEST FOR APPEAL HEAR
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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 114 and 115: SECTION 5.21 If you want to change
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
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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
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Page 162 and 163: SECTION 7.3 no action urgent commen
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SECTION 7.3 no action urgent commen
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SECTION 7.3 The questions on the pr
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SECTION 7.3
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SECTION 8 PENSIONS INFORMATION Pens
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SECTION 8 Carer’s Allowance-If yo
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SECTION 8 GOOD CONSULTATION PRACTIC
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EQUALITY THROUGH INCLUSION SECTION
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SECTION 17.2 Deaf and deaf “deaf
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SECTION 17.2 EQIA Section 75 of the
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SECTION 17.2 Harassment Unwanted be
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SECTION 17.2 Positive Action Action
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SECTION 17.2 Transsexual(or trans)p
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SECTION 17.3 EQUALITY LEGISLATION:A
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