compulsory overtime

floss2

surreysaver wrote: »

They're not being offered - they are being forced upon the OP.

And the OP's refusal to undertake some of this training is a "take" on the part of the employer??

How many employers have you had who would provide in excess of 10 days training for their employers? Especially where there is no industry obligation or requirement?

surreysaver

floss2 wrote: »

And the OP's refusal to undertake some of this training is a "take" on the part of the employer??

A refusal for perfectly valid reason.

floss2 wrote: »

How many employers have you had who would provide in excess of 10 days training for their employers? Especially where there is no industry obligation or requirement?

That is not the point. If the OP is unable to attend due to the training being outside of working time, then that is not the OP's fault.

Coupon-mad

I have read this whole thread and couldn't believe most of the 'advice' which would be laughable if it wasn't so discriminatory.

How has it taken 4 pages to finally get a voice of reason (surreysaver). Well said surreysaver, and best of luck to the OP.

ohreally

lill wrote: »

Customer Services :rolleyes:

I'm not sure why you felt the need to insert a sarcasm smiley, however i hope you achieve an appropriate outcome to your issue.

lill

surreysaver wrote: »

I thnik if the employer provides training for full-time staff during their working hours, then they should provide training for part-time staff during their working hours.

Thank you surrysaver, I was beginning to think I was going mad.

lill

ohreally wrote: »

I'm not sure why you felt the need to insert a sarcasm smiley, however i hope you achieve an appropriate outcome to your issue.

Because ive done it before and I still for the life of me cant understand why people need to be educated in how to provide service to your customer .

lill

floss2 wrote: »

Custom & practice generally works in an employee's favour:

In addition, the contract of employment will also include ‘custom and practice’ agreements. These are how things are usually done in the workplace, for example, if the employer always gives the employees a day’s holiday in August. Even though this is not mentioned in the written contract this will form part of the contract of employment as it is the usual practice.

If the written contract says one thing, but in practice all the employees have been doing something else with the employer’s knowledge, the ‘custom and practice’ would form the contract rather than the written statement.(CAB advice pages)




Not from where I'm sitting.......the amount of SD hours being offered by the employer seems to be a generous "give"......

Which it one of the reasons im makeing such a fuss, its one thing going in on my official time off to do training because its good for me and the company, but when it starts being demanded as a requirment of the job then its time to set the record stright before it becomes a custom and practice.

tinkerbell84

lill wrote: »

Because ive done it before and I still for the life of me cant understand why people need to be educated in how to provide service to your customer .

:rotfl:

No, you're clearly lovely just as you are! :rolleyes: :rolleyes: :rolleyes:

lill

poet123 wrote: »

I dont think anyone is saying that. You brought the issue that you were a single mum to the table,how else would we have known? If it is not an issue why mention it?

I think that what most people are saying is that employers value employees who are flexible and try to fit in. A one day training course that you had advance notice of, is hardly a very onerous thing to have to do, regardless of timing.

Courses run at certain times in a year ,if that falls outside term time it is not unreasonable imo for your employer to do what he has done.

That he is now saying you do not have to attend is laudable, but it will not be forgotten and despite what you say, as someone who interviews(teachers) it does leave a lasting impression.and may colour the view of the next single parent applicant,as that will probably be seen as the reason for your refusal, as you cited family time as the reason for taking the job.

That is clearly unfair as in your case it is not the reason(but one I get the inpression you would have happily hidden behind had your child been younger)it just seems as if you think your skills are so highly valued that it is the employer not you that has to put up and shut up.

I do hope you are right but most of us value our jobs(especially those of us with coveted term time working) and want to try to be flexible, so we do what has been asked of us within reason, and imo what was asked of you was within reason.

it is not an ISSUE, it was a reason for taking a job with less wages how about we substitute single parent with " the reason i applied for this job is that i breed german lop eared bunnies and want to take them on holiday to angelsy for 6 weeks every summer"
Im not hiding behind anything, at no stage have i said I cant do the trainng due to child care, ive said all along that " they were told in the interview the reason was applying for the job and taking a LARGE reduction in wages was due to my wanting the summer holidays free" what I choose to do with that time is irrelivent and no ones buisness

Being contracted to work for 39 weeks of the year then being " required" to work an additional 2-3 weeks in addition to that, without consultation is not acceptable.
The cources are not run at certain times of the year they are "arranged" for that time of year knowing full well that more than half their staff are now contracted to work term time only. Surly under the part time workers directive they should be arranging training to fit in with the majority of the staff and hold sessions during term time?

lill

tinkerbell84 wrote: »

:rotfl:

No, you're clearly lovely just as you are! :rolleyes: :rolleyes: :rolleyes:

ah but tink...... your not my customer If you were Id stroke your ego with silk gloves and make you think you were the smartest wittiest creature on earth :T