Lesson 1Overtime: data requests to HR (timesheets, payroll records, overtime policies) and methods to audit hours and payThis section lists overtime info requests to HR like timesheets, pays, policies, and auditing steps to spot shortfalls or off-book work, building negotiation evidence.
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 section offers worker chat methods on overtime via shift surveys, groups, and samples to grab varied views and craft solid bargaining stances.
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 section details fixes for speaking-up fears like no-victimisation terms, climate checks, probe protocols, and tracking rollout, retaliation spots, and tweaks.
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 section names safety docs to get—logs, risks, training, PPE stocks—and verifying dangers via checks, worker stories, and 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 section covers HR data and law cites for speaking-up fears, like discipline/complaint files, spotting payback patterns, and pushing fixes/prevention.
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 section builds shift swap deal ideas like trials, bids, rotations, pay bumps, plus review measures 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 section diagnoses speaking-up fears, maps trust blocks, and crafts safe lines like hotlines, ombuds, protected reports with privacy, follow-up, 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 section crafts overtime deal plans from roster tweaks, caps, premiums, hour banks, with monitoring, 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 section lists data for shift swaps and output like shift stats, no-shows, overtime splits, costs, analysing trends, comparisons, bargaining 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 section guides worker inputs on shift changes, eyeing shift effects, fairness, family needs, amplifying overlooked voices in proposals/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 systemsThis section covers safety worker chats via walkabouts, chats, polls, and co-crafting easy, trusted hazard 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 section lists solid safety plans like check schedules, training, committee rules, anon tools, plus audit plans to test 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
