I have been having trouble getting my boss to give me the hours I need. I'm a manager working for a fast food restaurant. Several times I have asked to do morning shifts so my 1 year old can attend nursery, but she has given me 1-8 shifts every day Monday to Friday, so her dad, who works nights, has her from half 12 and my mum has her after work from 4. This is really not ideal as I hardly see her or put her to bed, and today I turned up for work and was sent home as I was unable to attend a training day this morning from 8.45 till 2.30 which I was informed about on Monday. As I was unable to attend I told my boss' assistant who told me she would let her know and didn't and so I was sent home today. I am really considering handing my notice in - me and her dad are separated. Would I be entitled to any benefit if I handed my notice in due to problems with childcare?
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I am currently on maternity leave and the organisation that I work for has notified me that there is a planned restructure and my post will be consumed within another role which is larger and has a greater level of pay. All the managers on the current restructure had a meeting with the senior managers and HR and the new structure was disclosed. We were asked to 'express interest' in any of the new posts for which we felt we had appropriate experience. I had a meeting with the senior managers and said that I felt to be at disadvantage due to being on maternity leave, but my only option at this stage was to either express interest or not. I have done so and have now been invited for a competitive interview. I understand that only following the restructure will my current post be at risk of redundancy. Please can anyone tell me what I should do. I have sought advice and it has been contradictory. On one hand, I am being told that I should be 'offered' a post in the new structure and, on another, I have been told that I only have 'rights' to suitable alternative employment following the restructure process.
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My employer has failed to pay my bonus for 2010. On questioning they advised that as I now work part time (due to childcare) I am no longer eligible for a bonus. After advising them this was discriminatory they have now offered me a very low bonus payment of 25% of my maximum and just under half what I usually receive. 1) They are trying to justify by saying my performance for 2010 was not exceptional. 2) They are stating something that has happened in June 2011 as a reason not to pay my bonus for 2010 (due in March 2010). 3) It has taken months to get them to review and make an offer, but I am not happy. 4) Does the 3 months to take them to a tribunal apply from when the bonus would normally have been paid or start from when I have exhausted the grievance procedure? 5)They failed to set objectives for 2010. I did chase, but they are very hit and miss and some years
set and some don't. 6) They state that the bonus is discretionary and they chose not to pay in 2010. They did pay to a male manager. 7) The male manager got about 60% of his maximum bonus. His maximum is lower than mine. They state the % offered to me now is comparable to the one paid to the man and therefore it can't be
discriminatory. However, the % based on max bonus is a lot lower. 8)They state the bonus is discretionary and not contractual. 9) I have a letter from 4 years ago comparing my salary against 2 males they chose in the
company. They benchmarked my salary and bonus against the other 2 (men) who had a higher salary and no bonus. 10) I have said if my bonus is discretionary then my salary needs reviewing as I am then on a lot
lower package than the 2 men mentioned in 9 above. 11) They state that my job role has changed so this comparison is no longer fair or reasonable. 12) My duties have changed in accordance to business needs and I have been flexible in taking on new taks as requested and with other tasks being shared elsewhere. This has not been at my request and at no time was I advised my role was being reduced or I was being demoted. What are my options?
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I am currently on a fixed-term 11-month contract which is due to expire while I am on maternity leave. I would like to continue working for my employer, but they will not yet confirm whether or not they will take me back after my maternity leave. They have told me that it's not possible to renew a contract whilst someone is on maternity leave - is this correct? They say that if they do decide to take me back, they will let me know - but this could be after my contract has expired. Are they allowed to do this or should they let me know before the end of my current contract? They said they may then issue a new contract when I'm ready to come back. However, they have told me that the job I am doing may then be downgraded (and the salary too) and I may have to reapply for it - even though it will be exactly the same job that I am doing now. Is this allowed?? It seems very unfair as I've been in my current post for three years and they have always been very happy with my performance. Is it possible to downgrade a post and salary for someone on their return from maternity leave?
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I have recently started looking for a job again after having my baby (he is now one). I am worried I may be discriminated against due to my circumstances and interview questions are becoming very hard to answer. What are prospective employers allowed to ask at interview? As so far I have been directly asked if I am married, if I have children and less directly why I want a part-time job rather than a full-time one. Also what is the ruling with Employment Agencies - are they allowed to ask these leading questions? I am just so worried about how an employer will judge me when he thinks I have a child - and only one child so he may be thinking I want another soon....I feel this has been an issue at a couple of interviews I have been for, and I may not have got the job due to this. Thanks for your help.
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