WO toolkit 2012 complete.pdf - GMB

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SECTION 5.9 9. What is a risk assessment and who should carry it out? Regulation three of the Management of health&Safety at Work Regulations(1999)specify the need for employers to carry out a risk assessment to assess the risks to workers and others,who may be affected by their work or business. Carrying out a risk assessment sounds like a complicated and bureaucratic process but it doesn’t have to be.The function of a risk assessment is to establish a safe a system of work possible.This is achieved by the elimination,or more likely,the reduction of any risks associated with the job being done.The first step is to identify the hazards presented by the job. Sometimes there is confusion in the terminology used in the risk assessment process: • A Hazard is something with the potential to cause harm.This would include electricity,dust, chemicals,working at heights,working alone and dealing with the public(this list is not exhaustive). • The Risk is the likelihood that harm will occur during the course of work activities.This is more difficult to evaluate as it is attempting to predict what may happen. In determining the risk there are two types of evidence to consider: • Firstly there is empirical or real evidence such as accident records or early retirement statistics due to injury or ill health. • Secondly there is anecdotal evidence from reports within your industry but from other workplaces. There is also the need to consider the extent of the risk.This takes account of the numbers of people who might be affected and the extent of any damage done.This is useful in prioritising which measures need to be dealt with first in order of the seriousness of the potential outcome. Who should carry out the risk assessment? Risk assessments are the responsibility of the employer.The employer should appoint one or more ‘competent persons’to carry out the risk assessments.A competent person,as defined by HSE under regulation seven of the Management of Health&Safety at Work regulations,does not necessarily have to have qualifications to carry out this responsibility.They should have sufficient training and knowledge,or experience and other qualities to be able to undertake the task.In addition <strong>GMB</strong> safety representatives should be involved in the risk assessment in order to contribute their experience and knowledge to the process.However risk assessments are not their responsibility and even with their involvement it remains the employer’s responsibility. REMEMBER: there may be more than one person affected by this issue. Consider calling a meeting to advise,recruit and organise.
SECTION 5.10 GROUP T<strong>WO</strong> CONTRACTS AND PAY 10. Am I entitled to a written contract of employment? Except where your employment lasts a month or less,your employer should give you‘Written Particulars of Employment’within two months of starting.These are your employer’s version of your contract.If you disagree with anything,object to your employer e.g.insist they take out any paragraph giving them the right to change the contract. The Particulars should contain: • Their name and your own name. • The date your employment began.Also the date your‘continuous employment’began.This might be earlier e.g.if you moved directly from a parent company to one of its subsidiaries,or if you were in a business or undertaking transferred from one employer to another. • Pay scale or rate,or method of calculating pay. • Pay interval,e.g.weekly,monthly. • Any terms about hours of work,including normal working hours. • Any terms about holidays(including public holidays)and holiday pay. • Any terms about sickness,including sick pay. • Any terms about pensions and pension schemes. • Notice periods on both sides. • Your job title or a brief description of your work. • The period a non-permanent job is expected to continue; if for a fixed term,the date it will end. • Your place of work; if you might work at more than one site,a statement to that effect and the address of the employer. • Any collective agreements which directly affect your terms and conditions,including(where your employer was not a party to those agreements)the names of the parties,e.g.an employer’s federation and a trade union. • Information,if any,on working outside the UK for more than a month. • A note of any disciplinary rules; of the disciplinary and dismissal procedures; of the grievance procedures and who you should raise the grievance with; and of any appeal procedures. Alternatively,they must refer you to an easily accessible document containing the procedures. The employer can provide the written information in a contract of employment or letter of employment given to you either before you start work or within two months of you doing so. The Particulars might be given to you in parts,or refer you to other documents.Any change should be notified to you within a month after the change. If your employer does not give you the Particulars,or if they do not contain the required information, you can complain to an Employment Tribunal. However you can only get compensation if you win a different tribunal complaint e.g.unfair dismissal, equal pay.In that event,the tribunal can award between two and four weeks’pay for the employer’s failure to provide the written details. 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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SECTION 2.8 HANDLING OBJECTIONS One
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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
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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 94 and 95: SECTION 5.5 5. Am I entitled to hav
Page 96 and 97: SECTION 5.7 7. Can my employer char
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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
Page 142 and 143: SECTION 5.40 AGE (years) SERVICE (y
Page 144 and 145: SECTION 5.41 GROUP SEVEN UNION RIGH
Page 146 and 147: 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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