Lesson 1Overtime: worker consultation techniques—shift-focused surveys, focus groups, and representative samplingDis section present structured methods to consult workers about overtime, using shift-based surveys, focus groups, and representative sampling to capture diverse experiences and preferences, and to translate findings into credible bargaining positions.
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 hazardsDis section explain which safety documents to request—incident logs, risk assessments, training records, and PPE inventories—and how to verify hazards through inspections, worker testimony, and cross-checking gaps in the documentation.
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 auditsDis section outline concrete safety proposals, such as inspection schedules, training plans, safety committee charters, and anonymous reporting tools, and explain how to plan follow-up audits and track whether agreed measures be 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 reviewsLesson 4Safety: worker consultation methods for safety concerns and designing participatory hazard reporting systemsDis section cover methods for consulting workers on safety concerns, including walkarounds, interviews, and surveys, and guide you in co-designing participatory hazard reporting systems dat be accessible, trusted, and integrated with 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 5Shift change: worker consultation approaches for shift-specific impacts and equity considerationsDis section explain how to consult workers about shift changes, focusing on shift-specific impacts, equity concerns, and family needs, and how to ensure marginalised groups be heard and dem input shape final proposals and 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 6Shift change and productivity: data to request (production metrics by shift, absenteeism, overtime distribution, cost analysis)Dis section explain which data to request to assess shift changes and productivity, including output, quality, absenteeism, and overtime patterns, and show how to analyse trends, compare shifts, and prepare evidence-based bargaining 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 complianceDis section develop concrete overtime bargaining proposals, from roster redesign and overtime caps to premium pay and voluntary banks, and explain how to embed monitoring tools, joint reviews, and clear triggers to 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 8Fear of speaking up: building trust—methods such as confidential hotlines, independent ombudsperson, and protected channelsDis section focus on diagnosing fear of speaking up, mapping trust barriers, and designing safe channels such as hotlines, ombudspersons, and protected reporting routes, with clear rules for confidentiality, follow-up, and 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 9Shift change: negotiation proposals (trial periods, shift bidding, rotation policies, compensation differentials) and post-implementation review metricsDis section develop shift change negotiation proposals, including trial periods, bidding systems, rotation rules, and pay differentials, and set out post-implementation metrics and review processes to evaluate fairness, fatigue, and 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 10Fear 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 and legal references to address fear of speaking up, including discipline and complaint records, and show how to detect retaliation patterns, cite legal protections, and demand corrective and preventive measures.
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)Dis section detail remedies for fear of speaking up, including non-retaliation clauses, climate surveys, and investigation protocols, and explain how to monitor implementation, track patterns of retaliation, and 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 12Overtime: data requests to HR (timesheets, payroll records, overtime policies) and methods to audit hours and payDis section detail overtime data requests to HR, including timesheets, payroll, and policy documents, and show how to audit hours and pay, identify underpayments or off-the-clock work, and prepare clear evidence for 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 bargaining
