I am due to return from maternity leave in April, I work in a very small company (only 3 of us). I have taken Additional Maternity Leave. Shortly after I went on maternity leave my boss recruited a man who has basically been doing my job. I met with my boss a couple of months ago to briefly touch base and I get the impression that when I return to work my desk will be split. He is labelling this as "expansion", but to me this will mean that I earn less commission as I won't be dealing with the same amount of candidates/clients as I was previously. Also the market in which we work is quiet anyway and does not need another pair of hands. I will be returning to work full time and I have worked for the company for the past 6 years. If this is the case would this be a possible sex discrimination case?
I am on maternity leave. Before I became pregnant my role was the manager of a department and I had one member of staff working for me one day a week. Just before I went on maternity leave, I was told my department would be outsourced, meaning my job no longer existed. They said they had been thinking about this for a while, although they had said they would cover my maternity leave. They assured me that they would be looking to offer me an alternative position once I returned to work, but they would think about what that position would be nearer the time. Now they tell me there are no vacancies and would not create a new role for me. They suggest integrating me into an existing department. I am concerned that this would mean I return on a lower ranking than when I left. Can they do this? If I turn down this role if it is a demotion would accepting redundancy harm any rights I might have in a case against them. Also, because my returning role is undefined I did express a desire if possible to work from home for some of the time once I return and asked if this could be factored into the planning of my new role. I was told not to get my hopes up as they are unlikely to agree to it because they "don't want to set a precedent within the company". Is them not wanting to set a precedent considered reasonable grounds for refusal?
I have returned to work from maternity leave part time as I requested. However my hours were still to be finalised. Today we were advised that one position in my team of four is to be made redundant. I was then advised that my application for part-time hours has now been declined as they only need 3 full-time staff [I'd be the only part-timer] so I need to come back full time or no position is available and if I do come back I have to reapply along with the other three and the best three will be kept on and one let go. Where do I stand in all of this?
I am currently working on a job share basis where we work 50/50. My partner has just informed the company that she is pregnant. Today they told me that I need to have a meeting with my partner to discuss what is going to happen. I told them I didn't know what was meant to happen and they said that they wouldn't be able to find anyone at the same level as me to cover her. I asked if this meant I would have to take the job full time or be out of a job!. Can they make me go full time while my partner is on maternity leave? Can they also make me go full time if she decides not to return?
I am pregnant and have decided to start my maternity leave in May. When I first told my work I was pregnant I was told I could save up all my holiday entitlement for the year and use this at the beginning. So I would leave work, have all my accrued holiday first, then have 6 weeks 90% pay then go onto SMP. They put this in writing to me and are now saying that they this is wrong and that I can either carry my holiday over till next year and take it at the end or get a lump sum payment at the end of December for my holiday. Can they do this as I would like to take the holiday at the beginning as they originally stated?