I have been employed on a series of fixed-term contracts by my employer for seven years. During this time my salary was always externally funded. Last year I was informed that I'd been made permanent. Then the source of funding for my post ran out and I was told that I was at risk of redundancy. I had already informed my boss that I was pregnant. In the period of looking for alternative employment within the organisation a post was identified for me at a lower rate of pay. The organisation's redundancy policy had always allowed employees to retain their salary if the new job was worse paid (as long as this was in the same pay band - in this case it is), but I was told this would not apply as the new job is externally funded also (this is not mentioned in the policy). Now I am being told that my additional maternity pay (organisation's maternity pay) will be based on my new lower salary too. I thought because my statutory maternity pay would be based on my old pay (the qualifying period is based on my old salary) this would be the same for the organisation's pay. I do feel as if at every opportunity I am being short changed. Is this discriminatory?
I took maternity leave in December 2012. I officially returned to work in December 2013 although I physically did not start work until the end of January 2014 as I took all of my holidays at the end of my maternity leave. When I was off, in January 2013 my employer recruited a new employee with the same job title as me doing the same job as me on a permanent basis. They did not fill my role with maternity cover. The company was taken over by its sister company while I was on maternity leave, and my role transferred to a new director in a new structure. However, I was now reporting into the new person that they employed when I was on maternity leave. He still works under the same title as me and has taken all of my contacts and live jobs that I had before I left and made these out to be his own so I've been left having to start my contact and potential list again from scratch. I also have never had official confirmation that I would be reporting into him. Today I received a letter from him telling me my job doesn't exist any more and I have been given notice of potential redundancy. No one else in the new structure has been given notice, only me. I had no warning this was coming either. It shocked me. Do I have any right to appeal?
Before I went on maternity leave the rotas for my job as a community support worker were not fixed days. We all had to be flexible. I have a 16-hour contract. I am due to start back at work mid June. In the time I have been away, staff have settled into fixed days rotas and we have lost a service user. Due to the loss of a service user we now don't have enough hours for all the staff. We have been asked collectively to shave off 6 hours. If this cannot be done then the management will decide what will happen. My supervisor phoned me today saying there are only 11 hours for me to take and that everyone is happy with their fixed days now and she can't see anyone giving any hours up as it all works so well. I said I was willing to drop to 14 hours as my contribution to the six hours that need to go, but she just said everyone has fixed days now and them cutting hours down won't work because it will mess up shifts. She then said again that there are only 11 hours for me. Where do I stand with this? I feel like I am being pushed into a corner to reduce my hours when no one else has to. I feel like she is saying I am upsetting everything by returning to work and that my only option is the 11 hours or nothing and they have to be on the days she said (fixed days) At the meeting held by management before I received this phone call I was told redundancy was not an option for me because I am contracted to 16 hours and they need to cut only six hours so the redundancy would be for six hours. I am so upset and confused about what my rights are. I have gone into additional maternity leave, but decided to return before the full 52 weeks. Any advice would be helpful.
My company is in the process of redundancies and as a working mum I am at risk. We are about nine days into the consultation period of 30 days. I have been working at the company for 15 years and have a one-month notice period. However, there is a clause in our contract which reads as follows: "Subject to Clauses 10.3 and 22 below, you will be entitled to receive one month's notice of termination of employment. After five years of continuous employment you will be entitled to receive an additional one week's notice for each year of continuous employment up to a maximum of 12 weeks, after 12 years' continuous employment". The clauses mentioned relate to being sacked for gross misconduct which isn't the case here. This clause is badly written, but I have interpreted it in two parts, I get my one month's notice plus an additional 12 weeks as I have been there over 12 years. Please can you tell me if I have a just cause to push back on my employer during my individual consultation as this makes a big difference to the package being offered.
I'm one of two producers on a weekly TV show and have a full-time contract. I've been at the company for 17 years. I'm also a single mum with no family support. I returned to work after a year of maternity leave. I had a meeting a week before my return date & I was told there was a lot of changes going on & they felt it would be better for me to move onto a programme that was more office based. This project would only take me up to June 2014 and when I asked what would happen to me afterwards they said they didn't know. Since being back I have heard office gossip that they are making my original role redundant - they hasn't been any formal consultation about this - but I asked my line manager and he said it was likely this would happen and they know they have to find me another job. Can they make my role redundant and keep the other producer (a male) there - why can they chose him over me? As I accepted to work on the other programme does that mean I have no rights back to my old job? When discussing the possible roles for me from June - I was offered a month of overnight edits for a short series so a significant change in terms and hours which I said I can't do. Now they have offered me another role just for two weeks which creates more problems for me with childcare than if I went back to my old job. I have no problems with my original role being made redundant due to restructuring, but it has to be done within the law and fairly. Can you advise on the law of this please? Also in terms of a new role what would the law see as a suitable alternative? My old job was Monday to Friday - fairly normal hours but the ad hoc late night. They are muting possibly working on a programme on a Saturday now. None of the above has been put in writing and I don't know whether I should do this.