I am currently on annual leave prior to my maternity leave starting on 12th April. I am on a job-share and I work in HR. We were recently informed our office would be restructured due to cost savings and we had the first meeting with our Director about it this week. This is the consultation stage. I attended the meeting. Basically we have been told that a Satellite Office will be closed and this merger will result in the loss of some posts i.e. 1 HR Manager, 1 HR Adviser and 3 HR Assistants. We have been told that you will only be job matched if there is only 1 person for that job. If you are matched you cannot apply for any other post. Non-matched people will have to apply for roles still available. We were told we can apply on a job share basis so that's fine. But I have a couple of questions: Considering I am going to be on maternity leave, should I have to go through the same process as everyone else? Also, is what they are doing correct? Can they suddently turn around and say you have to go into a lower grade and take a demoted role? We were also told that if we didn't get the job we went for at application stage then they would look to other jobs in our Institution and failing that it would be redundancy. Can this happen to me on maternity leave?
I returned from maternity leave after my first child and had an agreement to work from home 3 days per week and have 2 days in the office. I did this for a year, with praise for my work and achievements and no issue raised regarding my working from home. Since I have been on maternity leave with my second child the Director has changed and has now said that they will not support my working from home. (I expected this as they have refused it for members of staff who have recently returned from maternity leave, in some cases, it appears to try to force them to leave.) Having to go into the office, will not only mean I will not see either of my children at all during the week, but also the extra childcare and travel costs will cripple me. They had a restructure whilst I was away, and have given me line management responsibility and are saying this is why I can no longer work from home.
I feel I am in a no win situation, as if I leave I have to pay back 6 months of maternity pay,and lose out on future earnings. If I stay, I won't see my family and will be only just making enough to pay for the childcare and travel costs. As I have a letter agreeing to me doing the work from home can they refuse it? What do I do?
I am due to return to work at the end of April and wish to apply for a flexible working request to go part-time. My problems are (1) the office I previously worked from is being closed down and I have not been advised where I am expected to work from, despite asking on numerous occasions and recieving vague responses about locations which are not commutable especially with nursery drop-off times (2) there has recently been a collective consultation. However, my line manager has advised that my job role is remaining. I have asked if I can apply for a temporary change to my full-time contract with a view to making it permanent once the new structure has been announced. HR have advised that there is not a form for this and I have to apply for a permanent change. I am a bit wary of doing this as I believe if they were to suddenly decide to make me redundant and if my part-time working hours have been accepted this would be what any redundancy package would be based on. Also I don't know how I am meant to put together a business case for my flexible working application if I do not know the business unit, location, or new structure? Should I submit a covering letter stating my concerns over the application or is there anything else I can do to cover my back?
I have just been made redundant and have a questions about my pay. I was on maternity leave from 01.04.2012 until 07.02.2013. I added my accrued paid leave onto the end of my maternity leave, meaning I was off in total 12 months until 31.03.2013. I was then advised that legally if you are on maternity leave your employer has to pay you statutory notice at full pay. My employer has said ok you are currently on paid annual leave for seven weeks and therefore all we need to do it make up the short fall of two weeks full pay and this will equal the nine weeks of full pay. This period was calculated by counting nine weeks back from 31.03.2013 until 24 Jan 2013. I assumed the notice period being referred to was the time I'm on maternity leave and serving my redundancy notice, and during this time I have to receive full pay and that my paid annual leave is separate.
I am on maternity leave and due back in April 2010. While I have been on maternity leave my department was restructured and I have no job to go back to. My employer agreed to let me take my full maternity leave, and agreed that at the end of my maternity leave I can take my accrued holiday and that they will then give me my notice of redundancy and 8 weeks' paid notice period during which time I will look for a new job. I have just discovered that I am pregnant again, and I will be 22 weeks pregnant on the date that I am due to return to work. I have about 8 weeks' holiday accrued so could go straight on maternity leave after taking my accrued holiday. My employer's maternity allowance is more generous than SMP as it is calculated on my base salary not an average of my actual salary over the 8 weeks until I am 25 weeks pregnant. I therefore am trying to understand:
(1) If I am given notice of redundancy before I go on maternity leave or once I have begun my maternity leave, will I still be eligible for my employer's maternity allowance or will I only receive SMP and how would this be paid?
(2) If I took my accrued holiday and then went straight on maternity leave does my employer have to make a payment in lieu of my notice period (i.e. 8 weeks at full pay)?
(3) If I serve some of my notice – for example in order to increase my SMP entitlement – and then go on maternity leave would I be entitled to a payment in lieu of the outstanding period of notice?