Hi All,
I have been informed that my normal working hours may change to suit a new contract the company is signing. The hours have been stipulated in the contract by the client. The new hours will greatly affect my ability to balance my home life with my children and also affect family court orders on times I pick up my son.
My employment contract states:
- Ordinary hours of work are nominally 40 hours per week arranged over 5 days (Monday to Friday inclusive) with a 30 minute unpaid meal break on each day.
- The employee may be required to work outside these hours as necessary in line with business demands at the time.
- Salary for the role has been set to take account of these requirements, and accordingly, no additional payments apply.
For the past 7 years I have worked on the hours of 8am to 4:30pm. I would like to think this is a "condition precedent". The new hours will be changed to 6am to 2:30pm and 9:30am to 6pm Monday to Friday on a rotating basis.
Also with the new contract comes cost cutting and staff reductions. The company have stated there will be no redundancies. I can see the changes being made are to force people into a performance manage situation.
My questions are:
- Can normal hours of work be forced?
- Are my current conditions Condition precedent?
- Can the changes being made for performance management be used as victimisation?
Thanks you in advance.
Steve
I have been informed that my normal working hours may change to suit a new contract the company is signing. The hours have been stipulated in the contract by the client. The new hours will greatly affect my ability to balance my home life with my children and also affect family court orders on times I pick up my son.
My employment contract states:
- Ordinary hours of work are nominally 40 hours per week arranged over 5 days (Monday to Friday inclusive) with a 30 minute unpaid meal break on each day.
- The employee may be required to work outside these hours as necessary in line with business demands at the time.
- Salary for the role has been set to take account of these requirements, and accordingly, no additional payments apply.
For the past 7 years I have worked on the hours of 8am to 4:30pm. I would like to think this is a "condition precedent". The new hours will be changed to 6am to 2:30pm and 9:30am to 6pm Monday to Friday on a rotating basis.
Also with the new contract comes cost cutting and staff reductions. The company have stated there will be no redundancies. I can see the changes being made are to force people into a performance manage situation.
My questions are:
- Can normal hours of work be forced?
- Are my current conditions Condition precedent?
- Can the changes being made for performance management be used as victimisation?
Thanks you in advance.
Steve