Questionnaire, what is going on??

PolaBear

Have looked at similar threads on boards, but none exactly like this or were a couple of years old so any thoughts would be great.

Basically the place that I work at has been under performing for a while and all employees were called in a week ago, where it was explained that the specific store was not meeting it's targets budget wise, although it is making a profit, and that a reduction of 176 hours a week would have to be made. You were then given a questionnaire asking if you would be willing to give up hours or days, change roles, have a career break, or even give up hours to save jobs. At the time was told this was just a start and that there is nothing to worry about, although the amount of hours is enourmous for a branch our size, where many people have left recently anyway. Everything had to be signed and nothing taken out of office.

Obviously all of this has caused unease, and no real information or guarantees have been given, from anyone's experience, what do you think is going on, and based on what could happen, in terms of changing contracted hours, where does an employee with a full time contract stand??

PolaBear

Have been told to expect info in around 6-8 weeks

LadyMissA

PolaBear wrote: »

Have looked at similar threads on boards, but none exactly like this or were a couple of years old so any thoughts would be great.

Basically the place that I work at has been under performing for a while and all employees were called in a week ago, where it was explained that the specific store was not meeting it's targets budget wise, although it is making a profit, and that a reduction of 176 hours a week would have to be made. You were then given a questionnaire asking if you would be willing to give up hours or days, change roles, have a career break, or even give up hours to save jobs. At the time was told this was just a start and that there is nothing to worry about, although the amount of hours is enourmous for a branch our size, where many people have left recently anyway. Everything had to be signed and nothing taken out of office.

Obviously all of this has caused unease, and no real information or guarantees have been given, from anyone's experience, what do you think is going on, and based on what could happen, in terms of changing contracted hours, where does an employee with a full time contract stand??

whats going on? They are trying to save money, cut staff all sorts.

They can issue you with a new contract and you take it or leave it and they make you redundant if you have been there 2 years or more if not they let you go.

I had a friend who is office based (accounts) and they were asked to write down a % that they would be willing to take as a pay cut to save their own jobs. He put 2% and they kept him on where there was another who put 10% and they let her go. They is no right or wrong answer just expect the worse I guess.

getmore4less

LadyMissA wrote: »

They can issue you with a new contract and you take it or leave it and they make you redundant if you have been there 2 years or more if not they let you go

They can't just let you go after 1 year.

They still need a good reason and redundancy is one of them and they have to go through the process.

The 2 years only relates to statutory redundacy payments.

PolaBear

Thanks for your thoughts.

What I am thinking is was the questionnaire part of a notice process, by that I mean will that count towards the amount of time given to change your contract, as have read that there has to be notice of set amount of weeks??

At this time where do you stand as a full time employee if they wish to change or lower your contract??

Evilm

No, it won't count towards notice. They will have to formally let you know that your job is at risk and this doesn't count.

They probably haven't taken into account the hours lost due to the people leaving lately so that might just come out of the hours they need to cut.

They sound like they are fishing for people to say "I wanted 10 less hours anyway..." or "retire me!". Its probably a better way to do it than just walk in and make assumptions about what people will accept. Peoples lives do change and someone may have been thinking about dropping a few hours but not want to mention it for fear of being considered flaky or expendable - this gives them the opportunity to do so.

PolaBear

Yes but have been told the branch is spending too much on wages, 11% compared to other branches 8%. Could all just be hiding through statistics, but doesn't sound like the next step will be positive. In terms of changing a contract, where do you stand legally in terms of what they can do?? The company and branch are making a profit, just down to the wages so everyone is told. Have also said the company doesn't want to make redundancies, but obviously they arent saying they won't.

Have now been told that they have sent off questionnaires and a business plan, and will wait and see. Just want to be prepared in terms of knowledge so any information would be good??

PolaBear

Ok an update....

Am expecting to find out more information in around a weeks time, has been an uneasy situtation obviously, along with the natural fact that staff are playing guesswork and jumping all over what anyone is saying regarding whats going to happen, the fact stll remains that nothing has been said yet.

Am thinking and have taken the mindset that until you know something you dont know anything, but obviously still want to be prepared, was wonding if anyone had information on the following.

1) As it is the branch that is going through this, not the company as a whole, where would things stand in terms of them wanting to cut contracts or have people lose hours?? Would notice have to be given for such a change??

2) As the branch is a 24 hour operation, how could things happen in terms of changing a persons role, or moving them to another position?? Would notice have to be given for example, to move someone from a position in the day to one at night, and could this be turned down based on the fact that it wouldnt be possible to do due to commitments??

3) How would the branch stand in terms of changing the role of somebody doing exactly the same role as another person, by this I mean cutting one and not the other, or moving one and not the other, have that if a postition is described as no longer needed that nobody could work in that role for a set time??

Any informton from experience or legal knowledge would be appreciated, have spoke to somebody working at another branch and he had no idea this was even happening here, the branch i work at is still the second highest performer in the region. Is uneasy situation right know but good to be prepared for any outcome.

Thanks people

KiKi

Sounds to me like they were looking to understand what their options were. Ie, if half the staff are really keen to take a career break or go part time anyway, they may be able to resolve the issue without redundancies. Equally, if no-one is prepared to change any hours or change their role, or take time out, then they know the scope of the issue.

The questionnaire would have been to help them think through the best options for cutting costs with the least impact, and by doing things that staff would *want* rather than what they wouldn't, wherever possible.

1. They would need to give some notice, yes. But what you consider reasonable may not be what the company considers reasonable, so check if they have a policy on notice periods for contractual changes. If they can argue that urgent business needs and costs are really critical, a month may be sufficient.

2. Yes, they could effectively completely restructure, which may involve redundancies, or finding suitable alternative employment. So if your role disappeared, or you had three people doing the same role but only one actual job in the future, they need to look for suitable alternatives where possible for the other two. Of course, what you deem suitable, what they deem suitable and what the law deems suitable may be very different! A change from a day role to night role may well be considered unsuitable. If there are no suitable jobs, you would be made redundant if you've been there longer than a year. Two years gives you a redundancy payment.

3. I *think* I understand what you're asking...! Effectively it's the same as above. But focus on the role, not the person. So let's say there's Role A (filled with Person A) and Role B (filled with Person which are exactly the same roles. In the future, only Role A is available. That does NOT mean that the PERSON in Role A gets it. It means that Person A and Person B are now both competing for Role A. Does that make sense?

Hope that helps a bit.
KiKi

PolaBear

From what has been said, although it could just be talk, a business plan has been sent away, which I'm thinking means that they have done what you said in terms of trying to see what hours they can get, and will then go from there. From what you have said about a change of time or role, are you saying that if you yourself find a position offered unsuitable, for example a change from working in the day to working at night, they have no option but to make you redundant, they can't get around it or force you to take it?? The questionnaires did include a question asking what hours and roles you can work and would not want to do.

Also, in terms of a contract change, where would the standing be on say cutting certain peoples contracts and not others. Baring in mind as I said, this is a branch issue, not a company issue and the branch is making a profit??

Thank again for everyone's help.

Sambucus_Nigra

Pola - they can pretty much do anything with regards changing contracts, needs, hours etc - and if they don't give enough notice it would up to the staff affected to appeal, put a grievance in, or take things to a tribunal.

Bearing in mind that people are now wary of their positions, sending out the questionnaire is a psychological tool to get some people to leave of their own accord without any need for redundancies; and for people to expect pay cuts and contract/hours changes and just feel lucky they still have a job.

If they make changes and you carry on working to those changes then you are deemed to have accepted them.

And if you DO all the above and appeal, put a grievance in or go to a tribunal, you may well find yourself 'made redundant as a result of our restructuring' anyway.

So, don't expect them to follow the rules as nobody is safe when this sort of behaviour starts.