WO toolkit 2012 complete.pdf - GMB

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SECTION 2.7 CAMPAIGNING We are best able to build GMB at work when we campaign on the issues people feel strongly about where they work. Every workplace has issues,but the best issues to campaign on are those issues that are raised by the members themselves,that affect a large part of the workforce and that can be won by the workers. GMB Workplace Organiser Research into our own membership tells us that only three per cent join GMB for the financial and individual services we offer,though they are valuable reasons for people to stay in GMB even when they don’t have current problems at work.Three quarters of new members say they join GMB for help in sorting out their problems at work,because as we know very few workplaces are perfect. So the first step for a GMB Workplace Organiser looking to build the union where they work must be to find out about what members and non-members are talking about where they work. The key point to remember is that your members and non-members will judge GMB on how we tackle the issue you choose to campaign around.So choose your campaign issue carefully. This can be done in a number of ways,but most GMB Workplace Organisers pick up information from regularly talking to colleagues,by updating their workplace map or when distributing their workplace newsletter. It can sometimes be useful to conduct formal surveys of GMB members and/or non members to find out which issues are of most concern.Surveys should include contact details for those involved and ask only a few questions on a small number of issues. The kind of workplace campaigns you could run could include: • Health and safety issues such as working temperatures,safety equipment,working hours,stress at work and work-life balance. • Pay campaigns in support of your local or national pay claim. • Campaigns against bullying and harassment. You can use any number of campaign tactics from gathering and submitting petitions and organising sticker days,to conducting consultative ballots and taking direct action. KEY POINTS TO REMEMBER • Your campaign must have clear and winnable goals. • Your campaign must be widely supported and understood. • Your campaign must be visible in the workplace. • Your campaign must involve people doing something to support it. • Your campaign must be based on an issue identified by the workforce. • Your campaign must include everyone affected including non members. • Your campaign must be aimed at recruiting non-members. • Your campaign must be focussed on the person/persons able to give you what you want. Your GMB Officer will be available to offer you advice and support with the campaign that you launch where you work.Consult your Officer at the first opportunity if your members feel that some form of direct action or industrial action is required as part of your campaign.
SECTION 2.7 If you feel that your campaign needs you to go outside the workplace and include the press and radio, lobbies of politicians or demonstrations and stunts,the Campaigns and Media Department of GMB Head Office is there to help.Contact them through your GMB Officer before you speak to anyone outside your workplace.Be aware that some employers may threaten to take action against any of their staff who go to the press.GMB can organise a campaign for you and protect the identity of members if necessary.
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 16 and 17: SECTION 1.3 Non-recognised companie
Page 18 and 19: SECTION 2.1 ORGANISING YOUR WORKPLA
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 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 38 and 39: SECTION 2.6 MEMBERSHIP TRANSFER NOT
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 54 and 55: SECTION 3.1 REPRESENTING YOUR MEMBE
Page 56 and 57: SECTION 3.1 COLLECTIVE BARGAINING G
Page 62 and 63: SECTION 4.1 REPRESENTING INDIVIDUAL
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 76 and 77: SECTION 4.4 AT THE HEARING: State y
Page 80 and 81: SECTION 4.5 APPEALS You should also
Page 82 and 83: SECTION 4.5 REQUEST FOR APPEAL HEAR
Page 86 and 87: SECTION 5 GROUP FIVE: DISCIPLINE AN
Page 88 and 89: 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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SECTION 5.43 43. Do workplace organ
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SECTION 5.44
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SECTION 6 ABOUT GMB Although it is
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WORKPLACE ORGANISERS TOOLKIT SECTIO
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SECTION 7.1
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SECTION 7.2 HEALTH AND SAFETY LAW-T
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SECTION 7.3 action to resolve them.
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SECTION 7.3 no action urgent commen
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SECTION 7.3 The questions on the pr
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SECTION 7.3
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SECTION 8 PENSIONS INFORMATION Pens
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SECTION 8 Carer’s Allowance-If yo
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SECTION 8 GOOD CONSULTATION PRACTIC
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EQUALITY THROUGH INCLUSION SECTION
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SECTION 17.2 Deaf and deaf “deaf
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SECTION 17.2 EQIA Section 75 of the
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SECTION 17.2 Harassment Unwanted be
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SECTION 17.2 Positive Action Action
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SECTION 17.2 Transsexual(or trans)p
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SECTION 17.3 EQUALITY LEGISLATION:A
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