Flexible working hours being stopped

Octobergirl

HI, looking for some advice / opinions....

OH works for the local council in a care position. The job involves sleep ins, but over a year ago OH requested that he just work day shifts as we have a disabled child that requires 1-1 and wakes often in the night.

All has been good, until last night, he recieved an abrupt e-mail from a manager who manages the rotas, saying he will now have to start sleep ins as they can't justify it to the auditors anymore (?)

My initial thought is that they should have a meeting to discuss this and not notify be e-mail, that this person hasn't been involved in the previous decision and doesn't really understand the carer's flexible working guidelines.

Looking at the reasons business' can turn down requests, I don't think any apply, was wondering if anyone had any advice?

DomRavioli

Flexible working can only be given and continued if it is in the best interests and needs of the business. OH can request a statement of reasons usually as to why they cannot continue with the arrangement, but usually if it is not feasable (*sp) to the business, then there is little you can do.

Perhaps he needs to speak to them to see what is going on?

swheatley

Hi there

If your OH is ain a Union they need to get in touch with them. As he works for LA they do have felxible working policies which take into account caring responsibilities. Applications for flexible working have to be agreed by employer and there is a proper process to agree this, likewise there is a proper formal process to remove flexibilities and this should always be through consultation. The process is to stop arbitrary decisons being made.

I am not sure why the arrangement is dependent on auditiors as presumably the employer backfilled the sleep-ins. This may be a case of an over zealous new manager. I agree that this should be done via a meeting to discuss as the implications are significant if they take this felxibility away.

there is always the balance of business need versus the individual , but in my experience these can ususally be accommodated

pmlindyloo

More useful information here:

http://www.adviceguide.org.uk/england/work_e/work_rights_at_work_e/parental_rights_at_work.htm#Therighttoaskforflex

Scroll down until you come to The Right To Ask For Flexible Working

Richie-from-the-Boro

- an amount of employees providing a shift rota
- very few understandably want the nights
- complaints against those who escape nights are constantly made
- eventually the employer 'makes fair' the unfair distribution of night-shifts

Most employers, and particularly a unionised LA will accommodate requests for flexibility where they can, appeals however are 'procedural based' only. You need to get a copy of their procedures manual covering this area, if they have gone outside of their own written guidelines you have an appeal. At the end of the day talking to his immediate line manager about this is the common sense approach. If unsuccessful with the line manager asking for a referral to and a reconsideration by a higher authority is the way to go, but be aware that going above the head [behind the back of] of the local line manager can be fraught with additional and undesirable risks.

A one parent family might be seen as a different outcome to a two parent family. A two parent family both working shifts might be seen as a different outcome to a two parent family where one parent is always in the home during the night-time hours. zzzLazyDaisy may be along later with other opinion.

kurgon

Not sure if this applies to LA, but for NHS, once the flexible working pattern has exceeded an initial 3 month trial basis, it then forms part of the person's contract. It is reviewed on a yearly basis and cannot be amended at whim by either party.