I worked for a company from Feb 2005-Oct 2009 for 18 and a half hours a week to qualify for family tax credit, with 10 days holiday a year and I never got paid for bank holidays. My working days were Tuesday 5 and a half hours, Weds and Thurs, full days at 7 hours each. The company officially went bust in March 2010 and the two other staff members also long term, are claiming redundancy. I am in the process of re-sending paperwork to claim from the insolvency for unpaid salary that I am still owed over the whole period due to miss calculations from my employer. Am I also able to claim back holiday money as I now find that legally I should have been entitled to more days off plus the bank hols although part-time? I started on £6.00 salary that went up to £7.00 a year later then to £8.00 in July 2009. I would really appreciate it if you could advice me as to what I should do next with regards my entitlements. Many thanks.
I am on maternity leave and am about to be made redundant (it is definite as the company will be closing). I was due to return to work at the start of my 17th week, but as this coincides with when the redundancies will be officially announced, I am able to withdraw my offer to return and receive the full 39 weeks of statutory maternity pay (SMP). In the redundancy proposal letter it states 'The notice period will be calculated as the period from 13th July to 31st July plus your statutory minimum notice period'. After contacting my boss about whether I would receive SMP, he emailed me saying 'If you were to choose to carry on with maternity leave and you were to be made redundant you would get maternity pay up to 31 July, the date on which you would be made redundant. At this point you would have used 19 weeks of maternity leave. Therefore, on redundancy, you would be entitled to your statutory notice period of two weeks normal salary, plus a lump sum of SMP equal to (39 weeks less 19 weeks = 20 weeks x £124.85 = £2,497), plus the redundancy pay of 10 weeks times normal salary, plus whatever you choose to do on the options.If you chose this route you would lose out on full salary for the period from 12 July to 31 July as you would be getting SMP instead'.
Is this correct? I thought that as 13-31 July was a notice period, I would be payed for that in addition to the statutory two weeks. However, I know nothing about redundancy and so need help. They want my decision in two days' time. Thanks.
I returned to work in February after taking Additional Maternity Leave (AML) and I immediately put in a grievance because my company refused to reinstate me in my previous role. They said that, while I was away, several changes had happened and that they could no longer sustain my flexible working in this role (I work full time, but with two afternoons from home). My grievance is that the changes haven't affected the job that I was doing and it still exists in the same capacity and, since my flexible working is part of my contract, that I have right to be reinstated in the role. They argue that all they have to give me is a job with the same job title and have moved me onto a different role, claiming this is where they need the resources. In my opinion, this role was a made-up role and didn't really exist. I am still waiting for the outcome to my grievance, but, in the meantime, the company have just announced that they are restructuring and the job they put me into has gone! My worry now is that 1) this makes me vulnerable to redundancy and 2) if they don't make me redundant they will use the opportunity to cancel my flexi working. What do you suggest? Do I have any rights?
I am on Additional Maternity Leave from my part-time job. I have been contacted by my employer about a restructuring. My line manager is being changed, although I haven't been advised any further. Also, a colleague who was at the same level of me when I left indicated that I would be reporting to him on return. Is this a job with the same status as I think I am entitled to? Also, this person has put in writing that my post will change and in his opinion should be a full-time role, which I am not interested in. What are my rights?
I am currently on additional maternity leave. I worked part time in a marketing execeutive role before my pregnancy doing project work and also some of the administrative duties in the department. Since I went on maternity leave, there has been a restructure in the marketing department due to someone else leaving, which took place during my ordinary maternity leave period. As such the PT marketing executive role no longer exists and has been replaced by a full time Marketing Adminstrator role. My employer did not consult me about the changes to the department or my role, assuming that I would not want to work full time. They are happy for me to come back to the Marketing Administrator role on a part-time basis. On paper there is no huge difference between the roles in terms of content. However, the new role's priority is to deal with the administration and dealing with customer calls and queries (previously this was shared by myself and another colleague whose responsibilities have increased and as such they no longer have the capacity to do this). I feel this new role is tantamount to demotion as much of the project work I used to do has been taken away. My company has offered to make me redundant should I not wish to return. However, I am rather stuck as my husband was made redundant several months ago and at present I cannot afford to not be working. What are my rights?