WO toolkit 2012 complete.pdf - GMB

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SECTION 1.2 WHAT DOES A GMB WORKPLACE ORGANISER DO? BUILDS GMB’S STRENGTH The strength of the union in negotiations depends on its strength in the workplace.GMB’s goal is for 100 per cent workplace membership. It is difficult to claim to represent the workforce if both you and the employer know that many workers are not in the union.A GMB Workplace Organiser is always looking out for opportunities to increase the membership and make the union stronger. COMMUNICATES AND INFORMS You are the key point of contact between the union and its members so it’s important that you attend branch meetings to keep the union informed about members’concerns and to keep your members up to date about union initiatives and campaigns.Your key tasks are to talk to your members,distribute your workplace newsletter and maintain workplace noticeboards. ADVISES MEMBERS Members look to their reps for knowledge,experience and guidance.They will turn to you when they have a problem,or feel they are being unfairly treated.In general the issues on which union workplace organisers spend most time are health and safety matters and the way employees are treated by management. REPRESENTS MEMBERS You are the voice of the members in your workplace when dealing with the employer on issues that affect them and their working conditions.Sometimes you may be helping an individual member,such as one facing disciplinary action.At other times you may be meeting management on behalf of your members collectively. SOLVES PROBLEMS IN THE WORKPLACE The role of a workplace organiser these days consists of promoting fairness at work,bargaining for better conditions,as well as helping to resolve problems,deal with difficulties that arise in the workplace and tackling health and safety issues.
SECTION 1.2 WHAT YOU NEED TO DO THE JOB This toolkit is designed to allow you to keep all the information you will need in one place. This can include whatever information you think it is useful to keep,minutes of meetings with management or,GMB Branch information for example. As a starting point you will need: • GMB Workplace Organiser’s Toolkit. • List of union members where you work. • Membership application forms. • Contact information for financial and other benefits of membership. • GMB Officers’names and contact details,phone and fax numbers and e-mail addresses. • A list of GMB training courses and dates. • GMB badge. • GMB Rule Book. • GMB Union Representatives credentials. • Employer policies on grievance and disciplinary hearings. • Your employer’s staff handbook. • GMB@Work Noticeboard Pack. • Your own workplace map. • Current GMB Law at Work book. • Contact details for the managers you deal with. • Details of the current recognition agreement with your employer. • Records of grievances and disciplinary hearings you are dealing with. • Model grievance,disciplinary and failure to agree letters. • Current workplace newsletters. • Model workplace newsletters. • Current GMB policies and campaigns,source GMB website www.gmb.org.uk • Legal advice on time off work for GMB Workplace Organisers,(see section 1.3). Most of this information will be given to you in this pack or as part of your initial support training. However it will all need to be updated as time goes by and it is your responsibility to keep on top of developments.Your GMB Officer will help you with this.
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
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Page 10 and 11: SECTION 1.1 The course ends with GM
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Page 34 and 35: SECTION 2.5 CONTACTING NEW STARTERS
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Page 40 and 41: SECTION 2.7 CAMPAIGNING We are best
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Page 48 and 49: SECTION 2.9 GETTING HELP:BUILDING Y
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SECTION 4.1 REPRESENTING INDIVIDUAL
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WORKPLACE ORGANISERS TOOLKIT SECTIO
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SECTION 4.2 GMB RECOGNISED WORKPLAC
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SECTION 4.3 DEALING WITH MEMBER’S
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SECTION 4.3 Keep careful notes You
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SECTION 4.3 REQUESTING A POSTPONEME
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SECTION 4.4 AT THE HEARING: State y
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SECTION 4.4
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SECTION 4.5 APPEALS You should also
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SECTION 4.5 REQUEST FOR APPEAL HEAR
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SECTION 5 GROUP FIVE: DISCIPLINE AN
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SECTION 5 LIST OF STATUTORY AMOUNTS
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SECTION 5.2 2. What are the maximum
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SECTION 5.3 Exemptions Drivers of v
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SECTION 5.5 5. Am I entitled to hav
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SECTION 5.7 7. Can my employer char
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SECTION 5.9 9. What is a risk asses
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SECTION 5.11 11. Can my employer ch
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SECTION 5.13 13. Am I entitled to a
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SECTION 5.15 15. Is everyone entitl
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SECTION 5.16 16. Am I entitled to b
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SECTION 5.18 GROUP THREE MATERNITY&
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SECTION 5.19 19. Can I get maternit
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SECTION 5.20 20. Am I protected fro
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SECTION 5.21 If you want to change
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SECTION 5.22 Your employer is oblig
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SECTION 5.24 24. What rights do I h
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SECTION 5.25 25. Can I take paid ad
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SECTION 5.26 While on paternity lea
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SECTION 5.27 You may be entitled to
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SECTION 5.28 • You are entitled t
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SECTION 5.30 30. How much sick pay
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SECTION 5.31 If your companion is n
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SECTION 5.32 Even if your employer
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SECTION 5.34 34. How much notice mu
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SECTION 5.35 If you are dismissed b
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SECTION 5.37 37. How much notice do
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SECTION 5.39 39. Who pays my redund
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SECTION 5.40 AGE (years) SERVICE (y
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SECTION 5.41 GROUP SEVEN UNION RIGH
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SECTION 5.43 43. Do workplace organ
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SECTION 5.44
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SECTION 6 ABOUT GMB Although it is
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SECTION 7.1
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SECTION 7.2 HEALTH AND SAFETY LAW-T
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SECTION 7.3 action to resolve them.
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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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