I work as an administrator in a school office. I am due to return from maternity leave in a few months. I have been told informally by my line manager and by the bursar that there is 'no chance' the headteacher will let me come back part time as she 'doesn't like part time employees'. When I delved into this a little deeper the bursar backtracked and said it would be 'difficult to manage'. Whilst I have been on maternity leave they have not replaced me, but managed to absorb my work into the existing office team. I also have a colleague who does exactly the same job as me in the office on the same pay grade who would very much like to job share with me when it's time for me to come back. Despite this all seeming like it should be in my favour I am pretty sure that our request to jobshare will be turned down. I just want to know the best way to go about the whole thing as I NEED this job. We will not be able to manage if I don't work, but we also will not be able to get full-time childcare for my son so going back to my job without cutting some days down is just not possible.
I'm currently on AML and my employer has just told me that my role as head of history at a local school will be made redundant. They have said that I need to apply for a new head of humanities role that has an additional workload and responsibility, but not for any more money. Do they have to advertise the new role externally as well as internally? Can they actually do this while I'm on AML?
My partner is on maternity leave (about 16 weeks in) and her position is being made redundant. She was informed there is a role which she could apply for and be assessed on to see if she is suitable. Unaware of the law, she attended an assessment against other people who were currently in the business and not on maternity leave and scored poorly. Consequently the job was given to someone else who didn't have the same skills, previous experience or performance record as my partner but did score well on the assessment day. Would we be right is assuming this was discriminatory?
I am due to go maternity leave in September and am due back in February. We have been told that that our managers are reorganising people's hours and days and that no jobs are at risk at this point. I currently work full time, but plan to return part time. I am more or less happy to work the requested days and times and will let them know of my two options. My concerns are that I may be told that they will not pencil me in on the new timetable, and may be left with the hours that I can't do. Also prior to our notice of reorganisation I was told they are not obliged to agree hours etc until four weeks before my return. This seems unfair as I need to sort childcare etc. Should I be treated the same as my fellow workers during the process and informed at the same time as them of our individual agreed new hours? The process should be finalised by the end of July and therefore I will still be at work. Is there any reason I should be left out of the reorganisation until a later date ,ie nearer my return.
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.