WO toolkit 2012 complete.pdf - GMB
WO toolkit 2012 complete.pdf - GMB
WO toolkit 2012 complete.pdf - GMB
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SECTION 4.3<br />
Verbal warning<br />
Minor infringements can lead to a formal verbal warning.This will be held on the member’s records for<br />
a specific period of time as set out in the employer’s procedure.<br />
Written warning<br />
If the infringement is more serious or if the infringement happens again,the worker may be given a<br />
formal written warning.This will be held of the members’records for a specific period of time as set out<br />
in the employer’s procedure.<br />
Final written warning<br />
Where there is a failure to improve or change behaviour during the currency of a prior warning,or<br />
where the infringement is sufficiently serious,the worker may be given a Final Written Warning.<br />
Action short of dismissal<br />
Instead of simply sacking your member,the employer might demote them,transfer them or suspend<br />
them from work for a period of time.<br />
Employment Tribunals(ET)<br />
You must refer to your <strong>GMB</strong> Officer about any potential claims to Employment Tribunal for your<br />
member.ET claims are only submitted following assessment by <strong>GMB</strong> Officials.Cases that are considered<br />
by the ET to be‘frivolous or vexatious’can result in costs being awarded against <strong>GMB</strong>.<br />
It is essential that any member seeking to lodge a legal claim against an employer at Employment<br />
Tribunal has first used their own procedure or the legal minimum procedure as set out above.<br />
There is a strict‘three month less a day’time limit from the date of the dismissal(even if there is a<br />
subsequent internal appeal to be heard),so it is essential that you move swiftly.<br />
Contact your <strong>GMB</strong> Officer immediately if one of your members is dismissed.He or she has access to<br />
specialist support from <strong>GMB</strong> Regional Legal Officers and from solicitors nominated by <strong>GMB</strong>.<br />
DISCIPLINARY MATTERS CONCERNING YOURSELF OR ANOTHER <strong>WO</strong>RKPLACE<br />
ORGANISER<br />
As a representative of <strong>GMB</strong> you have certain rights and entitlements.It is against the law to<br />
discriminate against someone because of his or her trade union activity.If there is any suggestion of<br />
disciplinary action being taken against you or another workplace representative contact your <strong>GMB</strong><br />
Officer as soon as possible,even if the supposed grounds are nothing to do with your role as a Workplace<br />
Organiser.<br />
Also insist that the employer writes to your Officer setting out the details.<br />
Any <strong>GMB</strong> Representative or Workplace Organiser has the right to be represented by their Branch<br />
Secretary or <strong>GMB</strong> Officer in such circumstances.<br />
EQUALITY ISSUES<br />
Any disciplinary case that involves issues of race,gender,age,religious or sexuality discrimination<br />
should be reported to your Branch Secretary or <strong>GMB</strong> Officer straightaway as they may involve complex<br />
legal action in the future.