New job description... not really happy!

Oldernotwiser

sequence wrote: »

I really wish people would stop saying "you're lucky to have a job" when somebody complains about an employer asking them to bend over backwards to meet the companies request(s). Its just so damned irritating. Yes we are in a recession and yes there are few jobs. But that doesn't mean those who are working should be treated badly/expected to work for free/ without the proper training etc. This is coming form someone who is unemployed by the way.

/Rant over, thanks for reading.:cool:

I do think that people need to tread more carefully at the moment compared to times when employers might be crying out for your services. It may not be right but it's only common sense.

Zazen999

Ok.

First 2 - as they were already in your contract you can't do much about it.

3rd one. H&S - how exactly are you going to ensure that H&S laws are adhered to at all times?

What power do you have to ensure this happens?
Does this mean that you have the power to report the company to the HSE if they are not adhering to H&S law - or does this mean that if the company doesn't adhere, then you are going to be the fall guy? There are 2 ways of reading this.

If you are not a qualified and more importantly 'competent' H&S wise, then all you can do is perform general H&S awareness...which is a duty under the H&S@ Work Act 1974. ie - if everyone has this new line then it is only general duties required.

If you are the only one with this line, I'd be asking 'in what context' and if you ARE responsible, come back to us and we can provide a huge list of questions to ask before you take on this responsibility.

Incidentally, if you carry on working it doesn't matter if you sign it or not, you are deemed to have accepted the new conditions. So, you need to dig a bit deeper to find out the reasons for the change.

SplanK

Thanks Zeazen

The extra line does not appear in the other guys Job D's at all

I had a quick chat with the boss and office manager this morning to arrange a further meeting and it just seems to suggest that its following the H&S Act 1974 - but ensuring that things like box's are not in walk ways and what not... although i still need to clarify what would happen if there was an issue that was cause, lets say by a box which was left out in a walk way that I didnt notice/spot....

I do not have any prior training, qualifications or past experiance with H&S appart from the usual "dont be an !!!! and ensure you work safe" type talks....

Hopfully a meeting will be had sometime soon this week - just preparing the "agenda" now to be discussed - what fun!

sequence

Oldernotwiser wrote: »

I do think that people need to tread more carefully at the moment compared to times when employers might be crying out for your services. It may not be right but it's only common sense.

Yeah tread carefully. But the attitude of some people seems to be that we should revert to 1900's practices just to keep a job. We carry on like this it will be "At least your kids have a job at at the factory"....:rotfl:

PlutoinCapricorn

I have seen cases where people get an extra allowance for being on call outside normal working hours.

Do you know if there is anything behind these requests? If your company is not doing well, they could be trying to reduce costs by making some positions redundant and allocating some of the work to you

Or perhaps they have realised that they need to think about safety and security and want to get something in place quickly.

Reggie_Rebel

the big deal is if that clause is in my job desc and if something happens over the weekend and i dont spot it - its amunition to potential get rid... I would also technicly be working 7 days a week! I also do not want to spent "MY" time away from work... doing work... on the odd occasion I am willing to do a bit extra every now and then as a favor - but not as part of my "mon - Fri" job!

If something happens to the server and you don't spot it should you be doing the job anyway?

SplanK

monday - fri if something happens to a server yes, the monitoring program will highlight it for investigation.... however they, from what is in the job desc is suggesting that I check the monitor list and activly resolve the issues....

AS far as I can see - there is no issues with the company - the only change that has happened really is we have slightly changes "new clients criteria" to accept slightly older hardware and a new guy has joined, replacing somebody who left. Chances are its jsut crossing T's and dotting i's

there is no additional allownace in my wage to work the weekends, nor do i seem to get the time back anymore for additioan hours ive put in (IE work an extra 2hrs, leave 2hrs early during the week that type of thing)

oh - and there are opnly 6 staff who work in this company so yes i understand for doing "extra" stuff outside my usual support manager side, but without training.....

anyway - handed in the agenda for the meeting and hopfully get all this sorted one way or another!

getmore4less

For other reasons I am looking at employment tribunal stuff.

Being H&S rep may actualy give you some extra protections.


"Being involved in Health and safety activities either as an employer’s health and safety ‘officer’ or a worker’s representative."

"dismissal of a safety representative or a member of a safety committee for a reason connected with that role;"

http://www.employmenttribunals.gov.uk/Documents/FormsGuidance/New_Making_a_Claim.pdf