|
General Chat This forum is for general topics and chat type threads. |
|
Thread Tools | Search this Thread | Display Modes |
16 Jan 19, 09:54 AM |
#21
|
Imagineer
Join Date: Sep 06
|
|
16 Jan 19, 10:13 AM |
#22
|
Guest
|
An employer cannot change a contract without the employees agreement, they can only ask and explain the business requirement. And these hours are now her contracted hours under an implied term.
I agree though, as I mentioned to the other poster, that they might try to claim one role is redundant and offer another, but they really would have to have a very good business reason or I think they would be on a sticky wicket it it went to tribunal. |
16 Jan 19, 10:19 AM |
#23
|
Imagineer
Join Date: Mar 12
|
Not at all, if the work they are doing is not changing, they are not making a role redundant. Dangerous advice to be suggesting such things.
Have a read of the citizens advice page. It has some good advice on things to check for in your contract and what steps you can take. citizensadvice.uk/wo...acts-overview/ |
16 Jan 19, 10:21 AM |
#24
|
Guest
|
|
16 Jan 19, 10:36 AM |
#25
|
|
Imagineer
|
As previously stated the employer can change the contract giving fair reasons and an acceptable period of notice. The employee can refuse to change but the chances are then that the employer will say that the employee will be made redundant as the role is no longer needed.
The employee could challenge that at tribunal, but often if the employer says the role is now needed 5 days instead of 4 and the employee doesn’t accept that change then a tribunal could accept that the employee could be made redundant as the role is now changed and therefore her 4 day a week job is no longer needed. Of course, a tribunal can go either way, so the employee could win and continue on her previous terms. But nothing is guaranteed at tribunal and the op would have to weigh up the risks herself as to whether she wanted to challenge the decision. |
|
|
16 Jan 19, 12:15 PM |
#26
|
Guest
|
The employer may not be changing the contract "implicitly or explicitly" the contract almost certainly says (in paraphrase) whole we remain happy with you doing so you are able to work compressed hours. Six years later them not being happy for you to work compressed hours is not a hanger to your current contract merely them exercising their option not to allow it.
It doesn't need constant review (for instance one of the big 4 consultancies has this and they have nearly 50000 people in the UK alone - to constantly say ok we are happy with the working conditions would require an army of people just doing that) |
16 Jan 19, 01:12 PM |
#27
|
|
Imagineer
|
I think the differing views and interpretation of the situation is exactly why union involvement happens.
Not all unions are seen as trouble, infact they often speed up issues and resolve them quickly.
__________________
June 2006, August 2007, September 2018, January 2019, September 2019, February 2020, December 2021, February 2022, December 2022 |
|
|
16 Jan 19, 02:19 PM |
#28
|
Imagineer
|
|
16 Jan 19, 02:25 PM |
#29
|
Imagineer
|
A lot will swing on the OP's contract , whether it says forty hours or whether it states specific shifts (but even if it does there's almost always a get out clause referring to "needs of the business").
Sadly many people find their hours that suit them get changed for business reasons , it's very common nowadays and employment contracts are written to reflect it. |
16 Jan 19, 02:52 PM |
#30
|
|
Imagineer
Join Date: Nov 14
Location: West Midlands
|
The company I used to work for (big High Street retailer) kept their contracts very minimal specifically for this purpose. Rate of pay, number of hours, normal place of work (if fixed) and amount of annual leave was written in but not much over and above that.
As a line manager I would know whether proposed changes to working patterns were going to be a problem or not. Quite often I would suggest we needed to review the rotas and the staff would come up with the proposals themselves. It was rare for a member of staff not to agree to proposed changes and our HR department was always consulted if there were any issues to ensure what we had proposed would be backed in the event of a tribunal i.e. the correct process had been followed and there was a robust business case for the change. The process was clear on the intranet for managers or staff to refer to. |
|
|
Thread Tools | Search this Thread |
Display Modes | |
|
DIBB Savings |
AttractionTickets.com
Get £10 off each Disney Ticket with the code ATDIBB10 Get up to £50 off per room at Disney or Universal with the code DIBBHOTELS |
theDIBB Blog |
One of the the five worlds found in Epic Universe, How to Train Your Dragon... Read More »
Disney announced that a new nighttime show, “Disney Dreams That Soar,” will run nightly at... Read More »
Walt Disney World Resort guests can get ready to have a “glowing’’ good time when... Read More »
|
theDIBB Menu |
Exchange Rates |
US Dollar Rates
Euro Rates |
DIBB Premium Membership |
Did you know you can help support theDIBB with Premium Membership? Check out this link for more information and benefits, such as... "No adverts on theDIBB Forums" Upgrade Now |