WO toolkit 2012 complete.pdf - GMB

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SECTION 5.30 30. How much sick pay am I entitled to? • This depends on whether you are eligible for Statutory Sick Pay(SSP)or Incapacity Benefit(IB)or your employer’s own scheme.Many employers improve upon the basic State scheme and provide full pay or half pay.Usually,the more service you have with the employer,the better the entitlement.Check your rights under your written particulars of employment and any collective agreement. • SSP is paid at a weekly flat rate of £72.55.There is no increase for dependants for SSP. • IB is paid at three weekly rates(higher rates for people over pension age).The rate you get depends on the length of time you have been entitled to IB.You may also get an age addition or dependants increase. • Generally,IB is payable after four consecutive days of incapacity.The first three days are waiting days but if you fall sick again within eight weeks,the two spells are added together.You do not have to wait another three days. (N.B.at the time of writing in August 2007 the government has proposed a welfare reform bill and this will replace incapacity benefit and income support with an employment support allowance) REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
SECTION 5.31 GROUP FIVE DISCIPLINE AND DISMISSAL 31. Can I be represented in a disciplinary or grievance hearing? Workers have the right to be accompanied at disciplinary and grievance hearings and appeals,even if their employer does not recognise their union. This right is available to all workers(including agency and home workers)regardless of the number working for their employer. You can choose who to have as your companion,providing the person is either: • A union lay official certified as experienced or trained in representing workers; • a trade union officer; or • another of the employer’s workers. The right applies to: • Any disciplinary hearing which could result in a formal warning,or in the employer taking some other action e.g.dismissal,suspension. • Appeal hearings. • Grievance hearings(i.e.a hearing which concerns the performance of an employer’s duty towards a worker). The request to be accompanied must be‘reasonable’,so do not leave it until the last minute.It is best, though not obligatory,to put it in writing. The employer must allow your companion to address the hearing to: • Put your case, • sum up that case and • respond on your behalf to any view expressed at the hearing. Your companion can also confer with you during the hearing.S/he will therefore normally be able to address the hearing both at the beginning and end of the proceedings and will also have the opportunity to respond to views expressed.However,the employer is not required to permit the companion to: • Answer questions on your behalf, • address the hearing if you indicate that you do not want the companion to do so,or • use the powers in a way that prevents the employer from explaining his case or any other person making his contribution.
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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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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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Page 80 and 81: SECTION 4.5 APPEALS You should also
Page 82 and 83: SECTION 4.5 REQUEST FOR APPEAL HEAR
Page 84 and 85: WORKPLACE ORGANISERS TOOLKIT SECTIO
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 114 and 115: SECTION 5.21 If you want to change
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 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
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Page 160 and 161: SECTION 7.3 action to resolve them.
Page 162 and 163: SECTION 7.3 no action urgent commen
Page 168 and 169: SECTION 7.3 The questions on the pr
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
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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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