I would really like some advice about my legal position. Prior to announcing my pregnancy, my salary was reviewed and due to my contribution to the business it was increased by £4k and I was given a three year bonus structure of up to 10% of my salary, and payable for each of the next three years subject to setting agreed objectives. I was advised that the first bonus year was the year I had just completed and given the full 10%. One month later I notifed my employer that I was three months pregnant and everything changed. I was only planning on taking three months maternity leave but even so all of a sudden I couldn't tie my boss down to setting objectives and every time I tried it was very difficult wrangling about it. That was in April 2008 and the other bonus payments were due in April 2009 and April 2010. In the end the meetings re objectives were so difficult I gave up on trying to get them set. I then worked six months of the 08-09 performance year before taking maternity leave, and nine months of the following performance year (ending April 2010). I have never been set any objectives (despite asking several times). When I returned from maternity leave I had my old job description but took on significant additional remits/roles in addition to my normal role. My job desciption has never been updated. Over the summer I had my performance review which went very, very well and I was told that my performance was outstanding as usual - but no mention of any bonus or pay for the extra duties I've taken on. After pointing out that I do have the bonus offer in writing I asked them to confirm my bonus eligibility. After waiting since the beginning of August I have now been told my bonus payment is £500 due to affordability and it took a lot of wrangling to do that. I am eligible for up to £8.5k according to the original bonus structure set up. Do I have any legal rights at all regarding the bonus structure, or the fact I have been leaned on to take on extra responsibility and denied remuneration due to the "economic situation" even when I know other managers have been rewarded with salary increases due to extra responsibilities. I feel like my position has become very difficult as if I kick up a fuss I'll have to leave and overall I just feel i don't trust my employer anymore. Can you offer me any advice on my legal position and options available to me? Thanks.
Eighteen months ago I was touped across to another blue chip company. I have 23 years experience. Earlier this year my team and I were offered an incentive leaving plan (ILP) which equates to a years pay tax free. My whole team took the incentive which left me by default with no alternative but to accept the ILP as the company said they did not have a role for me going forward. The company wanted to merge my teams worktypes into another part of the business to consolidate it in one place, I was asked to support the transition and by doing that I was offered an extension to my employment by three months which takes me to the end of Jan 2011 instead of 31 Oct 2010. In the meantime this strategic change was cancelled as not viable in the short term and for me to then employ contractors to replace my full timers to carry out the exact job. I now have a team of contractors being trained up by the full timers ready for end of Oct. My manager has told me I will also be replaced by a contractor team leader next year when I go!!! Can you advise if the role is still ongoing, which it is, and they are basically replacing me with a contractor whether I have a case for constructive dismissal or because they are employing contractors this is allowable in the eyes of the law.
I get paid an annual bonus. This was paid last year, despite no key performance indicators being in place, without question. This year I am told that I will not be paid as I did not meet a certain criteria - this was never discussed and is not something I can rectify as this is for last year's performance. I am very unhappy about this, but have been advised to try and negotiate for part payment. My contract states 'You will be paid an annual bonus of £xxxx'.
I have just started a new business in a leased shop within a complex of other similar shops. The landlord told me it was ok to bring my six month old into work with me before I signed the lease and now I am here he tells me she can't come into my own shop for health and safety reasons. Please can you give any advice on the legislation which may stop her coming with me to work.
I have worked for a car hire company for the last two and a half years. In December 2009 I had my baby and I'm planning on returning to work at the end of August (w/c -31st). I've had a meeting and given a letter asking to go part time, instead of full time. However I have recieved a letter back saying I have to have another meeting to explain why I am needing to work part time, to demonstrate why no one can look after my child whilst I'm at work, etc. Before having my son I worked six days a week for nine hours a day, I'm not a manager and no one else did this so I don't understand why they won't allow it, and whilst I have been on maternity leave they have hired three new part time members of staff. Where do I stand? And what is the procedure? As they have told me to take a union rep with me to the next meeting.