Lesson 1Overtime: data requests to HR (timesheets, payroll records, overtime policies) and methods to audit hours and payDis section detail overtime data requests to HR, includin' timesheets, payroll, an' policy documents, an' show how fi audit hours an' pay, identify underpayments or off-di-clock work, an' prepare clear evidence fi negotiations or grievances.
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 samplingDis section present structured methods fi consult workers bout overtime, usin' shift-based surveys, focus groups, an' representative samplin' fi capture diverse experiences an' preferences, an' fi translate findings into credible bargainin' positions.
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)Dis section detail remedies fi fear a speakin' up, includin' non-retaliation clauses, climate surveys, an' investigation protocols, an' explain how fi monitor implementation, track patterns a retaliation, an' adjust measures when risks persist.
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 hazardsDis section explain which safety documents fi request—incident logs, risk assessments, training records, an' PPE inventories—an' how fi verify hazards through inspections, worker testimony, an' cross-checkin' gaps in di documentation.
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 citeDis section cover HR data requests an' legal references fi address fear a speakin' up, includin' discipline an' complaint records, an' show how fi detect retaliation patterns, cite legal protections, an' demand corrective an' preventive measures.
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 metricsDis section develop shift change negotiation proposals, includin' trial periods, biddin' systems, rotation rules, an' pay differentials, an' set out post-implementation metrics an' review processes fi evaluate fairness, fatigue, an' productivity.
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 channelsDis section focus pon diagnosin' fear a speakin' up, mappin' trust barriers, an' designin' safe channels such as hotlines, ombudspersons, an' protected reportin' routes, wid clear rules fi confidentiality, follow-up, an' feedback to workers.
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 complianceDis section develop concrete overtime bargainin' proposals, from roster redesign an' overtime caps to premium pay an' voluntary banks, an' explain how fi embed monitorin' tools, joint reviews, an' clear triggers fi correct noncompliance quickly.
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)Dis section explain which data fi request fi assess shift changes an' productivity, includin' output, quality, absenteeism, an' overtime patterns, an' show how fi analyze trends, compare shifts, an' prepare evidence-based bargainin' proposals.
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 considerationsDis section explain how fi consult workers bout shift changes, focusin' pon shift-specific impacts, equity concerns, an' family needs, an' how fi ensure marginalized groups are heard an' dem input shape final proposals an' safeguards.
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 systemsDis section cover methods fi consultin' workers pon safety concerns, includin' walkarounds, interviews, an' surveys, an' guide yuh in co-designin' participatory hazard reportin' systems dat are accessible, trusted, an' integrated wid follow-up 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 auditsDis section outline concrete safety proposals, such as inspection schedules, trainin' plans, safety committee charters, an' anonymous reportin' tools, an' explain how fi plan follow-up audits an' track if agreed measures are effective.
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
