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, rules, and ways to check hours, pay, spot short pays or hidden work, 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 gives methods to ask workers on overtime via shift polls, group chats, fair samples for varied views, turning to 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 details fixes for speaking fears like no-revenge rules, work mood polls, probe steps, and tracking rollout, revenge signs, adjusting if dangers linger.
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—accident logs, risk checks, training files, gear lists—and verify dangers via checks, worker words, 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, like punishment files, complaint results, spotting revenge, demanding 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 bargaining ideas like trials, bids, turns, pay extras, and after-check scores 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 7Fear of speaking up: building trust—methods such as confidential hotlines, independent ombudsperson, and protected channelsThis part checks speaking fears, trust blocks, safe ways like hotlines, neutral officers, secure reports with secrecy, action, 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 crafts overtime deal ideas from roster tweaks, limits, extra pay, saved hours, with check tools, joint looks, 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 lists data for shift changes and output like shift numbers, no-shows, overtime spread, costs, analysing trends, comparing, prepping 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 asking workers on shift changes, shift effects, fairness, family needs, ensuring overlooked voices shape plans and guards.
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 chats via walks, talks, polls, co-making easy, trusted danger reports 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 ideas like check times, training, committee rules, secret reports, planning after-checks for 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 reviews
