I am currently on maternity leave. Before I left I put in writing to my manager stating that I would like to work 1 day a week from home and 4 days in the office upon my return. He told me verbally that he couldn't answer that question until I was back after maternity leave. A few days after this I had a meeting with the FD ( who is more senior than my boss) and the practice manager. I told the FD my manager's response to my homeworking request and he agreed verbally that I could work from home 1 day a week after my maternity leave on a 3-month trial basis. I went into the office last week and my manager asks what I was intending to do regarding hours when I come back in 5 weeks' time and I said I am going to do what was agreed (4 days in office, 1 day from home). He said that this was not possible as he has just written procedures stating that only advisers are allowed to work from home. I said that it had been agreed with the FD before I left, but he still insists that I cannot do homeworking. Where do I stand as I really don't want to have to go above him to the FD?
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I am on maternity leave and due to return in October. I recently sent an email to the directors asking for a job share, but before I did so I asked my manager that if a job share was not available could I ask to reduce my hours in another way and she said yes. Since then I have read you can only make one application a year, so can I not ask again now as my job share request has been turned down?
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I am currently on maternity leave and due to start back in November. My intention is to put in a request for flexible (and part-time) working. In my contract it states that my work must include some weekends. I have usually worked about 3 in 4 Saturdays and 1 to 2 in 4 Sundays before I became pregnant. Being a single mum I have been searching for childcare and have been unable to find any childminders/nurseries in my area that will mind my child on weekends. I have looked at 20 plus childminders/nurseries, calling all the childminders and asking them direct. There are no other childcare solutions for me (eg family/friends). In the circumstances can my employer refuse a request from me NOT to work any weekend shifts? It is not as though I can 'compromise' by even doing fewer weekends, as there is no childcare provision at all for weekends in my area. Would I be able to force them in effect to not make me work weekends if I can prove there is no alternative solution for me? Many thanks.
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In December 2010 my wife and I had our first baby and due to that we both needed for me to work a regular shift pattern that would enable me to have my son on a couple of days during the week while my wife works. While I work [as a bus driver], my wife looks after our son. I was offered 39 hours a week but with the hours compressed into four days rather than five. This facility is something that the company provides throughout the whole of the UK for those who have family responsibilities. It is meant to be reviewed on a basis of around six months. My manager has since changed and the new manager has given me two months to find other childcare arrangements. In the presence of a union official, the manager made it clear that the only option the company was now giving me was to use childcare, which means that I would have to work an extra day or two to cover the cost of childcare. Other colleagues are allowed to continue working flexibly because their circumstances are "different". I feel that I am being treated like this as I have reported a lot of problems with bus safety recently. I have submitted a formal application for flexible working for the hours that I am currently doing under the facility provided which is something that I really need as in September my wife and I are expecting our second child. I don't see them accepting my request for flexible working, even though I meet every criteria and that it won't affect the current running of the business in any way because what I am asking for is already in effect. Once I get the reply I am anticipating, which is the refusal, I will appeal. What grounds do you think I have for taking this further to enable me to have a work life and be a parent?
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I am looking to return to my work in a construction company after the additional maternity leave. Before I went on maternity leave I was moved to work in the office rather than on location. Now they are looking to place me on a project, but are unable to tell me the location at present. How far in advance of my return to work date would they have to tell me the location? If it is too far away from home I would look to resign or argue it is unsuitable. My contract states that with regards to location "you will initially be located at A470, but your employment is such that you will be required to transfer from one project/site location to another as may be required by the Company from time to time". It does not stipulate any time period that they must notify you by. I raised a greivance for my return to work last time regarding timeframes missed about holding meetings, notifying me of acceptance of my flexible working request, and various other issues. However, their argument for this was "due to structure changes within the business" which I am sure they will use again.
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