Part time work after maternity leave - trial

pinkshoes

I'm now back at work after 9 months off on maternity leave, and am working 3 days a week instead of 5.

Our hours are very long with no flexi time, so I felt it wouldn't be fair on DS to put him in nursery for more than 3 (long!) days!

The 3 days a week is a trial, which will be reviewed after 6 months. Personally I think it's going well, I'm keeping up with the work, and respond to emails on my days off if anything is urgent.

Our (new) manager is an egotistical control freak. It's his first manager role, and he loves the power he has over people.

As I want to continue doing 3 days a week, I feel I currently have to be extra nice to the manager, even when he's being a tw*t, as I want the 3 days a week to become permanent.

What I fear he's going to do is ask for the 3 days a week to continue as a trial, probably open-ended, on the basis that that gives him the power (should I ever dare to complain about anything) to just turn round and say that he needs me to work full time again (which I can't, so would have to quit).

Can he do this? Surely after 6 months he'll know if it's working or not? Would I have the right to complain to HR if they extend the trial without good reason?

(my employer and the management are awful, but the work is good)

duchy

depends -if you were previously a full time employee with a permanent contract and this is a continuation of that contract after mat leave-then you'd probably have a case for sexual discrimination.

getmore4less

makes little difference, nothing is permanent, if the business need you to go back to 5 days they can makeit happen.

Emmzi

have you actually submitted a formal request under flexible working legislation?

an9i77

I think any trial has to be by mutual agreement....but if you didn't agree to it (or the extension if there was one) then he could just turn round and say, ok you're back to full time working. Well he'd have to justify it with a business reason, but it's really not hard for an employer to get out of agreeing a flexi working case by citing a business reason (or several) why it won't work. So you're not really in the strongest bargaining position. As for complaining to HR if your manager is being unreasonable, you can do that any time you like, via a grievance procedure. But whether you'd want to do that is another question. Did your manager agree to review how the flexible working trial was going on a regular basis? If not perhaps you can ask for this to happen, this will provide an opportunity to iron out any teething troubles before they become major issues. I'd push to agree a date when the trial is finally reviewed and a decision made. I'd suggest three months is ample (perhaps with interim reviews monthly
PS I'm presuming you formalised your request via a flexible working application, if not then I'd do this asap, in that case HR should be involved or at the very least aware of your case if not actively involved, and if they do their job right then they will ensure the trial meets its purpose and not for your manager to play god.

pinkshoes

I agreed to the 6 month trial, so no issues there, and I'm confident I can do my job in 3 days a week without any issues.

At the end of the 6 months, I'd like them to just say yes, I can continue doing 3 days a week, or no, they want me to do 5 days a week again (in which case, I'd have to quit).

I just have a hunch that the manager will try and insist on extending the trial for another 6 months, which would be another 6 months walking on eggshells and being a "yes man", not daring to put a foot wrong.

I've been ignored for promotion when on maternity leave, then made to work for the dork that they gave the job to (who didn't even apply for it!), and then refused a pay rise due to my boss leaving whilst I was on maternity leave, so they're claiming that no one can vouch for the 3 years of hard work I put in previously, despite me being paid far less than my male counterparts. I can't complain as the manager would just say he wants me back 5 days a week, knowing I can't do this and would have to quit. (which is exactly why I don't want a 6 month extension of the trial, which is why I'm wondering if they CAN do this).

Another example of egotistical power crazed manager - he made another guy jump through hoop after hoop to get a pay rise, then denied him the pay rise right at the end as he was 7 minutes late on one day once. (the guy had a 6 week old baby and had had a bad night!). And yet the above mentioned promotion went to a guy who is 20 mins late every day!

Yes, I know it sounds like a bit of a nightmare place to work, but the project work is great, and as a female in a male dominated environment, there really aren't any other companies that would let me work part time unfortunately - it's just not the done thing.

Emmzi

Practice "what else are we trialling that hasn't come out in 6 months? What didn't we measure to see if it worked?"

an9i77

Emmzi wrote: »

Practice "what else are we trialling that hasn't come out in 6 months? What didn't we measure to see if it worked?"

This is why you need to review the trial on an interim basis, so that these kind of issues can be picked up. Where I work if there's a need to trial a flexible working request this would usually be done on a three month basis. The trial would only be extended in exceptional circumstances. What does he need six months for, let alone a further six?

pinkshoes

an9i77 wrote: »

This is why you need to review the trial on an interim basis, so that these kind of issues can be picked up. Where I work if there's a need to trial a flexible working request this would usually be done on a three month basis. The trial would only be extended in exceptional circumstances. What does he need six months for, let alone a further six?

The 6 months was probably because they're slow at making decisions, but a further 6 months would purely be a power/control thing by the manager, which would be SO unfair!

I just find the whole thing really frustrating and just want a yes or no at the end of the 6 months!

an9i77

pinkshoes wrote: »

The 6 months was probably because they're slow at making decisions, but a further 6 months would purely be a power/control thing by the manager, which would be SO unfair!

I just find the whole thing really frustrating and just want a yes or no at the end of the 6 months!

Have you formalised the request via flexible working application? You need to do that asap so HR can be involved.:)

pinkshoes

an9i77 wrote: »

Have you formalised the request via flexible working application? You need to do that asap so HR can be involved.:)

HR were involved when it came to requesting flexible working, so they're fully aware of my 6 month trial.

I guess I'll just have to wait and see what they say at the end of the 6 months, and take it up with HR if they suggest extending the trial.

I don't like working for a control freak!