Advice from Employment Law Gurus please

getmore4less

Thanks for the clarification, there was a lot to remember from the previous posts.

The reps have let people down by not doing their jobs properly working as a team, asking the difficult questions on behalf of the employees and engaging in consultation.

I think you may be right some in the company want you to leave, could be time to keep your head down for a while and keep a job.

Burny_Sweetwater_Glasgow

Hello all

Just wish to thank those of you who offered advice and opinions over the last couple of months, I personally appreciated every one of them.

So the story has come to an end along with my position as I was informed this afternoon that my contract would not be renewed and that I had just worked my final shift. I will be paid for the shifts that I have been rostered to do up to 2nd of January (but I will need to watch that I am indeed paid for those shifts), although I will not be required to work them. I will also be given until the 6th of January to remove myself and my belongings from the team accommodation.

So thats it, thank you all, I wish you all a Happy New Year!

Bogalot

Sorry to hear that Burny.

I would echo what I said earlier, in future watch what you say to management, and look after yourself, not everybody else - they're not going to stand up for you when the cards are down.

I hope you get something else sorted very soon.

Burny_Sweetwater_Glasgow

Hello again, hope 2017 is a good year for you all.

Im back again lol. An update.

No Job yet, several applications away but as usual in this day and age its a case of waiting for a response or as is more usual these days a no response within a certain period of time cz that way you know you have been unsuccessful on this occasions. My how the world changes.

So 19 days after I was given the news that my seasonal contract was ending they are advertising to fill the post. The post is advertised as seasonal again at NMLW rates. No hours are specified.......so I applied for the job lol just to see if I received any response. From the ad it looks as if the initial application will go to their head office and not directly to the resort I worked at. Could be interesting. No need to train me in any aspect of the job, impeccable record in the performance of my post, many guests have named me in their feed back in an extremely positive manner, never been late, never off sick....no brainer huh. LOL.

Reading my last post I noticed I forgot to fill you in on the reason for my contract not being renewed. As far as the letter I was handed there was no specific reason given other than the contract was ending. At my final meeting I asked the line manager what was the reason that it was not being renewed and was told that as the new 'annualised' contracts were going to be introduced this year they could not guarantee the hours that the contract required (1822 hours per annum ie 35 hour week). This and the fact that the ad states clearly that the post does not come with accommodation will be, Im sure, their defense.

Now, in the team I worked in there used to be 6 people involved, Gradually that was reduced to 3 F/timers and 1 P/timer which in all honesty is the bare minimum to provide the service they required and even then it was not always enough. The other 2 F/timers were both given new contracts (at this time they are just seasonal contracts supposedly until end of March when the new annualised contracts will be introduced, Im assuming this, not confirmed as yet), they have both been employed for more than 2 years and the P/timer was also given a new contract even though he has only been there 6 months.

I can accept that my chances are slim but who knows, it would be a job in the mean time how ever I still have friends there and as much as you say look after myself first I cannot help thinking about their positions. So I am asking for your advice about the new contracts that are supposed to be introduced this year. As far as I can see there has been no real consultation/conversation with existing staff about the introduction of an annualised contract. The consultation seemed only to focus upon the accommodation issue, there was mention about the new contracts but very little discussion and what discussion there was was only with those team members affected by the accommodation issue.

Can anyone out there give me the lowdown, in an understandable format, about how the employers should be dealing with this change of contracts from seasonal (variable hours) to annualised contracts. What rights they have (employees), especially those with more than 2 years service bcz at the moment it would appear that they (the management) hope that they can just slip in the change without any come back on them.

As usual any offerings would be appreciated and lol....as would be any offerings of a job.

Take care and thanks in advance.

PS. As previously discussed employers can offer any rates of pay that they like for doing the same job. Just happened to come across an agency who obviously has won a contract with the employers. So existing team (accommodation) offered an increase to £8.18 per hour, Team leaders offered increased to £8.38p per hour and yet if you apply to the agency just for a team position they will offer £9 per hour......lol what an insult to loyal team and Leaders

Trumped_Up

Deary me ..... this post reads like War and Peace.

Burny_Sweetwater_Glasgow

Yep, the oppressor and the oppressed!:rotfl:

getmore4less

Agency first
I suspect when(if) you dig deeper with the agency that £9 might include holiday pay

To cover the issue with the contract, I can't be bothered to crawl back through the posts to see what all the differences are but if the hours pay and conditions(other than the accommodation) are broadly similar they would very likely be a suitable alternative to redundancy.

As the seasonal contracts were in effect giving continuity any way the annual bit is not really an issue it is the detail within, hours pay etc.