WO toolkit 2012 complete.pdf - GMB

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SECTION 4.1 REPRESENTING INDIVIDUAL MEMBERS ADVISING MEMBERS:RIGHTS AT WORK As important as arguing for collective improvements in your members’terms and conditions is your role in resolving individual members’issues. Individual problems that keep coming up are a sign of an underlying problem at the workplace that you can build a campaign on. Members will come to you for advice about problems they face at work.It is important that you support your members and do your best to give them the best advice you can. A good starting point is to know the basic rights at work people have and the standard advice GMB gives to its members in other workplaces.Attached is a one page summary for you to keep handy.You may need more in depth advice from your GMB Officer on some of these issues. Also included in this toolkit in section five is the‘Most Asked Questions’guide which sets out the advice you should give members for the most common problems that arise at work. Other issues will come up and you are not expected to have the answer to every query straightaway.If you don’t know the answer to any question you are asked,tell the member you don’t know but will find out and get back to them.Then call your Branch Secretary or talk to other GMB Representatives where you work before going back to the member with your advice. Remember: Many members only need to call on GMB’s advice and help very occasionally.It is essential to take every query seriously and to be as helpful as you can. Note: On the following page is a summary of Employment Rights that can be photocopied as required.
SECTION 4.1 RIGHT TIME LIMIT FOR COMPLAINT* DAY ONE A minimum wage Time off for dependants Short(generally one–two days)emergency leave Not to have unlawful deductions made from your wages Equal pay for equal work No discrimination on grounds of race or sex No discrimination on grounds of disability 18 weeks maternity leave Three months Written statement of reasons for dismissal when pregnant Time off for antenatal care Time off for public duties Three months from non-payment* Three months from non compliance Three months from non compliance Three months from the date of the deduction/s While in work or within six months of leaving or a change of contract Three months from the act of discrimination, or it continuing Three months from the act of discrimination,or it continuing Three months Three months from date of appointment Three months from refusal Time off for trade union activities Three months from failure to give time off No victimisation for joining a trade union Three months from the date of victimisation or trade union activities No victimisation for refusing to carry out unsafe work Three months from the date of victimisation No victimisation for asserting any statutory right Three months from the date of victimisation 20 days paid holiday(with exclusions) Three months from failure to provide A limit on night working to eight hours in any 24 Three months from non-compliance A break in any shift of six hours or more Three months from non-compliance A break of 12 hours in any 24 Three months from non-compliance A maximum working week of 48 hours(with exclusions) Three months from non-compliance BY YOUR FIRST PAY DATE A payslip showing gross pay,deductions and net pay Three months AFTER ONE MONTH One week’s notice of dismissal Payment if you are suspended on medical grounds Guaranteed payments if you are laid off A written statement of your terms of employment Three months from termination Three months from date of commencement Three months from date of commencement Three months from time employment ceased AFTER ONE YEAR Protection against unfair dismissal Three months from the date of dismissal A written statement of the reasons for dismissal Three months from termination Return to work after 40 weeks’maternity leave Three months from notified date of return 13 weeks unpaid parental leave Three months from non-compliance AFTER TWO YEARS Redundancy pay if your job is scrapped Six months *All time scales stated are less one day i.e.three months less a day.
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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
Page 12 and 13: SECTION 1.2 WHAT DOES A GMB WORKPLA
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Page 16 and 17: SECTION 1.3 Non-recognised companie
Page 18 and 19: SECTION 2.1 ORGANISING YOUR WORKPLA
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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 40 and 41: SECTION 2.7 CAMPAIGNING We are best
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 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
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
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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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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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