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.
I have been working part time since I returned from maternity leave approximately six years ago. Last year our department went through a full restructure and my role no longer existed. I was mapped to another role which was a full-time role. I was given one member of staff to provide support so as to manage the workload as I was still part time. This situation did not work out, the dept head has agreed it is a full time role. They requested I increase my hours which I have declined due to childcare etc. They are removing me from the role and said they will look to redeploy me. However, as the structure was only defined the previous year I am very concerned as to what role can be available. Can they make me increase my hours and what if they redeploy me to a role which is not at the same level?
I was recruited on a part-time basis just over a year ago. The opportunities in the team I'm responsible for have grown / my team are winning business and the company now either want me to go full-time, or are saying I need to resign..or they will make me redundant as the job is now full-time. They feel the COO should never have agreed to employee for this position part-time. The 3 days per week is proving a challenge (I'm always doing 4 days!). They are not open to exploring job share opportunities at all & dismiss it. I'd appreciate advice on where I stand on this and what approach I should take.
I returned to work a couple of weeks ago after a year's maternity leave, going from full time to part time (3 days) on a trial basis. On my first day back I was put at risk of redundancy along with the rest of the team as part as an organisation wide restructure. Whilst some jobs have been match to new jobs in the new structure mine hasn't been even though it is substantially comparable. I will therefore be appealing, but how do I demonstrate it is the same as it is just semantics - my current description is wider and the proposed more focused. My job role changed slightly while I was on maternity leave and the new one also matches the previous role I was fulfilling before I left. The company has stated that maternity cover cannot apply in the pool of jobs in the first instance. However, they have changed my maternity cover to a fixed-term contract the day I came back till end of March so allowing her to also apply. Is this fair? I am also concerned I will be discriminated against as I would wish to do part time. What are my rights? Finally, would any redundancy be calculated on my part time or full-time wage as I am still in a trial and my actual contract hasn't changed?
I am a senior manager of a company and currently on maternity leave. I go back in January after taking about 24 weeks OML. The company I work for have been having finance issues before I left. In the April new management came in. Straight away I sensed the new manager did not like me. I kept on going till I went on leave. The Manager had several meetings with me where he was aggressive towards me. In one meeting I complained about his behaviour towards me. I have this meeting minuted. So I then go on maternity. Two weeks to the day I gave birth I had a missed call from the new manager then an email advising that all staff are at risk of redundancy. Two members of staff were then made redundant in September. Roll foward to now and I am due back in the new year. A member of staff has passed me a document which I believe the boss printed out and left lying about. In the document I am named as being made redundant. From what I can gather this will happen in January. I am full time and have been with the company for over 8 years. Before the new manager came in I was highly regarded in the company. The job description I had was very basic. I was and am able to work and manage any role within the company and I am more flexible than the other managers. I beleive I have been targeted by the manager as I have been away from the business, although I still took calls and emails from staff when issues arose that only I could deal with, including being asked for help ten days after giving birth. Any advice would be much appreciated.