Want to know more about staying safe and healthy at work? Ask GMB Union’s experts - £100 voucher to be won

[JustineBMumsnet]

Coronavirus has changed work in ways we could never have anticipated. If you’ve been furloughed or you’re working from home, recent encouragement for some employers to get their employees back to work may have left you feeling confused about how this can be managed safely. So, for part 2 of GMB Union’s Work Clinic, their experts would like to help answer your questions about your right to return to work safely.

Here’s what GMB Union has to say: “GMB is the trade union for everyone. Our job is simple: protecting, defending and extending your rights in the workplace and beyond.

That means being there to fight your corner if you have a problem, big or small – and working to get you a better deal. Whatever the issue, we have thousands of highly trained staff and expert activists to support you. From securing proper sick pay in workplaces and ensuring wage support, to leading demands for proper protective equipment at the Government top table – we make sure our members’ voices are heard locally and nationally.

That’s the power of getting a union on your side. With GMB that’s what you get: a family that stands up for you.”

Want to know who will be answering your questions? Find some information on GMB’s experts below:

Lynsey Mann, National Health & Safety Officer at GMB

“Lynsey is GMB's National Health, Safety and Environment Officer. She has a Bachelors degree in Psychology and Masters degree in Environmental Health. Before joining GMB she worked at London Borough of Barking and Dagenham (LBBD) for 9 years, in various Environmental Protection and Public Health roles. During her time at LBBD, Lynsey was also a GMB equality activist and a founding member of GMB Sisters women’s self-organised group. In her spare time, Lynsey is a long distance runner who runs half marathons most weekends and is training for her second London Marathon. She also enjoys baking cakes and knitting clothes for her family and friends' children.”

Susan Harris, Director of Legal Services at GMB

“Sue is a solicitor and has been Director of Legal Services at GMB since March 2018, particularly dealing with collective issues. Previously employed at Thompsons Solicitors for 28 years as an employment law specialist, Sue acted for unions and their members on an individual and collective basis. She was appointed as a salaried partner with Thompsons when pregnant with 1st child (1993) and full equity partner when pregnant with 3rd child (1996). She is now a mother of 3 daughters, 3 cats, 4 tortoises and numerous fish. She has an abhorrence of exercise; was a regular theatre goer in pre-lock down world, so is now reading more!”

Rehana Azam, National Secretary, Public Services at GMB

“With over two decades’ experience of fighting for workers' rights with GMB, Rehana is one of the trade union movement’s most senior BAME women. She leads national negotiations with employers to improve workers’ pay, terms and conditions and is a fierce campaigner. Rehana is a proud mum of one boy safely brought into the world thanks to the NHS, as well as a gorgeous King Charles Cavalier named Archie. She's a couch to 5K type of runner, but has marched hundreds of miles for the NHS and will dust off her marching boots again after lockdown.”

Would you like to understand what your employer should be doing to enable safe and protective physical distancing? Perhaps you’d like more information on what your employer should now be providing so that you can do your job safely? Do you want to know what your rights are if you don’t believe your workplace to be safe?

Whatever your questions surrounding health and safety in the workplace at this time, please ask them below by midday on the 26th May. GMB Union’s experts will be back between 3 and 4pm on Thursday 28th May to answer your questions.

All who post a question (regardless of whether it is answered or not) will be entered into a prize draw where one MNer will win a £100 voucher for the store of their choice (from a list).

Thanks and good luck with the prize draw!

MNHQ

Insight Terms and Conditions apply

[IndependentHRConsultant]

@MacBlank This is a very tricky situation and one that we may see played out as a test case in the courts in the future. The test of reasonableness should be applied here Have a conversation with your manager about your circumstances and what, realistically, you are able to do work-wise.

[IndependentHRConsultant]

@Rae1000 I'm not sure how the risks are being measured or quantified but a risk assessment should have been carried out by someone in your organisation and published where employees can see it. This is exactly the type of situation that needs to have been assessed.

[IndependentHRConsultant]

@SylvanianFrenemies It's difficult to give you specific rights as there are various factors. I recommend you have an ongoing dialogue with your employer and explain what you can do given your circumstances.

[IndependentHRConsultant]

@MacBlank I would never recommend anyone 'force'. Since you posted your question there have been changes to the furlough scheme. Hopefully you can be captured now.

[MacBlank]

That'll be something for a person who has a good union to sort out!

As I said, I don't actually work. I'm permanently signed off for bad health. I had to resign back in 2010 as my company wouldn't make the suggested changes to assist me ... The company refused to accept unions (workers didn't want to pay union fees... I tried!) And access to work had/have no power to force companies to accept adaptions.

[mummy81]

Thank you for your response. That's really helpful.

[NudgeUnit]

Thank you @IndependentHRConsultant. I've namechanged since I asked my question, but you have very kindly answered it. Very nice of you to do this. I hope @MNHQ will be sending you some !

[Rae1000]

Thank you for replying. Everything has become clearer as time has ticked on.

[IndependentHRConsultant]

@MacBlank

I don't currently work, but I know some are worried that with schools still closed, can an employer sack you for refusing to return to work while your kids are still home.

What rights does an employee have to refuse to go back to work if they've been furloughed?

Also I hear stories of those who've fallen through the cracks due to not being on the paybooks in time for when lockdown began, and the current employer refusing to furlough them, can they FORCE their previous employer to furlough them, so they can get something.

@MacBlank sorry for confusing your message. I would hope that no employer would sack their employee given the circumstances. It is tricky because an employment contract states you need to go to work. There is currently a reliance on the reasonable behaviour of employers, which in some cases isn't going to work out for the employee. I'm advising clients to work with their employees to agree what they can do, given the restrictions.

[sheilads105]

I feel I don't know where to turn for good advice. The Government seems to only be promoting it's own message. I'd like to know how long the virus stays 'alive' on surfaces, how much danger is there from old air conditioning units, how much should I worry about staff canteens? Where do I get proper, scientific advice?

[Sarah84848484]

What safety measures should been in place in a soft play centre?

[marcc82]

Are we allowed to organise a Christmas party this year?

[RACHELSMITH45]

As part of my job, I transport children occasionally in my own car. We do have risk assessments in place but will there be anything made available such as screens like the taxis have now?

[Lorlypop]

Can companies force employees to return to the office?

[Ethan260908]

When politician's squash the scientific data/info that we are all supposed to be led by, is the NHS website the best place for accurate info on what to do, how to do it and when to do it?