I job share 24 hours a week over 3 days. I put in a request to have my working day reduced from 8 hours a day to 7.12 hrs a day - a total reduction of 48 minutes a day (which is the standard length of working day for full time
staff) and it has been refused. Within a week of my request being refused, I was taken into a room by my manager and another manager and told that a new job role has been created and they think I am the best person for the job. I told them that I didn't want to move, I hadn't requested a development move and I wished to stay where I was. They said I didn't have a choice and if I didn't move then there was no job for me. I have since been informed that they are making my position a full-time position and that's the reason why I am being forced to move. I feel I have no rights and that I am being bullied into this department move. They have already informed the other person that they are taking over my role. Have I got any rights to be able to stay where I am? I just feel like I am being bulldozered.
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?
After taking 12 months' maternity leave it was agreed with my current employer for me to return on a job share basis for 2.5 days per week. As the other employee in the job share was not due to return to work at that time I was granted an additional four months' unpaid sabbatical. As the job share was a new concept for my employer it was agreed in writing that it would initially be on a trial basis to be reviewed after six weeks to see if the arrangement was working. It was reviewed at that point and we were then verbally told that we would be put onto a fixed-term contract for two months.We did not receive anything further in writing at this point. We have now been told by our employer that they feel the job share is not working, but have not been told specific reasons as to why they believe this to be the case. Again we have received nothing in writing to inform us of this. The ultimatum we have now been given is to return to work for three full days and two half days per week, otherwise they can no longer offer us positions with the company. Before going on maternity leave I had done seven successful years for this employer and now feel as if I am being very harshly treated and ultimately being discriminated against.
I would appreciate your advice on the following points: 1. Were they within their rights to offer me only a trial period for this job share when I had previously been on a permanent contract before my maternity leave? 2. Should they have documented in writing to me when the job share was reviewed after six weeks that I would be put onto a fixed-term contract? 3. Should they have documented in writing the reasons why they feel the job share is not working?
A full-time candidate was offered a job I scored higher in interview than. Have I been discriminated against as a part-time applicant? I've been working for nine years in a large charitable organisation. My part-time job share position was changed whilst I was on maternity leave. However, when I returned from maternity leave I was asked to change my responsibilities again and resume some of the role I had been asked to give up as there was a gap in provision. This role was not an official one, but a business case was going to be drawn up to create a permanent full-time position. I covered this part time over a year and was told when the business case was approved I could apply for this as a job share. The job was advertised as both full time and job share applications would be considered. I asked my boss what would happen if they didn't find a job share and she said we'd cross that bridge when we came to it. It turned out that even though I scored higher than all other candidates in interview they offered it to a full-time applicant and told me this was a business decision and not personal. They only interviewed one other internal applicant for a job share. It felt like they did this to tick a box and go through the motions of actively recruiting for other job share candidates. I was told post interview that me getting the job was contingent on another job share applicant being successful but as none were, they gave the job to a full-time candidate. My organisation has no policies on job sharing or recruitment for job shares, and their overarching single recruitment policy states that candidates are scored and the one who gets the highest score gets the job.
I filed a grievance and they apologised for bad practice. I then appealed and the HR manager said he'd seek a solution, but nothing has happened and they are citing budget problems. Can you please advise?
I am currently on maternity leave and due to go back soon. I work for the NHS and, unfortunately, a number of changes have taken place within the department - including extended hours. There has therefore been a recent consultation regarding working late nights til 8pm and also working on Sundays. This is not really what I had in mind, especially as I now have to care for a young baby (and also have to commute into work). Original working hours before maternity leave were: 9am-5.30pm plus Saturdays and bank holidays on a rostered basis. I have put in a request for flexible working and also had a meeting with both my manager and HR to discuss both flexible working and the recent consultation (which has now closed: with working hours extended as above). I am still waiting to hear from them, although I have been told that if they cannot find a job share then I must return at the original hours. I am unclear legally whether they can impose these extended working hours on me and refuse a job share on the basis that they cannot recruit into it. Do you have any thoughts?