Lesson 1Overtime: worker consultation techniques—shift-focused surveys, focus groups, and representative samplingThis lesson covers worker talks on overtime via shift surveys, groups, sampling for varied views 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 2Safety: information to request (incident logs, risk assessments, training records, PPE inventories) and steps to verify hazardsThis lesson lists safety docs to ask—logs, assessments, training, PPE—and verifying hazards via checks, worker stories, 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 3Safety: concrete safety proposals (inspection schedule, training plan, safety committee charter, anonymous reporting tool) and follow-up auditsThis lesson outlines safety plans like checks, training, committees, anon tools, with audits to check effectiveness.
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 reviewsLesson 4Safety: worker consultation methods for safety concerns and designing participatory hazard reporting systemsThis lesson covers safety talks via walkarounds, chats, surveys, co-designing easy, trusted hazard reports with actions.
Planning safety-focused worker consultationsConducting safety walkarounds and interviewsDesigning simple hazard reporting toolsEnsuring anonymity and protection in reportingLinking reports to corrective safety actionsLesson 5Shift change: worker consultation approaches for shift-specific impacts and equity considerationsThis lesson covers consulting on shift changes for specific effects, fairness, family needs, including marginalised voices.
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 6Shift change and productivity: data to request (production metrics by shift, absenteeism, overtime distribution, cost analysis)This lesson lists data for shift changes/productivity like output, no-shows, overtime, costs, analysing trends for 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 7Overtime: practical negotiation proposals (roster changes, overtime caps, premium pay, voluntary banked hours) and monitoring complianceThis lesson crafts overtime proposals like roster tweaks, caps, extras, banks, with monitoring, reviews, fixes for slip-ups.
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 8Fear of speaking up: building trust—methods such as confidential hotlines, independent ombudsperson, and protected channelsThis lesson diagnoses speaking fears, trust blocks, designs safe routes like hotlines, ombuds, with privacy, follow-up 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 9Shift change: negotiation proposals (trial periods, shift bidding, rotation policies, compensation differentials) and post-implementation review metricsThis lesson builds shift swap proposals like trials, bids, rotations, pay extras, with review metrics for fairness, tiredness, 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 10Fear of speaking up and protection against retaliation: HR data to request (discipline records, complaint outcomes) and legal protections to citeThis lesson covers HR data asks, legal cites for speaking fears, discipline/complaint records, spotting backlash, demanding fixes.
Requesting discipline and complaint recordsAnalyzing patterns suggesting retaliationReviewing internal grievance proceduresCiting key legal protections for workersNegotiating corrective and preventive stepsLesson 11Fear of speaking up: remedies and monitoring mechanisms (non-retaliation clauses, regular climate surveys, whistleblower investigations)This lesson details fixes for speaking fears like no-backlash clauses, surveys, probes, monitoring rollout, backlash patterns, adjustments.
Drafting strong non-retaliation languageDesigning regular climate and trust surveysProtocols for whistleblower investigationsTracking retaliation indicators over timeReviewing and strengthening remedies regularlyLesson 12Overtime: data requests to HR (timesheets, payroll records, overtime policies) and methods to audit hours and payThis lesson details overtime data asks to HR like timesheets, payroll, policies, auditing hours/pay, spotting shortfalls or off-clock work 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 bargaining
