I have recently had my flexible work request rejected on the grounds of the inability to reorganise work amongst other staff, putting additional pressure on other members of staff and a detrimental impact on the business. I work in a managerial role, supporting a professional services company. Before I went on maternity leave, the team comprised two managers (of which I am one), a midweight and a junior role. In my absence, the midweight left and was replaced, in an office remote from me, with two very junior roles (only one of which is permanent). I was not informed or consulted. I have been given the right to appeal, but I strongly believe that the team changes have been made deliberately to put me in a position to fail. What shall I do? Do you have any advice? What should I do if it is again rejected?
I am currently on maternity leave and I am appealing the decision to reject my flexible working application for the hours I want when I return to work. I now have two children. My eldest has special needs and we are going through the process of applying for DLA which I have been told we should get. I suggested different patterns of part-time hours (3- or 4-day week) or a couple of job share options. All of which they say will not work. There is a responsive element of my role which they say needs someone there full time/real time, but this is covered by other team members when I am on leave/off sick. I also used my annual leave in the run up to maternity leave to have a 4-day week for nearly 3 months. Nothing was said about any adverse impact this was having at the time. They say that for continuity reasons the job isn’t suited to part time or job share, but have provided no evidence just stated that continuity is an obvious and key principle of the role. I suggested a trial period in my meeting, but this has not even been acknowledged in the rejection stating why it is not possible. Another reason for rejecting a job share is that there are elements to my role, the responsive part, which has a sporadic pattern and a development and support role which complements and fills up the rest of the time. Their argument is it would be difficult to recruit and sustain a part-time member of staff. There are two people from the team seconded to cover these parts of my role and one has expressed an interest in job share and would be able to develop skills for the support part of the role. I learned that part of the role by doing it. I work for a University and staff in other departments seem to have no trouble working out flexible working arrangements. However, I work in a male-dominated department and as far as I'm aware no flexible working application has been approved in the last few years. Am I being unrealistic in asking for a trial period. If they refuse again not to trial a working pattern do I have any further grounds after the appeal process?
I have had my flexible working request accepted by my employer verbally agreeing and formally sending a change in hours contract letter which I have signed and returned. They are now saying I need to sign a job share agreement. They have only recently mentioned this in email, but not yet sent it out. I do not want to do this as it states that I will have to work full time if my job share partner leaves. Can they do this as part of the flexible working contract? I am due to return to work in two weeks. What are my options?
I have recently finished maternity leave after having twins. I have been on annual leave, accrued whilst off sick due to pregnancy and maternity. I requested a flexible working reducing from 35 hours to 25.5 over 3 days. I had several meetings all refusing my request and offering me 21 over 3 days, 28 over 4 days etc. I was not informed I could appeal and I asked them. I appealed and even put forward other options. I was recently refused and advised 21 hours over 3 days, full time or career break. They have advised a number of business reasons, but not explained in any detail how or why they would impact. They know my family would suffer serious financial hardship dropping to 21 hours as my husband is dropping to 2 days work and me 3 due to not placing them in nursery for the wellbeing and cost implications. I seriously feel they are trying to force me out and they have not tried to compromise in any way with me. Where do I stand please. I need help urgently as they have now said I need to tell them my intentions soon. I am due to return this month and they have dragged the whole process out for months now.
I am currently working on a shift pattern mon - sat 40hrs. I started with this company nearly 2 and a half years ago working a 1:4 weekend as stated in an email from the head of department. In my contract it says 'full participant in rota system mon-sat to suit the needs of the business' and that 'it is your responsibility to arrange alternative cover with your line manager'. My holiday entitlement is 28 days inclusive of bank and public holidays. We have always had to work occasional Sundays for a few hours, and over a year ago the company asked us to work bank holidays for a few hours as well. We did this even though none of us were really happy to, but they said if not they would open up the business on these days if we didn't. Now they have lost a nurse to maternity leave. They are not replacing her which now means we will have to work more weekends. I have a problem with childcare. My mum works every other weekend, but agreed to look after my daughter based on the 1:4 rota. My daughter also goes to swimming and ballet classes which have already been paid for. I have been told it's not their problem and I will have to sort childcare out. My daughter is only 2 and has mild cerebral palsy. I can't afford to pay for extra childcare and need advice!!!!!