WO toolkit 2012 complete.pdf - GMB

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SECTION 17.2 Positive Action Action permitted by law that covers gender,race,sexual orientation,religion or belief and age. Employers are able to encourage disadvantaged groups to apply for posts or to participate in targeted training if individuals from these groups have been under-represented in the past.However,selection for posts has to be based on meeting the requirements for the job.Disabled people are in a different position.The Disability Discrimination Act differs in that it only protects people with a disability and not those without a disability.It is therefore lawful to treat people more favourably because they are disabled. Practices The customary ways in which intentions or policies are actually carried out.They include attitudes and behaviour that could amount to unlawful discrimination through unwitting prejudice,ignorance, thoughtlessness and racist,sexist,disablist,homophobic,ageist or other stereotyping. Prejudice An unfavourable feeling or attitude based on partial/faulty or no knowledge which may result in hostility towards certain individuals or groups. Procurement The process by which an organisation enters into a contract with an external supplier to carry out works or provide goods or services. Promotion of Race Equality Promotion of race equality as set out in the Race Relations Amendment Act 2000 means public authorities should have‘due regard to the need’,in everything they do,to tackle racial discrimination, promote equality of opportunity and promote good relations between people from different racial groups. Race The Race Relations Act(RRA)uses‘race’both to describe the catch-all class that receives protection under the Act,that is,‘racial group’,and as one of the five sub-classes that fall within it. Race equality scheme or policy A timetabled plan setting out how a public authority intends to meet its statutory general duty to eliminate unlawful racial discrimination and promote equality of opportunity and good relations between different racial groups as required by Article 2(3)of the Race Relations Act 1976(Statutory Duties)Order 2001(Statutory Instrument 2001 No 3458).The scheme or policy should indicate the functions and policies that have been assessed as being relevant to meeting the duty and the arrangements that have been made to assess,consult on and monitor present and proposed policies for any implications they might have for promoting race equality. Racial group A group of people defined by their race,colour,nationality(including citizenship),ethnic or national origins.All racial groups are protected by unlawful racial discrimination under the RRA.Romany Gypsies,Irish Travellers,Jews and Sikhs have been explicitly recognised by the courts as constituting racial groups for the purposes of the RRA.Note: A person may fall into more than one racial group; the courts have held that a person’s actual racial group may be irrelevant to the way that they are treated and that their racial group may be defined by a discriminator’s perception of or incorrect assumptions about their ethnic or national origins.
SECTION 17.2 Racism A prejudice founded on the basis of race,nationality or ethnic groups in which groups different to one’s own are seen as inferior.Also used to describe discriminatory behaviour on the grounds of race. Reasonable adjustments Employers have a duty to make reasonable adjustments under the Disability Discrimination Act 1995 to prevent physical features or other arrangements which place a disabled person at a substantial disadvantage from having such an effect.Periods of leave taken by disabled staff to have medical check-ups would be part of an organisation’s obligation to ensure reasonable adjustments.If the employer fails in this duty and that failure is unjustified,the employer has discriminated against that employee for the purposes of the Act.Employers and service providers must make reasonable adjustments,including taking steps to: • Amend policies,procedures and practices • Remove,alter or provide a means of avoiding physical features • Provide alternative means of delivering the service • Provide auxiliary aids or services that would facilitate the use of service by disabled people Religious discrimination Religious discrimination is unlawful in employment,training,goods and services(Employment Equality (Religion or Belief Regulations 2003 and Equality Act 2006).The Racial and Religious Hatred Act 2006 created a criminal offence of inciting(or‘stirring up’)hatred against a person on the grounds of their religion. Segregation Segregation on racial grounds is automatically regarded as treating the segregated person less favourable than others.It constitutes unlawful direct racial discrimination. Sex Identifies biological differences between men and women. Sexual orientation Is a person’s emotional,physical and/or sexual attraction,and the expression of that attraction.It is not a choice that people make; rather sexual orientation is something that people are born with.Sexual orientation refers to gay/lesbian,bisexual and heterosexual(or‘straight’)people. Sexism A prejudice based on a person’s gender in which one gender is seen as inferior.Also may be used to describe discrimination on grounds of gender. Social Inclusion The position from where someone can access and benefit from the full range of opportunities available to members of society.It aims to remove barriers for people or for areas that experience a combination of linked problems such as unemployment,poor skills,low incomes,poor housing,high crime environments,poor health and family background. Stereotypes Generalisations concerning perceived characteristics of all members of a group.
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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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SECTION 5.40 AGE (years) SERVICE (y
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SECTION 5.41 GROUP SEVEN UNION RIGH
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Page 200 and 201: SECTION 17.3 EQUALITY LEGISLATION:A
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