I am about to return to work after 10 months maternity leave. I was a full time Marketing Manager and requested to return 3 days a week (21 hours). It was refused, and all they stated was "for purely business reasons". Now, they've offered me (and I've accepted) a three-month contract doing a role part time, but after that I will have to return to the Marketing Manager role full time, or resign. What can I do?…
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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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Last year my husband's shifts at work were changed which meant every four weeks we would both be working two evening shifts at the same time. We have two children 8 and 13. As we struggle for childcare in the evening I approached my line manager and asked if I could request officially to move my shifts to an early on the occasions this happened. He told me there was no need to do this as he could be flexible enough to accommodate this as and when it came around. So far this year my husband has managed to arrange leave from work when these shifts have clashed. However from August onwards he has no more leave to facilitate this. I approached my line manager and asked if I could move the two conflicting late shifts in August to an early as discussed previously. He has refused my request and has denied making such an agreement. He has told me I have to submit a Part-Time Working form (this has been provided by our HR department) and put the shifts for changing on the form. I have done this, highlighting the changes required and returned it to him. He has returned the form to me on a number of occasions now telling me he isn't happy it has been done properly. He never gives me any assistance and doesn't highlight where he thinks it has gone wrong. I am getting very upset by this and I find it hard to ask him questions with regards to the form due to his responses. I feel he is deliberatly obstructing me. I just want to get the form done and get on with my job. I handed the form to him on Friday and he handed it back. I have now found out that he is on holiday for two weeks so nothing can happen with the form until he comes back and signs it off. It also means that I will have to make arrangements for childcare as by the time he comes back the shifts I need to change will have passed. I have explained my situation to him. I have even said that I may be forced to take unpaid leave if I cannot change these shifts and he has threatened disciplinary action. Please can you advise me on this matter.…
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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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