Lesson 1Overtime: data requests to HR (timesheets, payroll records, overtime policies) and methods to audit hours and payThis part lists overtime data asks to HR like timesheets, pay records, policies, and ways to check hours and pay, spot shortfalls or extra work, and prep proof for talks.
Requesting detailed timesheets and rostersObtaining payroll and overtime pay recordsReviewing written overtime policies and rulesAuditing hours worked against pay receivedDocumenting findings for cases and bargainingLesson 2Overtime: worker consultation techniques—shift-focused surveys, focus groups, and representative samplingThis part offers ways to ask workers on overtime via shift polls, groups, and samples to get varied views and turn them into strong bargaining stands.
Designing shift-specific overtime surveysRunning inclusive overtime focus groupsUsing representative sampling across unitsAnalyzing worker preferences and burdensFeeding consultation results into bargainingLesson 3Fear of speaking up: remedies and monitoring mechanisms (non-retaliation clauses, regular climate surveys, whistleblower investigations)This part covers fixes for speaking fears like no-backlash terms, mood polls, probe rules, and tracking rollout, backlash signs, and changes if risks stay.
Drafting strong non-retaliation languageDesigning regular climate and trust surveysProtocols for whistleblower investigationsTracking retaliation indicators over timeReviewing and strengthening remedies regularlyLesson 4Safety: information to request (incident logs, risk assessments, training records, PPE inventories) and steps to verify hazardsThis part lists safety docs to ask for—incident logs, risks, training, gear stocks—and checks via looks, worker words, and doc gaps.
Requesting incident and near-miss recordsReviewing risk assessments and controlsAssessing safety training coverage and gapsChecking PPE inventories and distributionVerifying hazards through site inspectionsLesson 5Fear of speaking up and protection against retaliation: HR data to request (discipline records, complaint outcomes) and legal protections to citeThis part covers HR data asks and law quotes for speaking fears, discipline and complaint records, spotting backlash, quoting shields, and pushing fixes.
Requesting discipline and complaint recordsAnalyzing patterns suggesting retaliationReviewing internal grievance proceduresCiting key legal protections for workersNegotiating corrective and preventive stepsLesson 6Shift change: negotiation proposals (trial periods, shift bidding, rotation policies, compensation differentials) and post-implementation review metricsThis part builds shift swap plans like trials, bids, turns, pay extras, and after-check scores for fairness, tiredness, and output.
Designing time-limited trial shift changesCreating transparent shift bidding systemsSetting fair rotation and stability rulesNegotiating compensation differentials by shiftDefining post-change review metrics and timingLesson 7Fear of speaking up: building trust—methods such as confidential hotlines, independent ombudsperson, and protected channelsThis part checks speaking fears, trust blocks, and safe ways like hotlines, neutral persons, protected reports with privacy, follow-up, and worker feedback rules.
Identifying sources of fear and silenceDesigning confidential hotlines and intake rulesRole and independence of an ombudspersonProtected reporting channels and escalation pathsCommunicating outcomes to build lasting trustLesson 8Overtime: practical negotiation proposals (roster changes, overtime caps, premium pay, voluntary banked hours) and monitoring complianceThis part makes solid overtime plans from roster shifts, limits, extra pay, hour banks, and tools for checks, reviews, and quick fixes.
Designing fair roster and scheduling changesSetting enforceable overtime caps and limitsStructuring premium pay and differential ratesCreating voluntary overtime banks with safeguardsMonitoring compliance and correcting violationsLesson 9Shift change and productivity: data to request (production metrics by shift, absenteeism, overtime distribution, cost analysis)This part lists data for shift swaps and output like shift scores, no-shows, overtime spread, costs, and analysing trends, shifts, bargaining proof.
Selecting key production and quality metricsComparing performance across different shiftsAnalyzing absenteeism and turnover by shiftMapping overtime distribution and related costsBuilding data-based arguments for proposalsLesson 10Shift change: worker consultation approaches for shift-specific impacts and equity considerationsThis part shows worker asks on shift swaps, shift effects, fairness, family needs, hearing overlooked groups for final plans.
Mapping who is affected by shift changesGathering input on health and family impactsIdentifying equity and discrimination risksEnsuring marginalized voices are includedTranslating concerns into concrete safeguardsLesson 11Safety: worker consultation methods for safety concerns and designing participatory hazard reporting systemsThis part covers worker safety talks via walks, chats, polls, and co-making report systems that are easy, trusted, linked to actions.
Planning safety-focused worker consultationsConducting safety walkarounds and interviewsDesigning simple hazard reporting toolsEnsuring anonymity and protection in reportingLinking reports to corrective safety actionsLesson 12Safety: concrete safety proposals (inspection schedule, training plan, safety committee charter, anonymous reporting tool) and follow-up auditsThis part lists safety plans like check times, training, committee rules, secret reports, and audit plans to track if measures work.
Building a regular safety inspection scheduleDesigning a targeted safety training planDrafting an effective safety committee charterImplementing anonymous safety reporting toolsPlanning follow-up audits and progress reviews
