WO toolkit 2012 complete.pdf - GMB

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SECTION 17.2 EQIA Section 75 of the Northern Ireland Act 1998 requires public authorities in Northern Ireland to have due regard to the need to promote equality of opportunity(a)between persons of different religious belief, political opinion,racial group,age,marital status or sexual orientation;(b)between men and women generally;(c)between persons with a disability and persons without; and(d)between persons with dependants and persons without.In addition,public authorities must have due regard to the desirability of promoting good relations between persons of different religious belief,political opinion or racial group.Carrying out Equality Impact Assessments(EQIAs)through engagement and consultation is a vital element of fulfilling these statutory obligations. Equality Target Group An equality target group is one that is likely to face discrimination and disadvantage on the basis of its age,caring responsibilities,civil partnership or marital status,disability gender(including gender recognition),race,religion and belief and sexual orientation or any other inappropriate distinctions such as social class or their status as a gypsy/traveller,refugee or asylum seeker.It is necessary to be aware of the particular needs facing these groups and the means by which service providers can meet their requirements.It is important to be aware that people can belong to several equality target groups and may experience multiple forms of disadvantage&discrimination. Equal Opportunities The development of practices that promote the possibility of fair and equal chances for all to develop their full potential in all aspects of life and the removal of barriers of discrimination and oppression experienced by certain groups. Ethnicity An individual’s identification with a group sharing any or all of the following: nationality,lifestyles, religion,customs and language. Exemplary Employer An employer that is at the leading edge of good employment practice,that people want to work for,and that offers favourable terms and conditions to its employees. Faith or Religion A religious belief is likely to include some form of collective worship,a clear belief system or a profound belief in a way of life or view of the world.Belief in a deity is not essential to a belief system being classified as religious.Anti-discrimination laws in the area of religion or belief also protect non-belief e.g.atheism or humanism. Gay This term is used when referring to gay men or women.The word‘homosexual’is clinical in origin (implying a condition or illness)and is usually viewed as an offensive term by gay people.The word‘gay’ is normally attributed to men.However at times it can be used as an all-encompassing term for gay men,lesbians,and bisexual people. Gay Man A man who is emotionally,physically and/or sexually attracted to men.
SECTION 17.2 Gender Expressed in terms of masculinity or femininity.Describes how people feel about themselves and how they expect other people to behave towards them.It is a concept that refers to the social differences between women and men that have been learned,are changeable over time and have wide variations both within and between cultures.The term is often used to differentiate from‘sex’which refers to biological differences.Gender consists of two related aspects: gender identity,which is the person’s internal perception and experience of their gender; and gender role,which is the way that the person lives in society and interacts with others,based on their gender identity. Gender Dysphoria Is a widely recognised medical condition variously referred to as gender dysphoria,gender identity disorder and transsexualism. Gender Equality The concept that all human beings are free to develop their personal ability and make choices without the limitation set by strict gender roles; that the different behaviours,aspirations and needs of women and men are considered,valued and favoured equally. Gender Neutral Having no differential positive or negative impact for gender relations or equality between men and women. Gender Reassignment Gender reassignment(or realignment)is the process which is undertaken under medical supervision for the purpose of reassigning a person’s sex by changing physiological or other characteristics of sex. This may include counselling,hormone treatment or surgery.The Sex Discrimination Act(SDA)1975 was amended by the Sex Discrimination(Gender Reassignment)Regulations 1999 providing equality of opportunity for the transsexual community in the areas of pay,employment,self-employment and vocational training. Gender Recognition Act 2004 This enables transsexual people to apply for gender recognition and those born in the UK can obtain a new birth certificate.To qualify,a transsexual person has to show that: • They have been diagnosed as having gender dysphoria,or • they have had gender reassignment surgery,and • they have lived in their acquired gender role for two years and • they intend to do so permanently for the remainder of their life. • Gender recognition means that transsexual or transpeople must be treated as of their new sex for all legal purposes,including in the workplace. Genuine Occupational Requirements(GORs) This is where having a particular characteristic can be a genuine requirement for a job.For example, being of a particular race,disability,gender,religion,age and sexual orientation may be essential criteria in the job description and person specification.The law permits GORs provided these can be justified.
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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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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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Page 200 and 201: SECTION 17.3 EQUALITY LEGISLATION:A
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