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My rights around Christmas Day working
Comments
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The employer knows the OP doesn't want to work that shift, for whatever reason, so is certainly going to be highly suspicious if they call in on Christmas Day with any excuse for not attending. Although the employer may not be able to prove the excuse is a lie, it is certainly likely to have a highly detrimental effect on the employer's view of the individual. If the OP is prepared to risk the fall out then they may wish to lie and hope they get away with it. To me it is a very high risk strategy.0
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No they can’t. They have to follow their agreed sickness policy.
They cannot change it when they feel like it.
If they think that the OP has committed gross misconduct, they can still question it. You're being silly.
On which note, I will again mention, the OP is likely on a zero hour contract anyway0 -
If they think that the OP has committed gross misconduct, they can still question it. You're being silly.
On which note, I will again mention, the OP is likely on a zero hour contract anyway
They can question it as much as they like but I repeat if the company policy let’s you self certify for short term absences then they can’t enforce a change of policy for one employee just because it is Christmas Day.
You can say I am being silly as many times are you want but what you are posting is factually incorrect.........0 -
The suggestion was that OP claim her child is sick, which means company sickness policy has nothing to do with it anyway.
Yes that is true, if they want to lie they are best off saying they have norovirus as I would suspect a care home has a policy of not letting you come into work until 48 hours after your symptoms have passed.0 -
Potbellypig wrote: »Fortunately, I'm not a snowflake like yourself that gets offended by words on the internet.
Fortunately for the OP, we live in a world where your child can be ill and you can take the time off work to look after them. Fortunately (or unfortunately, depends on which way you want to look at it) for the OP, this could fall on Christmas Day. Fortunately, those that decide to voluntarily accept the offer of being paid to work on Christmas Day as OP's replacement actually get paid for doing so.
Fortunately for the OP - yes I'm telling them don't worry about. If it doesn't get sorted, there's still a way she can spend all day with her loved ones on Christmas Day.
By lying to her employer and fraudulently taking time off which is gross misconduct!
If the child was genuinely ill and if there was no realistic alternative then the OP would be entitled to a short period of unpaid leave. Short is not defined in the legislation but is generally interpreted as time to make emergency arrangements and not time to do the caring yourself.
Given that the OP has been asked to work and has already protested then I would imagine the employer would look very suspiciously at a sudden child illness on Christmas Day.
Remember to dismiss fairly in law they do not need proof, only a reasonable belief that the misconduct has taken place.0 -
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Potbellypig wrote: »An excellent point in which the snowflakes have missed. Well done Southend1.
Do you understand what snowflake means?0 -
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