WO toolkit 2012 complete.pdf - GMB

More documents

Recommendations

Info

SECTION 8 Carer’s Allowance–If you care for someone who is disabled and is in receipt of Attendance Allowance or Disability Living Allowance,you may be entitled to Carer’s Allowance. However,if you receive other state benefits such as the basic state pension,you may not be entitled to Carer’s Allowance. More information can be obtained from the Benefit Enquiry Line on 0800 882 200. Bus Pass–This is available for free to those aged over 60. Residents of London Boroughs also qualify for a Freedom Pass. Your local Council can give you more information on this. Free Prescriptions&Eyesight Tests–If you are aged over 60 you are entitled to free prescriptions and eye examinations. You may also qualify for financial assistance with other medical costs. For more information,call NHS Direct on 0845 4647. TV Licence–This is available for free for those aged 75 and over. To apply for this call TV Licensing on 0844 800 6790. TAX BENEFITS Her Majesty’s Revenue and Customs(HMRC)grants a higher personal allowance to those aged over 65, meaning that you will be allowed more tax free income if you are above this age. The level of increased allowance depends on your income. HMRC should apply this increased allowance automatically,but it is worth double checking this. You can do this and check if you think you have paid to much tax by virtue of not previously receiving this increased allowance by contacting your local tax office. OCCUPATIONAL PENSION If you have contributed to a work based pension at your current workplace,you should have heard about your pension entitlement. If you have not,you should contact your employer’s Human Resources or Pensions Department. If you think you have an entitlement to a pension from a previous employer,or another pension provider, the government-run Pension Tracing Service can help you track down those responsible for paying these pensions. You can contact the Pension Tracing Service on 0845 600 2537. AGE DISCRIMINATION If your retirement was forced by your employer: • Were you notified of your retirement date at least six months in advance? • Did they advise you of your right to request continuing working past retirement age? • Was your age at retirement 65 or more? • If not,did your employer justify why they have enforced retirement at this earlier age? If your answer to any of these is“no”,there may be a breach of the retirement procedure as set out in the Age Discrimination Regulations. Speak to your <strong>GMB</strong> Workplace Organiser or Regional Organiser for more details. The facility that allows employers to enforce retirement is due to be removed from October 2011, although employers will legally be able to enforce retirements that are justified from this time.
SECTION 8 CONSULTATION ON CHANGES TO PENSION SCHEMES Since 6th April 2006,a statutory obligation has existed for employers to consult with employees on changes to a pension scheme. The obligation applies to employers of more than 50 employees who provide an occupational pension scheme(excluding public sector pension schemes). CHANGES Changes which must be consulted on include: • Increases to normal pension age • Closing a pension scheme to some,or all,new joiners • Closing a defined benefit scheme to future accrual for some,or all,members • Removing the liability to make employer contributions to a defined benefit scheme(meaning that employers are not obliged by the rules of a pension scheme to contribute to the scheme) • Changing the accrual rate for some,or all,members of a defined benefit pension scheme • Changing method of accrual in a defined benefit scheme for some or all members(e.g.by moving from final salary to CARE) • Reducing the level of employer contribution for some,or all,members of a defined contribution scheme or personal pension plan EXCEPTIONS Consultation is not required where these changes are made to comply with a statutory provision or a determination by the Pensions Regulator; or if the change will have no lasting effect on the rights of employees to join the scheme or benefits provided. It is also important to note that change can only be made to employees’future pension rights(i.e.the pension they build up through future service). Any changes to the rights a member has built up can only be made with the express agreement of that individual member. CONSULTATION PROCESS The consultation on these changes must be carried out for a period of not less than 60 days before any change can be affected. All active members and prospective members must be consulted as must representatives of recognised Trade Unions. Written information on proposed changes should be provided to these people before the consultation begins. This information should include: • Details of changes and the likely effect on members • Relevant background information • Timescales involved before proposals are implemented In the course of the consultation both employer and those being consulted are under a duty to“work in a spirit of co-operation”. There is no legal requirement that agreement must be reached. At the start of a consultation,parties should be notified of a deadline for submission of comments. At the end of a consultation period,an employer is obliged to consider responses received before making a final decision to implement the initial proposal. ENFORCEMENT The details of the consultation obligation are laid out in full in the Occupational and Personal Pension Schemes(Consultation by Employers and Miscellaneous Amendment)Regulations 2006(SI 2006/349). Any parties failing to comply with these obligations can be reported to the Pensions Regulator,who has the power to investigate and impose civil penalties,but does not have the power to overturn the relevant changes in such circumstances.
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:
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 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 148 and 149: SECTION 5.44
Page 150 and 151: SECTION 6 ABOUT GMB Although it is
Page 152 and 153: WORKPLACE ORGANISERS TOOLKIT SECTIO
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 176 and 177: SECTION 8 GOOD CONSULTATION PRACTIC
Page 186 and 187: EQUALITY THROUGH INCLUSION SECTION
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?