I have worked for my current employer for over four years and am now taking my second period of maternity leave. I have now found that the temporary cover is being paid substantially more than me for working one less day that me. I would welcome your thoughts on where I stand legally on this? I now feel incredibly undervalued by my
company and debating whether I should return.
I started a new job last October. My employers were aware I had a young child and in my interview they asked if I could work a weekend day. I said I could work a Saturday, but not Sundays due to lack of childcare. I was offered the job working Tuesday-Saturday which worked well. But I recived a text on Thursday, informing me that, as of
next week when I return from holiday, I will be working Sunday-Thursday. Is there anyway I can contest this as I have no childcare on a Sunday and my daughter's nursery has no space on a Monday until June?
I am on maternity leave. Before I became pregnant my role was the manager of a department and I had one member of staff working for me one day a week. Just before I went on maternity leave, I was told my department would be outsourced, meaning my job no longer existed. They said they had been thinking about this for a while, although they had said they would cover my maternity leave. They assured me that they would be looking to offer me an alternative position once I returned to work, but they would think about what that position would be nearer the time. Now they tell me there are no vacancies and would not create a new role for me. They suggest integrating me into an existing department. I am concerned that this would mean I return on a lower ranking than when I left. Can they do this? If I turn down this role if it is a demotion would accepting redundancy harm any rights I might have in a case against them. Also, because my returning role is undefined I did express a desire if possible to work from home for some of the time once I return and asked if this could be factored into the planning of my new role. I was told not to get my hopes up as they are unlikely to agree to it because they "don't want to set a precedent within the company". Is them not wanting to set a precedent considered reasonable grounds for refusal?
I have returned to work from maternity leave part time as I requested. However my hours were still to be finalised. Today we were advised that one position in my team of four is to be made redundant. I was then advised that my application for part-time hours has now been declined as they only need 3 full-time staff [I'd be the only part-timer] so I need to come back full time or no position is available and if I do come back I have to reapply along with the other three and the best three will be kept on and one let go. Where do I stand in all of this?
Before I went on maternity leave my employers advertised some promotion opportunities internally. It took them about 8 weeks to arrange interview dates and I went for the interview 2 weeks before my due date, but did manage to pass the interview. I was not appointed to the role until after I came back from maternity leave and then was given an equivalent role, rather than one of the roles I had applied for. I had thought that legally they should have appointed me to one of the roles I had applied for and then arranged maternity cover for that role. Is the law clear on this point?