WO toolkit 2012 complete.pdf - GMB

More documents

Recommendations

Info

SECTION 17.2 Deaf and deaf “deaf’written in lower case denotes the medical condition of hearing loss.Upper case‘Deaf’is the political and social term of belonging to the Deaf community.It is used in the same way other nationalities and groups would be spelt with upper case letters,e.g.Spanish or Muslim.”(Deaf and Creative,University of Wolverhampton). Disability–Legal Position The Disability Discrimination Act 1995 defines disability as‘a physical or mental impairment,which has a substantial and long term adverse effect on a person’s ability to carry out normal day to day activities’.This may affect a person’s mobility,manual dexterity,physical co-ordination; continence; ability to lift or move everyday objects; speech,hearing; eyesight; memory or ability to understand, concentrate or learn; perception of the risk of danger. Disability–Medical Model From a medical model perspective,people are disabled by their impairment and the absence or reduction of functionality that it causes.There is a focus on medical intervention–disability is something the person is burdened with,which should be cured so they may become as‘normal’as possible. Disability–Social Model From a social model perspective,people are disabled,not by their impairment,but by the environmental,social&attitudinal barriers that prevent them from participating fully as members of society.There is a focus on the removal of barriers,and providing‘different but equal’treatment to enable all people to participate. Disabled person(people) A disabled person is someone who has an impairment,experiences externally exposed barriers and self-identifies as a disabled person. Discrimination The law recognises two main types of discrimination,direct&indirect. Discrimination–Direct Occurs when one person is treated less favourably than another would be in the same or not materially different circumstances,on the basis of their gender,gender identity,race,sexual orientation,religion or belief,disability or age. Discrimination–Indirect-informal Occurs where a law,regulation,policy or practice,which is apparently neutral,would put persons of a given group(e.g.on grounds of gender,race,ethnic or national origins,sexual orientation,religion or belief-or none)at a particular disadvantage compared with another person,unless the provision, criterion or practice can be objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary(i.e.proportionate).A key difference between direct and indirect discrimination is that indirect discrimination can occur through informal practices as well as formal ones.It can happen unwittingly through practices,provisions or criteria that have a disproportionate negative impact on a particular group.
SECTION 17.2 Discrimination–Indirect-formal&specific Occurs where on all racial grounds(but effectively grounds of colour or nationality)there is the use of an apparently non-discriminatory requirement or condition which applies equally to everyone but can only be met by a considerably smaller proportion of people form a particular racial group,is to the detriment of someone from that group and cannot be objectively justified. Discrimination–Institutional May be seen as the“collective failure of an organisation to provide an appropriate and professional service to people because of their colour,race,culture or ethnic origin.It can be seen or detected in processes,attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance,thoughtlessness and racist stereotyping which disadvantages minority ethnic people.” (Stephen Lawrence Inquiry Report 1999.)The“collective failure”can also result because of people’s gender,gender identity,sexual orientation,disability,religion or belief or age. Discrimination–Positive: Not the same as positive action.It involves treating someone from an equality target group more favourably than someone not in the group,regardless of whether they have the relevant skills and qualifications.It is illegal in the context of sex and race discrimination. Diversity Refers to the differences in the values,attitudes,cultural perspectives,beliefs,ethnic backgrounds, sexual orientation,skills,knowledge and life experiences of each individual in any group of people.This term refers to differences between people and is used to highlight individual need.Diversity includes visible and non-visible individual differences.They may include,but are not limited to,differences protected by anti-discrimination legislation. Equal Access Ensuring that no one receives less favourable treatment because of their ethnicity,colour,creed, national origin,gender,gender identity,marital status,class,disability or sexual orientation.Everyone has equal and full access to the services that are available.Offering flexible,responsive services in which differing needs are identified and accommodated so that each person benefits equally. Equalities Is used as a short hand term to refer to all work addressing issues of discrimination and disadvantage, particularly as it relates to race equality,disability,gender,gender identity,sexual orientation,religion or faith and age. Equality The vision or aim of creating a society(or aspects of society)where power and quality of life is shared equally and both individuals and groups are able to live their lives free from discrimination and oppression.It is a short-hand term for all work carried out by an organisation to promote equal opportunities and challenge discrimination in carrying out its work in employment and service delivery. Equality Impact Assessment Is a way of systematically assessing,recording and reporting on the likely impact of a strategy,policy or project on people from equality target groups.It involves anticipating and identifying potential equality consequences and ensuring that as far as possible any potential negative consequences are minimised or eliminated.It should be integral to the policy making process.
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 174 and 175: SECTION 8 Carer’s Allowance-If yo
Page 176 and 177: SECTION 8 GOOD CONSULTATION PRACTIC
Page 186 and 187: EQUALITY THROUGH INCLUSION SECTION
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

Create successful ePaper yourself

Delete template?

Save as template?