staff meeting outside hours

LondonDiva

Easiest thing to do is:

Contact your local nanny / babysittign agency and ask them them to email a quote for the time involved
Get a guestimate for a taxi to the nearest train / bus station that would get you there on time (or the cost for the whole journey, if there isn't one)

Pass both to the boss and confirm you appreciate that the meeting is important, and that you have identified this solutions to the problems re childcare and travel. Ask whether the payment for the additional costs would be an ad hoc / petty cash payment or would be reimbursed through your wages.

If your boss is trying to be petty, you will come across as being reasonable.

If your boss is stuck between a rock and a hard place because of disperate working hours and the need to get this sorted as soon as possible, you come across as contructive and positive rather than a 'usual suspect', trying to put road blocks in the way.

After the meeting, you can check your payslip to confirm you were paid for the hours.

anamenottaken

pinkprincessangel wrote: »

from what i've been told we're missing health and safety paperwork, and food & hygiene to name 2. Both of which we should have to be working there so it is important paperwork, and on top of paperwork its his first meeting with us and a staff meeting so it will likely fill 3 hours.
As for what my current contract entails I dont remember it saying about sundays but i dont have a copy to refer to so will be contacting HR on monday about it. If it did say and i noticed it obviously I'm unable to work sundays as I dont have childcare so the company cannot expect it from me.

thanks for the link getmore4less :kisses:

OK - it makes sense now. It's not the paperwork that is missing but the training which hasn't been done!

The length of the meeting therefore falls into place.

Data Protection/confidentiality doesn't come into it if you are due to attend a training session.

If I am right in my assumption then I think it is that the purpose of the meeting has just been poorly explained.

The serious consequence of being dismissed for not attending would be that if you haven't completed the food hygiene training (and appear to be refusing to undergo that training when offered) they would not be able to employ you to do the job you are doing. An audit of personnel files has probably thrown up this error on their part.

I suggest you do all you can to attend.

pinkprincessangel

anamenottaken wrote: »

OK - it makes sense now. It's not the paperwork that is missing but the training which hasn't been done!

The length of the meeting therefore falls into place.

Data Protection/confidentiality doesn't come into it if you are due to attend a training session.

If I am right in my assumption then I think it is that the purpose of the meeting has just been poorly explained.

The serious consequence of being dismissed for not attending would be that if you haven't completed the food hygiene training (and appear to be refusing to undergo that training when offered) they would not be able to employ you to do the job you are doing. An audit of personnel files has probably thrown up this error on their part.

I suggest you do all you can to attend.

Poorly explained definitely. The manager as of yet hasnt exactly explained what the meeting is for. It was the supervisor who told me we were missing documents when i asked why everyone HAD to attend. I still think dismissal isnt an option as the "training" is only being offered on a day I have great difficulty attending and isnt my usual working day. My training since i started has always occurred during my shift. I am gonna try my hardest to go to this meeting but I want to make it clear to him i will not attend others outside my usual hours due to my circumstances and if I have union, HR and legal backing I'm covered.

DVardysShadow

anamenottaken wrote: »

OK - it makes sense now. It's not the paperwork that is missing but the training which hasn't been done!

The length of the meeting therefore falls into place.

Data Protection/confidentiality doesn't come into it if you are due to attend a training session.

If I am right in my assumption then I think it is that the purpose of the meeting has just been poorly explained.

The serious consequence of being dismissed for not attending would be that if you haven't completed the food hygiene training (and appear to be refusing to undergo that training when offered) they would not be able to employ you to do the job you are doing. An audit of personnel files has probably thrown up this error on their part.

I suggest you do all you can to attend.

I comprehensively disagree. The training should be done in normal working hours - or outside of these hours by agreement. Coercion to work outside normal hours on a rest day is unacceptable.

Sambucus_Nigra

Agreed.....

And what's the use of a child attending a training session or a team meeting.


Wrong, wrong and once again - WRONG!!!

Savvy_Sue

pinkprincessangel wrote: »

unless my DD dad takes us but he's made it clear he wants reimbursement from the company. Its not like I cant get there, its the financial issues as we're on holiday the following day and travelling 170 odd miles and we cant afford additional fuel on top. I havent said to him I cant go, I've told him its difficult with travel at that time and its only that day its fell fortunate with my DD's dads work rota as any other sunday he's working so generally speaking I wouldnt be available if it was another sunday.

While I have every sympathy with you not attending on a day you're not due to work, it does sound as if your DD's dad could on this occasion a) take you to the training and b) care for your DD while you're doing it!

I would be speaking to HR about what the manager has told you, because it doesn't sound 'reasonable', however be aware that if the manager takes against he can probably find ways of making your life difficult.

Slinky

I'm sure you take your child to church at 9am on Sundays don't you..........

pinkprincessangel

Church? No, but it could be a good excuse...

Judging by everyones responses I think the most appropriate action would be to attend this meeting albeit reluctantly but make it clear I am only attending due to the importance of the paperwork but will not attend any further meetings outside my usual working days. I will contact HR tomorrow regarding my contract and to clarify if I am in fact "opted in" for sunday working to which I have to give 3 months notice to opt out if I am.
I will also put forward what has been said by the management regarding dismissal and leave it with them. I havent heard back from my union yet but they are aware of the situation.

Thank you all for your advice

Sambucus_Nigra

Don't forget to ask HR about your child attending with you...and how that has suddenly become allowable.

pinkprincessangel

I have spoken to HR this morning, they've said my daughter isnt insured to be on the premises when the shop is shut, they also said I cannot be disciplined or dismissed for not attending the meeting as I have a child who cannot go with me. We've agreed I shall go this time as it involves paperwork but I will not attend any further sunday meetings as its outside my days I work.
Also had a reply from my union rep:

Management should take account of your part-time status/hours worked when calling such meetings. You should inform management if you are unable to attend and state the reason. You can either do this directly or perhaps through or after speaking with your local rep. You are probably not the only person who is unable to attend, so it could be a good idea for all of you affected by this meeting to act together.

As a part-time worker you are covered by the Part-Time Worker Regulations of 2000 in that your employer should not treat you less favourably than a comparable full-time employee. In your particular case, I assume there is nothing mentioned in your contract of employment which states you have to attend staff meetings if they take place outside of your contractual hours. It also appears unreasonable that additional costs that you might incur would not be reimbursed if you chose to attend.

From your email, the reason you seem to be citing for not attending is that of childcare. You can state that to management as part or the whole reason for not being able to attend, not to mention if it is not a contractual obligation. If management were to dismiss you, it is likely that we could cite indirect sex discrimination and probably less favourable treatment because of your part-time worker status. However, I hope it would not come to that. It could be that this manager is trying it on and hoping that with a bit of bullying, he will get his own way. Obviously you should state that you are willing to meet during your scheduled working hours.

So thats what I have :T