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Tracy Shafe
Member - 18 posts
If an employee agrees to change the duties and weekly hours worked, is it necessary to issue a new contract, even if the changes may only be temporary?
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Andy Symonds
Member - 5 posts
Tracy,
It would always be good practice to issue a variation to the original contract, if you know how long the change will be for then you could limit it by date or put some other end in it such as "until such time as replaced by ....".
Do not issue a new contract as you do not want to change her terms etc.
At the end of the amendment if you do not put an end date in you will need to write to them and withdraw the amendment.
Andy
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Tracy Shafe
Member - 18 posts
Comment removed by request of member
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Anne McAllister
Member - 165 posts
I think you should give her the extra because although she did have the required skills when engaged she was only employed to use them 50% of the time.
By changing her T&Cs she now does the equivalent of the other employees and should b rewarded equally.
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janet burton
Member - 84 posts
Tracy - Time to make a formal change to her terms and conditions, I think!
Compare reception to secretarial rates elsewhere if you have no other staff doing secretarial duties.
Plus discuss with her about the hours.
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Tracy Shafe
Member - 18 posts
comment removed by request of member
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Andy Symonds
Member - 5 posts
If the grounds are to look after a child under 6 years old or 18 for a disabled child and she has worked for you for 6 months then she has a right to request flexible working ....... but not a right to have it.
The proceedure that should be followed is:
Employee makes a formal written request setting out the flexible working arrangement they seek and the date on which they want it to start. The request must include the effects that they envisage the request will have on the business and how they think such effects might be dealt with.
Within 28 days of the application you must set up a meeting with the employee to discuss the request. They may be accompanied if they wish.
You must seriously consider the request and make a practical business assessment on whether flexible working can be arranged. You must then notify you decision to the employee within 14 days of the meeting.
If you accept the employee's request, you have to write to the employee, establishing a start date and providing a written note of the contract variation.
If the application is refused, you must explain the grounds for the refusal in writing and confirm the internal appeal procedure.
The employee can appeal against a refusal within 14 days of the date of your rejection letter. In this case, you have to hold an appeal meeting within 14 days of the employee's appeal notice and thn notify them of the appeal decision 14 days later.
The employee cannot make a further application for 12 months.
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sheena farenden
Member - 81 posts
Tracey I note how many different problems you are asking questions about on this site and I am confused are you the manager we were not happy with on the Annual Leave question.
I am extremely concerned about the practice you work for and think that its Equal Ops policies are in a mess. You need to get some urgent help. Contact the relevant person at NHS or PCT and make sure you are undertaking everything correctly. I do not know how all this works but if there are standard terms and conditions across practices, they must be abided by. Remember TUPE as well.
If you are the manager you really like putting yourself in the firing line and are braver than me
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Tracy Shafe
Member - 18 posts
comment removed by request of member
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Craig Stuart
Member - 106 posts
Hi Tracy
Are you a union member? If not, you can join online:
www.gmb.org.uk
The union will be able to address your concerns. I feel that you have to:
a) put in an individual grievance; or
b) encourage others and put in a collective grievance
There are clearly lots of problems with your and your colleagues employment at present and they need to be properly aired using the internal procedures. If you so submit a grievance and have joined the union beforehand, you will automatically be represented by a trained trade union official.
'It's only a part-time job' you say in your posting. Nevertheless, it's a job you previously enjoyed (and to a large extent still do) so it's worth fighting for.
Good luck!
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sheena farenden
Member - 81 posts
Tracey
Craig is right join a union and get some help. I hope you manage to get this all sorted out
Good Luck
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Candice Dillingham
Member - 1 post
Hi Tracy
I would be careful about approaching others as this could be deemed as incitement.
However, if you are unable to represent yourself at a Grievance then I agree with the others about joining a Union.
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Tracy Shafe
Member - 18 posts
Comment removed by request of member
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