Not allowed to leave work during Lunch break?

juliescot

ohreally wrote: »

It's time to join a trade union - please don't say thats not allowed either.

If not enough people join it may have no representation within the company. Not a bad idea though in itself.

Stageshoot

Baileys_Babe wrote: »

I am somebody that works alone and review the risk assesment every 6 months.

Instead of you or colleague not leaving the building in your unpaid lunch break can you not take your break at the same time and close the offfice for an hour.

Afraid not as we need someone available at all times to take emergency calls so there has to be one of us there.

juliescot

VickyHurn wrote: »

Afraid not as we need someone available at all times to take emergency calls so there has to be one of us there.

Obviously not - as there was no-one there when you couldn't get in

ohreally

juliescot wrote: »

If not enough people join it may have no representation within the company.

Perhaps you're confusing representation with recognition?

Stageshoot

juliescot wrote: »

You should be challenging this. You made yourself available for work and it was not your fault that you were unable to carry out your duties.

I do like Baileys Babe's idea of shutting the office.

From what you have said is it the case that when one of your colleagues takes their break, and you are the only person "working", have they been told to stay in the building?

I would ask your employers what the procedures are should something happen when you are on your own.

Thanks... As to closing its not an option I am afraid we are the only point of contact when we are open for emergency calls, (That is our only function),

As to the holidays I will take it up with HR and see what they say,

Thanks for the help.

Stageshoot

juliescot wrote: »

Obviously not - as there was no-one there when you couldn't get in

Yes and that caused a real stink (We dont take many calls at weekends), I think we had one call that Sunday that was not answered. But still one is too many when its a crisis call.

zzzLazyDaisy

VickyHurn wrote: »

Yes and that caused a real stink (We dont take many calls at weekends), I think we had one call that Sunday that was not answered. But still one is too many when its a crisis call.

It is perfectly possible to divert calls to a mobile. The caller wouldn't even know you weren't in the office. So it should be possible for you to take your breaks at the same time, taking it in turns for one of you to be 'on call' on your mobile.

But even that is a 'make-do' solution. What the employer really should be doing is arranging temporary cover for the colleague who is off sick.

Stageshoot

zzzLazyDaisy wrote: »

It is perfectly possible to divert calls to a mobile. The caller wouldn't even know you weren't in the office. So it should be possible for you to take your breaks at the same time, taking it in turns for one of you to be 'on call' on your mobile.

But even that is a 'make-do' solution. What the employer really should be doing is arranging temporary cover for the colleague who is off sick.

Not really that simple I am afraid "National Company" 0800 Number, we divert to a message service out of hours overnight and this causes enough problems without having to get IT to try and set up a divert for a 1 hour lunch break..

Also we need access to our PCs for contractors/engineers and other records that are not available on any external system.

Like i said I think its coming from a company that had great staff relations and had procedures in place, to another that has grown quickly and has not really put in place procedures to cope. I am hoping as the team grows and we move to true 24 hour operation all these will iron out but till the teams get bigger there are "growing pains" to contend with for us as staff and the company me thinks!

juliescot

ohreally wrote: »

Perhaps you're confusing representation with recognition?

Okay - it may not be recognised by the company. I do appreciate that should a person be a member of a non-recognised (as far as the employer goes) union that they are still allowed union representation at grievances, for example

juliescot

VickyHurn wrote: »

Not really that simple I am afraid "National Company" 0800 Number, we divert to a message service out of hours overnight and this causes enough problems without having to get IT to try and set up a divert for a 1 hour lunch break..

Also we need access to our PCs for contractors/engineers and other records that are not available on any external system.

Like i said I think its coming from a company that had great staff relations and had procedures in place, to another that has grown quickly and has not really put in place procedures to cope. I am hoping as the team grows and we move to true 24 hour operation all these will iron out but till the teams get bigger there are "growing pains" to contend with for us as staff and the company me thinks!

While a company is growing ,and that is a good thing, it should not lose sight of its responsibility to its employees.

Make sure you walk that dog the next time you are in a situation similar to your original post