hoping for some advice.

bendix

Savvy_Sue wrote: »

I'd suggest she joins a union.

Then I'd suggest asking, politely, whether if she isn't actually needed until 5.30 pm it would be possible to start work then, not at 5 pm.

Yeap. Good advice. Nothing will endear her more to her new employer than knowing that at 16, her new star staff member is sending good signals that they are going to be a militant jobsworth.

Sterling advice.

scooby088

Nothing wrong with being aware of ones rights, i think flexiblity is the word an employer looks at when thinking of these sorts of things, ACAS is only an advisory body they dont make law. In whole i think employees only want to know their rights when something goes wrong for them.

As for the OP there is little i can advise other than just take it in her stride, i'd just make the manager aware that your daughters rights are different from those over 18.

Sambucus_Nigra

What I would do here; is to record:
official shift times
time of arrival
break times - start and finish [official and unofficial]

Then monitor it for a month and see what is occurring.

Also, any of these other issues that you might have.

Then, once you have a clearer picture over the first month, then take advice.

joanne_d_3

MrCEO wrote: »

I think your daughter needs to make a decision here.

Is it right what they are doing? No
What is the likely outcome if your daughter tries to change it? Dismissal

I am afraid in the real world you need to be flexible and make decisions based on reality rather than strict interpretation of written laws.

Thanks for the replies.

In reality , my daughter does not actually have a problem with her working hours or the situation surrounding her breaks.

She has just left school (end of june) and has managed to literally walk straight into this job - which is only a means to earning some "pocket money" whilst she studies to get the qualifications to help her get the job she really really wants which is in childcare - My daughter as i say isnt complaining about her employer or her work hours , she is merely telling ME what time she has her breaks at etc and it is ME who is unhappy with it , but hey .... shes almost a grown up now lol.

My daughter i have to say has settled in very well indeed . Im very proud of her . In the current economic climate i think she has done well to get the job.

I would put money on the fact that she will NOT approach her boss about the break situation.....

joanne_d_3

Sambucus_Nigra wrote: »

What I would do here; is to record:
official shift times
time of arrival
break times - start and finish [official and unofficial]

Then monitor it for a month and see what is occurring.

Also, any of these other issues that you might have.

Then, once you have a clearer picture over the first month, then take advice.

Thanks for this . this is actually what i had been considering doing.

I understand that diferent days involve different things and i do understand that at particular times due to staffing levels etc my daughter will just need to be flexible , however it wont harm to monitor the situation as you say .

joanne_d_3

MrCEO wrote: »

My advice then - and I know they are breaking the law - would be for your daughter to let it go. In the scheme of things it isnt a major thing and as long as it isnt effecting her health then its an inconvenience more than anything.

It could be a few months down the line she considers asking if she could have her breaks at a different time and so on but best to leave this until she is settled and part of the team.

If she does it 3 weeks into the job the manager may earmark her as a troublemaker which could have a far bigger effect that when she takes her breaks.

My thoughts exactly !

The only time i will step in (if she wont do it herself lol) is if the situation is affecting her health or happiness .

Again , thanks to all who responded , the advice is appreciated .