I work 15 hours a week for a recruitment agency in an ongoing contract. I am paid a set rate per hour and work set hours every week. I recently queried my holiday pay with them as it was less than my normal rate. The explanation they gave me was that the 'system' had a problem calculating my pro rata holiday so over a whole years worth of holiday, it would 'work out' to be the correct rate. Are they allowed to do this?…
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I was working full time until I had my baby and before I returned I asked if I could return part time. This was accepted (my boss' words were that I was pushing on an open door as it meant that they could pay me £11,000 less per year). However, I am still doing the same job as before - work gets left on my desk for my return the next day and I am having to work into the evenings, days off and Sundays to keep up. All the extra is without pay and they will not offer to pay me for the extra. Should I still be doing the same job as before or how should they be addressing this problem? I have raised it 3 times now and nothing gets resolved. I am terrified of losing my job if I keep asking. I am also the only member of staff who does not get may parking paid for and feel that this is because I am the only woman and part time. Please help as I am so stressed! …
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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 4 months into my maternity leave and had intended to return to work in May if my employer agreed to me working part time (3 days per week 9-5). The person covering my position is currently working 3 days per week. My application for part-time hours has been declined as the new department head has informed me in a meeting I requested that she intends to change my role considerably from one of admin to re-training me to deliver training courses on areas previously covered by another department and onces in which I have no current expertise. Even though I have extensive training experience this is not the role I was performing pre maternity leave. My employer has offered my a 5 day week 9-4. Do I have to accept these new working conditions and go back in October full time, or can I challenge their decision based on the changes they wish to make and that my temporary replacement has been doing my job part time?…
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I started work with a firm 9 months ago and am contracted to work 3 days per week. My bosses recently asked me to work an extra day, but I said I couldn't work a full day due to childcare committments. I agreed to work an extra half day. They have now asked that I work a further extra day, saying the workload warrants more than 3 1/2 days in the office. Can they force me to increase my hours?…
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