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stuart cruickshank
Member - 7 posts
the company that i work for has been bought over. i am a manager at one of their sites. budgets are tight and the site needs money spent on it , new equipment etc.
if i were to terminate my current employees contracts and re-employ them on lesser terms and conditions what amount of notice would i need to give them?
i could make substantial savings to then re-invest.
my point of view is better to have a job with lesser terms than no job.
it would be only small changes such as cutting weekly hours, making tea breaks unpaid and cutting the premium they get for working public holidays.
only at a push would i ask them to forego this years pay rise.
any answers would be much appreciated.
thanks stuart.
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stuart cruickshank
Member - 7 posts
i am a manager at a site that's covered by the agricultural wages order in Scotland.(which i admit i didn't previously know about such an order).
we give our employees 4 weeks and 9 statutory days holiday a year.
now, one of the employees has got hold of a copy of the wages order and has demanded that she gets 5 weeks holiday, that is an extra week on top of what she gets already . the wages order states that employees should get a minimum of 5 weeks and 4 special days holiday. a week being a period of 7 consecutive days.
also, our employees work on the statutory days and get paid treble time or double time and day in lieu.
i have a meeting with our hr department in a couple of weeks, in the meantime has anyone have any ideas on the possibility of having to give an extra weeks holiday on top of what's already given?
this can't be right, surely?
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stuart cruickshank
Member - 7 posts
i am a line manager. i have just given my staff an extra days holiday(boxing day) which they normally work. i wrote 'off boxing day' on their work roster/schedule.
my question is : is it reasonable of my staff to ask to be paid for this extra day off -they weren't actually working!?
has my generosity backfired in the sense that i may have to pay them for giving an extra holiday?
has anyone else been in a similar situation?
any advice would be welcome.
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stuart cruickshank
Member - 7 posts
I'm a line manager and at present my staff have two paid fifteen minute tea breaks and an unpaid hour for lunch which is not included in their working day. my question is , is the two paid tea breaks counted as working time? because really the staff are only working 7.5 hours per day . this could save me money because overtime is paid after 8 hours and i could argue that they are not working 8 hours.
the only snag is that their contract suggests that they do work 8 hours presumably because the the tea breaks are paid. anyone have any ideas ? i really don't want any hassle from unions.
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