Q And A
I have been working for my company for over 6 years now and I was on maternity leave from June 2013-June 2014. When I did my back to work meeting with my line manager I told him that I would have to go back to university in October which he made not of. I went on to tell him that once I knew my timetable for university I would let the company know. I began work middle June 2014 and on last week July to first week August 2014 I was ill and was diagnosed with having vertigo, something I had never heard of before. I was advised by my doctor to take 2 weeks off in which she write me a sick note. I was told that I would not be paid sick pay even though I had carried out the necessary steps when calling in sick according to the company handbook. I was then told by my line manager that the branch I worked it no longer paid sick pay, that all they do pay is SSP, which I am not entitled to as my earnings for the week are not enough to receive SSP. I reminded them about my university course and filled out relevant documentation for flexible working, but they said they didn't receove it. I refiled it and they said it would take 28 days. I was extremely upset. I was then told I could only have shifts that do not work with childcare. I was advised to move branch or find a nanny to look after my daughter until 10pm or to reduce my hours to eight which I cannot financially afford. What can I do?
Answered by: Louise Taft
Your contract of employment determines whether or not you are entitled to full pay or only SSP when you are sick. In your case, the statement in the Staff Handbook… View full answer >
I have just returned from maternity leave and my employer has rejected my flexible working application due to planned structural changes, stating that they are unable to agree any form of flexible working at this time due to the restructure. The restructure is currently very high level with new Directors being appointed and then other changes will filter down. A major part of my role is to produce reports and while they are unable to tell me at the moment where my role will sit in the restructure it is imperative that these reports continue to be produced so I cannot see that my role can change a great deal. We have also been told that it is unlikely anybody's role will be changing and it was more likely that the only change we would see would be to our reporting Managers. They have said that we should have a better idea of the new structure for the team in the next few month. I have 14 days to appeal, but is there any way I am able to delay my appeal until I know categorically what is going to be happening with my role? If not are they able to reject my appeal by saying they simply cannot consider any form of flexible working at this time? View full answer >
Answered by: Rebecca Harmer
I'm a first-time mum to a 15-month-old girl and am currently working part time two full days a week (9-4.30). My husband works shifts so he’s not very often home. My issue is the childcare for my daughter. It is becoming increasingly difficult and unreliable which is stressing me out every week. At the moment my husband’s aunt and nan shares childcare every Monday over my daughter, but times always vary according to my husband’s hours. Tuesdays is usually my mum, but she has a lot on her plate at the moment which means she can't do most Tuesdays. I've been told by my husband’s aunt and nan that the irregularity of hours on Monday is unsettling for my daughter which is stressing me out and I don't know how to stabilise this. I can't afford professional childcare, my current job is stressful and often keeps me running ragged all day, I rarely leave on time. I would love to find a job working from home, but feel I don't have the necessary skills (or I do but my confidence is at an all -time low) and I am profoundly deaf which restricts what I can do. I'm at my wits end. View full answer >
Answered by: Linda Whittern
I am currently 21 weeks pregnant. I have been at my current job for three months as a dental nurse/receptionist. I told them I was pregnant a couple of weeks ago and was asked "if I'm keeping it?" To which I asked if my job was safe and was told "I'm not sure you are on probation, but we might have to keep you on" which I knew to be inappropriate. I am a dental nurse re-registering with the GDC and whilst getting my information together I was contacted by Occupational Health. I phoned them and was informed I'm a non-respondent to the Hep b innoculation and that I should not work in surgery due to it being unsafe even though I shouldn't work in surgery until my GDC registration comes back anyway. I was called into the office a few days later and told I was a "surplus requirement" and that my job wasn't safe as I could not work in surgery and that they do not need two people on reception even though they arrange cover for me when I'm off work and always make sure there are two people on reception and told me a few days after this meeting that two people need to run reception. Where do I stand?
Answered by: Rebecca Harmer
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