time off to look after my children

liney

lucylucky wrote: »

Would be a pity if the car you bought specifically for work developed a fault and had to go into the garage and was unable for you to use. This would mean that you would have to rely on public transport.

I wonder what your manager would say then?

He would say very quietly " I must pay extra attention to this blatently dishonest worker", i'd imagine.

lucylucky

liney wrote: »

He would say very quietly " I must pay extra attention to this blatently dishonest worker", i'd imagine.

Why would they say that I wonder?

I have found that cars do indeed develop faults and require time in a garage.

Not at all uncommon.

paulwf

boltonangel wrote: »

i am really very annoyed about it but can't see a way around it. my dh has advised me to email her back (so it's in writing) asking why she has come to the decision that the needs of those travelling on public transport outweigh mine.

If I was a manager I would want to show a duty of care to my staff and make sure they could get home from work safely. I would want to make sure my staff are ok but I would also expect them to sort out their arrangements for their children/relatives/dog/cat etc and not let them impact on work.

For the record I don't agree with their overall approach, you suggest they are applying the rules differently and also have a draconian sickness policy. All I'm saying is I can see why they would look after their staff but not be concerned about relatives of staff.

liney

lucylucky wrote: »

Why would they say that I wonder?

I have found that cars do indeed develop faults and require time in a garage.

Not at all uncommon.

Well it's the equivalent of requesting a holiday, being refused, then calling in sick instead.

It doesn't take a genius to realise your worker is taking you for a fool.

OP has a job with unsociable hours, and unreliable childcare. Perhaps it's just not a good match for employee, or employer.

Zazen999

boltonangel wrote: »

hi

i was considering saying that about my car but didn't want to be accused of being a troublemaker!

Your mistake here was considering it; it either had to be an immediate reaction to the statement or you have lost the moment.

lucylucky

liney wrote: »

Well it's the equivalent of requesting a holiday, being refused, then calling in sick instead.

It doesn't take a genius to realise your worker is taking you for a fool.

OP has a job with unsociable hours, and unreliable childcare. Perhaps it's just not a good match for employee, or employer.

Not at all, my point is what if the car had to go into a garage and the OP was then dependent on public transport?

How would the manager justify the discriminatory policy that they seem to be operating?

liney

lucylucky wrote: »

Not at all, my point is what if the car had to go into a garage and the OP was then dependent on public transport?

How would the manager justify the discriminatory policy that they seem to be operating?

If the people with cars did this, then they probably wouldn't run a "shift slide" system all all, and the OP would be losing the little flexibility she has. As she has pointed out that it's this particular weekend they have made reference to persons on public transport, not all of the time.

Companies cannot, and are not obliged to, please everyone by letting them change their hours to suit.

Js_Other_Half

As your child is in receipt of DLA, then you can be considered a carer.

http://www.carersuk.org/Information/Workandcaring/Carersrightsatwork

"The right to time off in emergencies
Also known as time off for dependants, this gives all employees the right to take a 'reasonable' amount of time off work to deal with an emergency involving a dependant. Whether the time off is paid or not is at the discretion of the employer.
A dependant could be mother, father, son, daughter, parent or anyone who lives with you who is solely dependent on you.
An emergency could be:

• A disruption or breakdown in care arrangements
• The death of a dependant
• If a dependant falls ill or has been assaulted
• To make longer term arrangements for a dependant who is ill or injured (but not to provide long term care yourself)

To use this right to time off, employees must inform their employer as soon as possible after the emergency has happened.
This right can also give you some protection from vicitimisation and dismissal. If you think you have been treated unfavourably because of using this right, seek further advice from your union or a legal adviser"

liney

xxxxxxxxxx

Judas

Js_Other_Half wrote: »

As your child is in receipt of DLA, then you can be considered a carer.

http://www.carersuk.org/Information/Workandcaring/Carersrightsatwork

"The right to time off in emergencies
Also known as time off for dependants, this gives all employees the right to take a 'reasonable' amount of time off work to deal with an emergency involving a dependant. Whether the time off is paid or not is at the discretion of the employer.
A dependant could be mother, father, son, daughter, parent or anyone who lives with you who is solely dependent on you.

An emergency could be:

• A disruption or breakdown in care arrangements
• The death of a dependant
• If a dependant falls ill or has been assaulted
• To make longer term arrangements for a dependant who is ill or injured (but not to provide long term care yourself)

To use this right to time off, employees must inform their employer as soon as possible after the emergency has happened.
This right can also give you some protection from vicitimisation and dismissal. If you think you have been treated unfavourably because of using this right, seek further advice from your union or a legal adviser"

It isn't an emergency.
The OP has had time to deal with sorting care.

I am afraid its unfortunate but the OP will need to sort something out. If they try the car is broken act they will either end up on a discliplinary or the managers watch list.