I work part time and am about to be made redundant. However, I previously worked full-time in the same role. Can I expect redundancy severance for the full-time years based on a pro-rata-ed full-time salary, or do I have to settle for all my years' service being calculated on my part-time salary?
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’ve been employed as a nursery nurse for 14 years and have two small children aged five and two. Currently I work 16 hours a week (Thurs & Fri). My employer has asked me to work five days a week to which I said yes but only nine-two pm (this is to fit in with taking my older child to school and picking him up). I was waiting for this to be finalised and have just been advised that they now can’t offer me these hours and have said they can only offer me eight-two or three-six - obviously I can't commit to these hours due to taking/collecting my son from school so have told them no. I am concerned that they are making it awkward for me and are trying to push me to leave. Can they do this? If they advise me that they can’t offer me anything else other than the above and ask me to leave - do they by law have to offer me redundancy?
I am due to complete maternity leave on 23 July and then return to work on 17th August following annual leave. My employer has informed my department and is due to formally inform me that my role is being displaced to London which is two hours away via rail. All staff are being told they will have a job but it will be in London and the company will help them find other jobs in the company if possible. The timetable for this has already started and this will all be sorted out by 1st September. I have been advised I am also within these deadlines yet I do not return until 17th August and therefore feel at a considerable disadvantage. They also want me to arrange my flexible working hours to take into account I could be working in London whereas I currently live five minutes from work and wish to do compressed hours which may not be possible if I work in London. Surely I can readdress my working hours if and when my place of work changes to this displacement otherwise I could risk redundancy at a significantly reduced salary.
I am currently on maternity leave which is due to end the second week of September, and I did inform my employer that I would be taking additional maternity leave until January 2011. Although since I have been on maternity leave the company have been sold and the office I worked in has been relocated to an area out of my remit with a young baby! My company has made me aware that the office has relocated and sent a letter to me informing me that the consultation of an office move was taking place. I have since decided to return to work earlier than planned and, will be informing my employer that I will be looking to come back to work in October 2010... although the new office location is not accesible for me.Where do I stand? Should I be in receipt of redundancy from my employer due to the relocation (I have been employed for four years and two months approx).