Change to shift rota for new year. Where do i stand?

CFC

If you really believe it is a pointless change and that the supervisor could easily fix your problem but is refusing to do so then either raise a grievance or go above his/her head to your manager and explain. You probably have very few, if any rights, in this situation if you have a fully flex contract, but you can explain that you don't want to leave but feel that this is so unfair that unless it is rectified you will need to consider your position carefully.

Caroline73_2

Can you swap shifts with someone on those dates?

bbl_2

I could swap shifts if other people would be available to do it but that means making up the time which i still believe is not fair as previous member had extra time compensated to them to cover already booked plans.

looks like i may have to take the grievance route by the sounds of it.

I would go to next manager up, i do get on with him well but what he says and what he does are two completely different things, sorta say but dont do kinda guy unfortunately.

DVardysShadow

redcard wrote: »

There's nothing in the post to suggest shift patterns have changed, or that they were ever confirmed in the first place. The OP seems to have wrongly assumed that the same shift pattern for 2010 was going to continue into 2011.

Read the post again, very carefully.

bbl wrote: »

Hi All,

Got an unusual situation which i hope someone can clarify where i stand exactly...

Basically i currently work on a four on four off basis alternating between days and nights.

Now next year i have various events including hosptial appointments, mums wedding and two stag do's. Planning well in advance (September this year) i ensured i checked the shift patterns to book leave and for all but one day i did not need leave. Now they are changing the shifts as of the 1st of jan next year.

The shifts will still be four on and four off however the have changed my position on the rota which results in me having to use all these days as leave wiping out around 60% of my yearly allowance!

Previously i worked on a 9 week rota then got moved onto the four on four off, i myself did not have a problem at all witht the shifts or any leave entitlement however a colleague did and as a result the company honoured them as extra days leave which amounted to 20 days (On top of normal entitlement).

Now i have raised the issue and my supervisor (who barely knows his own job) states that i will have to like it or lump it basically.

Now where do i stand with this? The shifts themselves are a change in working conditions as they are changing to two days, two nights and four off (not a fan and would disrupt lifestyle immensely) and i cannot afford to take the hit in terms of leave.

Sorry for a long story but can anyone help?

Many thanks in advance.

Chris

System

I don't see that there is any comeback. All they have done is moved you on to a different shift. I doubt if there is anything in your contract that says it can't be done.

As far as I am aware companies are quite at liberty to move people around between shifts to balance experience for example or other business reasons providing they give the requisite notice.

bbl_2

Yes im aware of that but with no business case against it i struggle to find anything good from it, we all know that it is goign to cause problems with cover etc...

And my point in terms of getting the days is that another got it whilst i wont...

System

TBH for a change like this they probably don't even need a business case as nothing has fundamentally changed.

Sambucus_Nigra

Isn't this what leave is for - stag dos, weddings, non-urgent hospital appointments?

DVardysShadow

!!!!!! wrote: »

TBH for a change like this they probably don't even need a business case as nothing has fundamentally changed.

I would disagree with this, quite strongly. If you are in a monday to friday job and the employer decided to put you on thursday to monday, your year could easily become as mucked about as the OP's year has become.

OP is on a fixed shift pattern as I understand it - not one which is made up as you go along - so something has definitely changed fundamentally.

This kind of change should be negotiated with the employee and the employee's concerns over his plans for his rest days should be addressed in just the same way as you would expect in a monday to friday employee was changed to thursday to monday

DVardysShadow

Sambucus_Nigra wrote: »

Isn't this what leave is for - stag dos, weddings, non-urgent hospital appointments?

NO! For monday to friday employees, the social occaisions at least are what weekends are for.