I am due to return to work at the end of April and wish to apply for a flexible working request to go part-time. My problems are (1) the office I previously worked from is being closed down and I have not been advised where I am expected to work from, despite asking on numerous occasions and recieving vague responses about locations which are not commutable especially with nursery drop-off times (2) there has recently been a collective consultation. However, my line manager has advised that my job role is remaining. I have asked if I can apply for a temporary change to my full-time contract with a view to making it permanent once the new structure has been announced. HR have advised that there is not a form for this and I have to apply for a permanent change. I am a bit wary of doing this as I believe if they were to suddenly decide to make me redundant and if my part-time working hours have been accepted this would be what any redundancy package would be based on. Also I don't know how I am meant to put together a business case for my flexible working application if I do not know the business unit, location, or new structure? Should I submit a covering letter stating my concerns over the application or is there anything else I can do to cover my back?…
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I am on Additional Maternity Leave from my part-time job. I have been contacted by my employer about a restructuring. My line manager is being changed, although I haven't been advised any further. Also, a colleague who was at the same level of me when I left indicated that I would be reporting to him on return. Is this a job with the same status as I think I am entitled to? Also, this person has put in writing that my post will change and in his opinion should be a full-time role, which I am not interested in. What are my rights?…
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I am on maternity leave and due back in April 2010. While I have been on maternity leave my department was restructured and I have no job to go back to. My employer agreed to let me take my full maternity leave, and agreed that at the end of my maternity leave I can take my accrued holiday and that they will then give me my notice of redundancy and 8 weeks' paid notice period during which time I will look for a new job. I have just discovered that I am pregnant again, and I will be 22 weeks pregnant on the date that I am due to return to work. I have about 8 weeks' holiday accrued so could go straight on maternity leave after taking my accrued holiday. My employer's maternity allowance is more generous than SMP as it is calculated on my base salary not an average of my actual salary over the 8 weeks until I am 25 weeks pregnant. I therefore am trying to understand:
(1) If I am given notice of redundancy before I go on maternity leave or once I have begun my maternity leave, will I still be eligible for my employer's maternity allowance or will I only receive SMP and how would this be paid?
(2) If I took my accrued holiday and then went straight on maternity leave does my employer have to make a payment in lieu of my notice period (i.e. 8 weeks at full pay)?
(3) If I serve some of my notice – for example in order to increase my SMP entitlement – and then go on maternity leave would I be entitled to a payment in lieu of the outstanding period of notice?
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I am on maternity leave, due to return to work in May 2010 after taking my full OML and AML. I recently found out from a colleague that my work has announced a major restructuring, has had a consultation period (now closed) and that the organisation's new structures have been decided and will be put in place shortly after I return to work. At no point has the organisation written to inform me of the restructuring, and I have not been offered any opportunity to participate in the consultation exercise. I wouldn't even have known about it had I not bumped into my colleague. I understand that the department I currently work in will cease to exist within the new structures. I have no idea what my lines of responsibility will be when the new structures are implemented, and from what I hear, the organisation is also now seeking voluntary (initially) redundancies. I feel aggrieved that my employer has not kept me informed about these developments and that I have not had the opportunity that other staff have had to contribute to the consultation. But did they have any obligation to keep me informed in this regard? I am also concerned that my job may have ceased to exist within the new structures and I am worried that any day now the postman will bring a letter telling me that there is no job for me to go back to! Is there anything I could do to protect myself? Has my employer failed in their obligations to me in any way which might help strengthen my position?…
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I am currently on maternity leave and due back in april 2010. I have, though, been offered a new job with a competitor which will start April 2010. Can you please advise as it is standard policy at work to place you on garden leave if you go to a competitor. Would my old employer have to pay me full wages for the last month on my maternity when I hand in my notice or would they have to pay me standard maternity pay? …
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