sunday working

DVardysShadow

blueye wrote: »

sometimes, sometimes i have to work right through. im sure i signed an opt out form when i started to say that i would work over the 48hr week

Withdraw your opt out? This may not get you sundays off, but I would say you are not getting enough free time.

How much agreed break do you get in the day?

blueye

no agreed break

DVardysShadow

Then you will be deemed to be having the Working Time Directive breaks [but you have to make sure you take them]. And it looks like you can insist on your hours [and money] being reduced - as long as your employment is not exempt from the WTD. Any good to you?

blueye

dont understand

DVardysShadow

blueye wrote: »

dont understand

Then you need to research the Working Time Directive a little bit and see if it will give you more free time.

Savvy_Sue

blueye wrote: »

loads of people dont work weekends at the company, others that do get two days off in the week, i an many others only get one day off its one rule for one and another rule for someone else. so i guess ill just refuse and they can sack my !!!

Well, that's not inherently unfair. We have some staff in a residential setting who only work Monday to Friday, with others required to work shifts which give us cover 24/7. Last time we advertised, some applicants turned down the jobs we offered because although they'd had the hours described they decided they didn't want to work them after all.

The way you described your working pattern, you only work 5 days a week: one week Monday to Friday so you get Saturday and Sunday off, but the next week you get Saturday and a random day off during the week, so part of your annoyance is that in the week when you work on a Sunday you don't get a two day break. Yes?

Rather than setting out to get sacked, you'd do better to look for another job, unless you don't need to work, in which case you just resign. It's far easier to get a job while you're in work, and at the start you can a) only apply for jobs which don't require you to work on Sundays and b) only accept jobs where you're happy with the hours.

Of course it might not come to that: if you could suggest ways of providing the Sunday cover which your colleagues support, it would be a good solution. But just saying "I no longer like the working hours I signed up for and it's not fair that they are different to other people's" isn't going to get you very far at all.

blueye

no 5 one week 6 the next. there wernt hours on the job ad it was described as flexible working, you can pick how many hrs you want to work only it turns out its not that flexible, everyone is on the same 0hr contract yet some are better off than others, that is what is annoying. why should i get less time off than others who signed up to exactly the same thing as i did

Savvy_Sue

Sorry, but if you're on a zero hours contract, you can start turning down hours, can't you? Just as they can stop offering you hours if you don't seem to want to work the hours they want to offer ...

Read what your contract says, but our zero hours contracts say that people can turn down hours which we offer. And for those people, if one of them said "please don't offer me Sundays" then we wouldn't ask them to work Sundays.

DVardysShadow

If it is a 0 hour contract, you ought to be able to turn down shifts you don't want. Custom and practice should not come into it. The downside of course is that you may lose more shifts than you bargained for. But I think you should be turning down anything more than 48 hours a week

SarEl

DVardysShadow wrote: »

While this is probably legally 'right', I don't think we have explored the OP's issue enough. Why is there a problem? Is the OP being asked to do significantly more than their fair share? Is it overtime? Are there other adjustments which can be made to the working week? Is a grievance appropriate?

This to me is a prime example of where 'how it plays out at ET' is all too clear, so the OP's issue is given the wet blanket - when a little more exploration might reveal approaches to the problem which could resolve the OP's issue by a bit of workplace negotiation

I would draw your attention to the fact that I said in my very first response that I did not know if the response answered the OP's question because what the actual question was was unclear. The OP continued to say simply that she would not work on Sundays - and so the response of myself and others) was confined to the point repeatedly made by the OP that she intended to refuse to work Sundays. If you wish to continue to make sly digs when the question posed was answered, then be my guest but I made no mention of ET's or anything else - I answered what the OP said.