Workplace Organisers Toolkit 2012.pdf - GMB

More documents

Recommendations

Info

SECTION 2.7CAMPAIGNINGWe are best able to build GMB at work when we campaign on the issues people feel strongly about wherethey work.Every workplace has issues,but the best issues tocampaign on are those issues that are raised by themembers themselves,that affect a large part of theworkforce and that can be won by the workers.GMB Workplace OrganiserResearch into our own membership tells us that only three per cent join GMB for the financial andindividual services we offer,though they are valuable reasons for people to stay in GMB even when theydon’t have current problems at work.Three quarters of new members say they join GMB for help insorting out their problems at work,because as we know very few workplaces are perfect.So the first step for a GMB Workplace Organiser looking to build the union where they work must beto find out about what members and non-members are talking about where they work.The key point to remember is that your members and non-members will judge GMB on how we tacklethe issue you choose to campaign around.So choose your campaign issue carefully.This can be done in a number of ways,but most GMB Workplace Organisers pick up information fromregularly talking to colleagues,by updating their workplace map or when distributing their workplacenewsletter.It can sometimes be useful to conduct formal surveys of GMB members and/or non members to findout which issues are of most concern.Surveys should include contact details for those involved and askonly a few questions on a small number of issues.The kind of workplace campaigns you could run could include:• Health and safety issues such as working temperatures,safety equipment,working hours,stressat work and work-life balance.• Pay campaigns in support of your local or national pay claim.• Campaigns against bullying and harassment.You can use any number of campaign tactics from gathering and submitting petitions andorganising sticker days,to conducting consultative ballots and taking direct action.KEY POINTS TO REMEMBER• Your campaign must have clear and winnable goals.• Your campaign must be widely supported and understood.• Your campaign must be visible in the workplace.• Your campaign must involve people doing something to support it.• Your campaign must be based on an issue identified by the workforce.• Your campaign must include everyone affected including non members.• Your campaign must be aimed at recruiting non-members.• Your campaign must be focussed on the person/persons able to give you what you want.Your GMB Officer will be available to offer you advice and support with the campaign that you launchwhere you work.Consult your Officer at the first opportunity if your members feel that some form ofdirect action or industrial action is required as part of your campaign.
SECTION 2.7If you feel that your campaign needs you to go outside the workplace and include the press and radio,lobbies of politicians or demonstrations and stunts,the Campaigns and Media Department of GMBHead Office is there to help.Contact them through your GMB Officer before you speak to anyoneoutside your workplace.Be aware that some employers may threaten to take action against any of theirstaff who go to the press.GMB can organise a campaign for you and protect the identity of members ifnecessary.
Page 1 and 2: GMB WORKPLACEORGANISERS TOOLKIT
Page 3 and 4: Acknowledgements:This toolkit has b
Page 6 and 7: CONTENTS1. Your role1.1 Training fo
Page 8 and 9: WORKPLACE ORGANISERSTOOLKIT SECTION
Page 10 and 11: SECTION 1.1The course ends with GMB
Page 12 and 13: SECTION 1.2WHAT DOES A GMB WORKPLAC
Page 14 and 15: WORKPLACE ORGANISERS TOOLKIT SECTIO
Page 16 and 17: SECTION 1.3Non-recognised companies
Page 18 and 19: SECTION 2.1ORGANISING YOUR WORKPLAC
Page 22 and 23: SECTION 2.2
Page 24 and 25: SECTION 2.3KEEPING MEMBERS UP TO DA
Page 26 and 27: GMB@PUTYOUREMPLOYER’SNAMEHEREPut
Page 30 and 31: SECTION 2.4USING YOUR WORKPLACE MAP
Page 32 and 33: SECTION 2.4WORKPLACE ADDRESSDepartm
Page 34 and 35: SECTION 2.5CONTACTING NEW STARTERS:
Page 38 and 39: SECTION 2.6MEMBERSHIP TRANSFER NOTE
Page 44 and 45: SECTION 2.8HANDLING OBJECTIONSOne o
Page 46 and 47: SECTION 2.8I’ve worked here for y
Page 48 and 49: SECTION 2.9GETTING HELP:BUILDING YO
Page 54 and 55: SECTION 3.1REPRESENTING YOUR MEMBER
Page 56 and 57: SECTION 3.1COLLECTIVE BARGAINING GU
Page 62 and 63: SECTION 4.1REPRESENTING INDIVIDUAL
Page 66 and 67: SECTION 4.2GMB RECOGNISED WORKPLACE
Page 68 and 69: SECTION 4.3DEALING WITH MEMBER’S
Page 70 and 71: SECTION 4.3Keep careful notesYou wi
Page 72 and 73: SECTION 4.3REQUESTING A POSTPONEMEN
Page 76 and 77: SECTION 4.4AT THE HEARING:State you
Page 80 and 81: SECTION 4.5APPEALSYou should also p
Page 82 and 83: SECTION 4.5REQUEST FOR APPEAL HEARI
Page 84 and 85: WORKPLACE ORGANISERSTOOLKIT SECTION
Page 86 and 87: SECTION 5GROUP FIVE: DISCIPLINE AND
Page 88 and 89: SECTION 5LIST OF STATUTORY AMOUNTS
Page 90 and 91:
SECTION 5.22. What are the maximum
Page 92 and 93:
SECTION 5.3ExemptionsDrivers of veh
Page 94 and 95:
SECTION 5.55. Am I entitled to have
Page 96 and 97:
SECTION 5.77. Can my employer charg
Page 98 and 99:
SECTION 5.99. What is a risk assess
Page 100 and 101:
SECTION 5.1111. Can my employer cha
Page 102 and 103:
SECTION 5.1313. Am I entitled to a
Page 104 and 105:
SECTION 5.1515. Is everyone entitle
Page 106 and 107:
SECTION 5.1616. Am I entitled to ba
Page 108 and 109:
SECTION 5.18GROUP THREEMATERNITY&PA
Page 110 and 111:
SECTION 5.1919. Can I get maternity
Page 112 and 113:
SECTION 5.2020. Am I protected from
Page 114 and 115:
SECTION 5.21If you want to change y
Page 116 and 117:
SECTION 5.22Your employer is oblige
Page 118 and 119:
SECTION 5.2424. What rights do I ha
Page 120 and 121:
SECTION 5.2525. Can I take paid ado
Page 122 and 123:
SECTION 5.26While on paternity leav
Page 124 and 125:
SECTION 5.27You may be entitled to
Page 126 and 127:
SECTION 5.28• You are entitled to
Page 128 and 129:
SECTION 5.3030. How much sick pay a
Page 130 and 131:
SECTION 5.31If your companion is no
Page 132 and 133:
SECTION 5.32Even if your employer h
Page 134 and 135:
SECTION 5.3434. How much notice mus
Page 136 and 137:
SECTION 5.35If you are dismissed be
Page 138 and 139:
SECTION 5.3737. How much notice do
Page 140 and 141:
SECTION 5.3939. Who pays my redunda
Page 142 and 143:
SECTION 5.40AGE(years)SERVICE (year
Page 144 and 145:
SECTION 5.41GROUP SEVENUNION RIGHTS
Page 146 and 147:
SECTION 5.4343. Do workplace organi
Page 148 and 149:
SECTION 5.44
Page 150 and 151:
SECTION 6ABOUT GMBAlthough it is yo
Page 152 and 153:
WORKPLACE ORGANISERSTOOLKIT SECTION
Page 154 and 155:
SECTION 7.1
Page 156 and 157:
SECTION 7.2HEALTH AND SAFETY LAW-TH
Page 158 and 159:
WORKPLACE ORGANISERS TOOLKIT SECTIO
Page 160 and 161:
SECTION 7.3action to resolve them.A
Page 162 and 163:
SECTION 7.3no action urgent comment
Page 164 and 165:
Page 166 and 167:
Page 168 and 169:
SECTION 7.3The questions on the pre
Page 170 and 171:
SECTION 7.3
Page 172 and 173:
SECTION 8PENSIONS INFORMATIONPensio
Page 174 and 175:
SECTION 8Carer’s Allowance-If you
Page 176 and 177:
SECTION 8GOOD CONSULTATION PRACTICE
Page 178 and 179:
Page 180 and 181:
Page 182 and 183:
Page 184 and 185:
Page 186 and 187:
EQUALITY THROUGH INCLUSIONSECTION 1
Page 188 and 189:
WORKPLACE ORGANISERS TOOLKIT SECTIO
Page 190 and 191:
SECTION 17.2Deaf and deaf“deaf’
Page 192 and 193:
SECTION 17.2EQIASection 75 of the N
Page 194 and 195:
SECTION 17.2HarassmentUnwanted beha
Page 196 and 197:
SECTION 17.2Positive ActionAction p
Page 198 and 199:
SECTION 17.2Transsexual(or trans)pe
Page 200 and 201:
SECTION 17.3EQUALITY LEGISLATION:AT
show all

Workplace Organisers Toolkit 2012.pdf - GMB

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?