WO toolkit 2012 complete.pdf - GMB

More documents

Recommendations

Info

SECTION 5.32 Even if your employer has followed the statutory DDP,an employment tribunal may still find that your dismissal has been unfair,for example dismissal may not have been reasonable in all the circumstances. It is important that you attend any meetings arranged by your employer under the DDP and appeal is you are not happy with the result.If either you or your employer has failed to <strong>complete</strong> the DDP the amount of compensation awarded can be increased or decreased depending on who is responsible for the failure. The dismissal and disciplinary procedures do not apply in a constructive dismissal situation(i.e.where you resign because your employer has fundamentally breached your contract).In such a case you should follow the statutory grievance procedure and lodge a grievance before bringing a claim. The statutory dismissal and disciplinary procedures are a minimum requirement–<strong>GMB</strong> aims to negotiate disciplinary and dismissal procedures which build on and improve on this minimum so check your employers’handbook and for any collective agreements. REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
SECTION 5.33 33. Can I be sacked for refusing to carry out an instruction? Every unfair dismissal case turns on its particular facts–no firm advice can be given without going looking at the details.However,as a general rule,you risk losing your job if you refuse to carry out a legitimate and reasonable instruction given to you by your employer.So a tribunal would first of all look at the instruction. The dismissal would probably be unfair if the instruction was that you break the law,e.g.drive faster than the speed limit,or enter false accounting records.It is unlawful for your employer to instruct you to discriminate against someone,for example because of their race,sex,disability,sexual orientation or religion or belief.If you are sacked for refusing to carry out an instruction to discriminate,an employment tribunal would probably find this an unfair dismissal. It might also be unfair if the instruction,although legal,was beyond your contract and clearly unreasonable. If the instruction is lawful and reasonable,but of minor importance and the refusal was your first offence,the tribunal might decide your refusal was not gross misconduct.However if the instruction is repeated but you still refuse,that could well result in a fair dismissal. Tribunals will also take into account,where it is relevant,whether your colleagues were prepared to obey the order. You can refuse to work in conditions of serious and imminent danger,provided you cannot find another way of averting the risk. REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
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:
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 74 and 75:
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 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 128 and 129: SECTION 5.30 30. How much sick pay
Page 130 and 131: SECTION 5.31 If your companion is n
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 148 and 149: SECTION 5.44
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 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
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?