erotic leather maternity entitlement Flexible Working Rights - SME HR Headache Number Two

erotic leather maternity entitlement Flexible Working Rights - SME HR Headache Number Two
Recent changes in flexible working legislation have been confusing for some people. And there are many pregnant women and new mums who wrongly think they have a right to return to work part-time if they wish to. Many small employers call our pay as you go HR service for advice on what to do about this misconception. Heres what we advise. There is no automatic right to return to work part-time if the woman was previously a full-time employee. But maternity returners are entitled to:1. Return to their original job. 2. Request flexible working provided they have 26 weeks service with you. The Employment Act 2002, the basis of flexible working legislation, allows those who have parental responsibility for a child under 16, or a disabled child under 18 to make such a flexible working request.Flexible working arrangements cover a range of different work patterns including part-time hours such as a later start and earlier finish, or mornings or afternoon-only working. It also describes flexible working arrangements such as: Flexi-time - a flexible approach to starting and finishing times allowing extra hours to be banked and taken off later. Staggered hours - employees have different start and finish times and take breaks at different times, allowing the workplace to be covered for longer hours. Compressed working hours - employees compress a normal working week into fewer days. Job sharing - two people do a job normally done by one. Time off in lieu or banked hours - allows an employee to take time off to compensate for extra hours worked. Term-time working - parents remain on a permanent contract but take leave during school holidays (both paid and unpaid). Additional leave entitlement - another way of dealing with school holidays for working parents. Salaries are re-calculated to take account of extra leave. Career breaks or sabbaticals - usually in the form of unpaid time off. Working from home.To request flexible working UK workers need to apply in writing. They should state they are making the application under the statutory right to request a flexible working pattern. Their application should also give details of the flexible working required and the date they want to start. It should explain what effects this will have on the employer and how the effects may be dealt with. Details of any previous applications should also be declared.If your employee makes such a request, you need to: Acknowledge receipt of the request. Ask for the request to be resubmitted if any information is missing. Arrange a meeting with the employee within 28 days of receiving the request to discuss it - your employee has the right to be accompanied by a trade union rep or colleague. Consider the request and decide if the business can accommodate the flexible working arrangement.If you decide to agree to the new flexible working arrangement set a date when this permanent change to the employees terms and conditions of employment will take effect. If you decide against the application inform your employee in writing and give the reasons for your decision. These may include: The burden of additional costs. A detrimental impact on the companys ability to meet customer demand, quality or performance. An inability to re-organise work among staff. An inability to recruit additional staff. An insufficiency of work during new work hours. Planned structural changes.The employee then has 14 days from receipt of the letter to appeal against your decision. They do not have the right to make another application for another 12 months. To minimise misunderstanding about this area of the law it is sensible to have a clear flexible working policy in place that is communicated to everyone in the business.





TOP GALLERY : nightwear halter cocktail dresses, underwire bra single women,