WO toolkit 2012 complete.pdf - GMB

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SECTION 5.5 5. Am I entitled to have an eye test for VDU work? The Health and Safety(Display Screen Equipment)Regulations 1992 require employers to provide,upon request,an appropriate eye and eyesight test to VDU users. The eye and eyesight test should be conducted by an optician,or a doctor who is suitably qualified.The test should include a vision screening test and an examination of the eyes.In practice,this means a full eye test as carried out by an ophthalmic optician,although many companies offer the more limited vision screening tests.Vision screening is not a full eye and eyesight test,which employees can insist upon. The employer can specify which optician carries out the tests,although many VDU workers simply visit a High Street optician.The cost of the test must be met by the employer. The DSE regulations require that eye and eyesight tests be provided: • As soon as practicable after existing display screen users have made their request; • when somebody is newly recruited or is transferred to carry out VDU work and at regular intervals thereafter,depending on the judgment of the optician or doctor(this will vary for individuals,with yearly or two-yearly intervals being the most common); and • when users are experiencing visual difficulties,such as eyestrain or problems with focussing,which may reasonably be considered to be related to the VDU work. Following the eye test,the optician may prescribe‘special corrective appliances’(normally spectacles) to be worn when carrying out VDU work.For instance,some people who already wear spectacles or contact lenses may need a different lens for correcting their vision to work at the screen. If the optician prescribes glasses specifically for VDU work,the employer must pay the cost of these. However,the 1992 Regulations limit the employer’s liability to the cost of providing a‘basic appliance’. The employer is not obliged to pay for designer frames,or for optional treatment to lenses(tints, special coatings etc).If employees want a better looking or‘nicer’pair of glasses,most employers will pay a proportion of the costs(e.g.£50)and expect the employee to fund the excess. If you require any more advice or information on working with VDUs please contact your GMB Regional Health and Safety Officer. REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
SECTION 5.6 6. What is the law on toilets and washing facilities? The Workplace(Health,Safety and Welfare)Regulations 1992,require all employers to provide access to toilet and washing facilities and(within workplaces)a supply of drinking water. Toilets and washrooms must be kept clean,adequately lit and ventilated; provide adequate protection from the weather; ensure privacy for the user; and provide toilet paper,soap,clean hot and cold(or warm)water and towels or an alternative means of drying.Toilets and washrooms must be provided at readily accessible places.The facilities do not have to be within the workplace,but they should if possible be within the building.Where arrangements are made for the use of facilities provided by someone else,it is the employer’s responsibility to ensure that they are available when necessary(i.e. not locked when workers need access to them). The use of public facilities is only acceptable as a last resort,where no other arrangement is possible. Sufficient facilities should be provided to enable workers to use them without undue delay.The minimum numbers are set out in the tables below–the 2nd table may be used if the facilities are only used by men.More may be required if a great many workers need to use them at the same time,or when facilities provided for workers are also used by members of the public. MINIMUM NUMBER OF TOILETS AND WASHBASINS NUMBER OF PEOPLE AT WORK NUMBER OF WATER CLOSETS NUMBER OF WASH STATIONS 1 to 5 1 1 6 to 25 2 2 26 to 50 3 3 51 to 75 4 4 76 to 100 5 5 MINIMUM NUMBER IF USED ONLY BY MEN NUMBER OF MEN AT WORK NUMBER OF WATER CLOSETS NUMBER OF URINALS 1 to 15 1 1 16 to 30 2 1 31 to 45 2 2 46 to 60 3 2 61 to 75 3 3 76 to 90 4 3 91 to 100 4 4 If you require any more advice or information on this issue please contact your GMB Regional Health and Safety Officer. REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
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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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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
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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
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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
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Page 80 and 81: SECTION 4.5 APPEALS You should also
Page 82 and 83: SECTION 4.5 REQUEST FOR APPEAL HEAR
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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 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
Page 112 and 113: SECTION 5.20 20. Am I protected fro
Page 114 and 115: SECTION 5.21 If you want to change
Page 116 and 117: SECTION 5.22 Your employer is oblig
Page 118 and 119: SECTION 5.24 24. What rights do I h
Page 120 and 121: SECTION 5.25 25. Can I take paid ad
Page 122 and 123: SECTION 5.26 While on paternity lea
Page 124 and 125: SECTION 5.27 You may be entitled to
Page 126 and 127: SECTION 5.28 • You are entitled t
Page 128 and 129: SECTION 5.30 30. How much sick pay
Page 130 and 131: SECTION 5.31 If your companion is n
Page 132 and 133: SECTION 5.32 Even if your employer
Page 134 and 135: SECTION 5.34 34. How much notice mu
Page 136 and 137: SECTION 5.35 If you are dismissed b
Page 138 and 139: SECTION 5.37 37. How much notice do
Page 140 and 141: SECTION 5.39 39. Who pays my redund
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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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