Lesson 1Overtime: data requests to HR (timesheets, payroll records, overtime policies) and methods to audit hours and payThis part details extra time data asks to HR, like time sheets, pay records, and rules, and shows how to check hours and pay, find underpay or off-time work, and prep clear proof for talks or complaints.
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 gives planned ways to talk with workers on extra time, using shift polls, small groups, and fair samples to catch different stories and wants, and turn them into strong bargaining spots.
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 details fixes for fear to speak, like no-payback rules, work mood polls, and check plans, and explains watching rollout, tracking payback patterns, and changing when dangers 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 explains safety papers to ask for—incident notes, risk checks, training records, and gear lists—and how to confirm dangers by looks, worker words, and checking 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 refs to fix fear to speak, like punishment and complaint records, and shows spotting payback patterns, quoting shields, and asking for fixes and stops.
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 bargaining ideas, like test times, bid systems, turn rules, and pay extras, and sets after-check measures and reviews 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 focuses on finding fear to speak, mapping trust blocks, and making safe ways like hotlines, fair listeners, and shielded reports, with rules for secret, follow-up, and worker feedback.
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 builds real extra time bargaining ideas, from plan changes and limits to extra pay and willing banks, and explains adding watch tools, joint checks, and quick fix triggers.
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 explains data to ask for shift swaps and output, like shift numbers, no-shows, extra time spread, and cost checks, and shows trend study, shift compares, and proof-based ideas.
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 explains talking with workers on shift swaps, focusing on shift effects, fairness worries, and family needs, and ensuring left-out groups are heard and shape final ideas and shields.
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 ways to talk with workers on safety, like walks, chats, and polls, and guides co-making open danger report systems that are easy, trusted, and 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 real safety ideas, like check times, training plans, safety group rules, and secret report tools, and explains planning after-checks and tracking if agreed steps 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
