Posted: 4th December 2020
Objectives in performance management systems should be SMART. This stands for specific, measurable, achievable, realistic and timebound. Wikipedia quotes the original idea as appearing in the November 1981 issue of Management Review by George T. Doran.
The two most important for us as employees/union reps is the specific and realistic criteria. Without a…
Posted: 2nd December 2020
Times are tough right now. Covid has hit working people hard. Unemployment is rising fast. Work is hard to come by. Far too many people are struggling to make ends meet.
We know many of you may be worried about what the future holds. That’s why we wanted to reach out: to let you know…
Posted: 30th November 2020
While defending people against unfair dismissal, we often need to understand what compensation might be won in a tribunal. The Ministry of Justice publish figures about the activity of the tribunals and one of the UK’s law firms summarise them in a blog article, listing maximum, median and mean average awards. The median…
Posted: 27th November 2020
We all love a bargain and in lockdown I am sure many of us will be internet shopping tomorrow, trying to find Black Friday Christmas presents.
But for many, especially Amazon workers, this comes at a cost. So tomorrow the GMB will be highlighting the conditions that Amazon workers face every day of the week…
Posted: 9th November 2020
As a result of Tim Roache, our elected General Secretary’s resignation, his role has been covered by John Phillips, previously the Wales and South West Regional Secretary. John is retiring at the end of the year, and the role will be covered until an election can be arranged by the London Regional Secretary ,…
Posted: 23rd October 2020
The Employment Rights Act 1996 guarantees a minimum notice on contract termination. defined by the Employment Rights Act 1996 §86; it’s one week/year subject to a 12 week cap, if you’ve worked for them for over two years. This may not be over-ridden by the contract of employment and will apply if the reason for…
Posted: 18th September 2020
Sadly redundancy is a common reason for contacting us. Here’s a short note on what you might expect. A redundancy package will consist of a statutory redundancy payment (SRP) which is tax free subject to a cap, and can be evaluated here, your notice, which management will often seek to make a payment in…
Posted: 10th June 2020
It is easier for the GMB to stay in touch with you if we have your email and mobile phone details. You can let us know them, and your workplace by activating your “My GMB” account at the GMB’s National Web Site.
There are other details it would help us to know, most…
Posted: 4th May 2020
The branch meeting planned for the 19th May has been cancelled for the obvious reasons. We are organising a Zoom video conference instead and will be addressed by Warren Kenny, our Regional Secretary. For those of for whom we have emails, we will send you the conference hyperlink address, others can contact us to request…
Posted: 4th May 2020
On recognition agreements
A Union is more powerful if the majority or a large majority of the work force are in membership and that the employer knows this. The law is such that if a majority of a workforce votes in favour, an employer must grant a recognition agreement. A recognition agreement means that the…