Workplace Organisers Toolkit 2012.pdf - GMB

SECTION 1.3YOUR RIGHTS AS A GMB WORKPLACE ORGANISERADVISORY,CONCILIATION&ARBITRATION SERVICE(ACAS)CODES OF PRACTICEThe ACAS codes provide a minimum of legal rights for GMB workplace organisers.Your recognition andfacilities agreement with your employer should give you at least these rights but GMB aims for muchmore.TIME OFF AND THE FACILITIES TO CARRY OUT YOUR DUTIESTo do your union work,you will need time and resources.The usual term for this is‘facilities’.Someworkplaces have‘facilities agreements’as part of their GMB Recognition Agreement which provide forpaid time off for union duties and use of equipment and facilities for union work.Ask your BranchSecretary or GMB Officer for details of your facilities agreement and decide whether you need todemand more facilities from your employer.FACILITIESWhere GMB membership is strong enough,the union should have its own private office,equipped withtelephone,desk,chair,filing cabinet,or personal computer and reasonable amounts of stationery.Ifthis is not possible there should be an agreement covering the use of these things for union purposes.This should include the use of the postal arrangements,internal distribution system,e-mail system,personal computers and printers,fax machine and access to a photocopier.You should first ask for a noticeboard to display notices of meetings and other union publicity and timeoff and facilities to produce and distribute your workplace newsletter.TIME OFF FOR GMB DUTIESTime off arrangements make it possible for you to play your part in building workplace organisation.Ifyour employer recognises GMB for collective bargaining you have legal rights to reasonable time offduring working hours for trade union duties,including training,under section 168 and 169 of the TradeUnion and Labour Relations Consolidation(TULRC)Act 1992.Paid time off should cover:• All meetings with the employer.• Meetings with new employees for recruitment purposes.• Meetings with other trade union representatives.• GMB training courses.• Attending industrial conferences and committee meetings away from your workplace.• Accompanying a worker to a grievance or disciplinary hearing.TIME OFF FOR TRAININGSection 178(2)of the TULRC act 1992 gives union representatives the right to reasonable time off workfor training.Remember that you should ensure that your employer is given‘reasonable notice’when youwant time off for training,if possible a minimum of six weeks.Some employers prefer to agree time offfor training on a yearly basis.They can plan for release over twelve months far more easily.Good agreements on release are undermined when course places are cancelled without good reason oradequate notice.It’s important that you don’t cancel your place at the last moment,as this createsproblems for the course organisers.Challenge your employer if they try to get you to cancel a coursebecause of‘work pressures’.GMB Learning Representatives also have rights to time off work to undertake their role and undergorelevant training.Ask your GMB Officer for details.Safety Representatives also have rights to paid time off for carrying out their responsibilities andattending approved union training under the Safety Representatives and Safety Committees Act 1977.They have the right to paid time off to conduct safety inspections in the workplace.