I have recently returned from maternity leave, having taken the full 12 months plus accrued holidays ie I was off for the whole of 2009.  My organisation operates a performance rating system (1-5, 5 is high) and a discretionary bonus scheme. Prior to going on maternity leave I was rated as a 4 performer which meant that I always received a performance bonus.  The year I went off on maternity leave I received a lower performance rating (3) but still received a performance bonus. I am being told that my rating will carry forward for the year I was on maternity leave (2009), but I won't receive a performance bonus.  I have been in the same department since 2005 and for the years 05,06 and 07 I received a 4 ratings and a performance bonus each year. In the 9 years i have worked for this organisation I have never had a year whereby I have not received a discretionary bonus. I appreciate that the financial climate is tougher, but if I look objectively at my previous performance, the only difference is that I was out of the business for 14 months. I now feel that I have been disadvantaged and discriminated against for going on maternity leave which seems very unfair. I have canvassed opinion of a few colleagues who have been involved in this year's pay review and they believe I have been treated harshly. I was advised informally that the decision should have been made based on the assumption that i would have continued to perform at the same level.  I feel angry and upset and I want to clarify what my options might be before I challenge the decision. I feel I've had a few messages as a result of this decision (1) I am not going to be as effective (2) I am no longer a high performer (3) my value/contribution is less than before. I feel let down and disillusioned by the way I have been treated. Should I just accept this as a bad experience and move on, or do I have a case to challenge? The other complication is that I am actually pregnant again and will go off on maternity leave in May.
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I was working full time until I had my baby and before I returned I asked if I could return part time. This was accepted (my boss' words were that I was pushing on an open door as it meant that they could pay me £11,000 less per year). However, I am still doing the same job as before - work gets left on my desk for my return the next day and I am having to work into the evenings, days off and Sundays to keep up. All the extra is without pay and they will not offer to pay me for the extra. Should I still be doing the same job as before or how should they be addressing this problem? I have raised it 3 times now and nothing gets resolved. I am terrified of losing my job if I keep asking. I am also the only member of staff who does not get may parking paid for and feel that this is because I am the only woman and part time. Please help as I am so stressed! 
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I am a 21-year-old mum of two young children, the youngest being seven months. I previously worked as a customer service adviser, but did not go back after maternity leave as it was not finacially beneficial to me and my partner. I would like to get a job, but there seems to be nothing out there for me. Childcare costs are ridiculous -what I would earn a hour wouldn't even cover these costs. I have thought about a home study corse in bookkeeping. Is there any way I could get a grant to do this? I thought with a qualification under my belt I'd be more employable. Please if you know of any jobs I could do or advice on my home learning it would be much appreciated.
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I am due to return to work at the end of April and wish to apply for a flexible working request to go part-time.  My problems are (1) the office I previously worked from is being closed down and I have not been advised where I am expected to work from, despite asking on numerous occasions and recieving vague responses about locations which are not commutable especially with nursery drop-off times (2) there has recently been a collective consultation. However, my line manager has advised that my job role is remaining.  I have asked if I can apply for a temporary change to my full-time contract with a view to making it permanent once the new structure has been announced.  HR have advised that there is not a form for this and I have to apply for a permanent change.  I am a bit wary of doing this as I believe if they were to suddenly decide to make me redundant and if my part-time working hours have been accepted this would be what any redundancy package would be based on.  Also I don't know how I am meant to put together a business case for my flexible working application if I do not know the business unit, location, or new structure? Should I submit a covering letter stating my concerns over the application or is there anything else I can do to cover my back?
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