Forced to take on new role

clairec79

I wouldn't bank on them having spoke to the union despite them saying the unions were in agreement

While it wasn't a job change it was within the NHS and the email we all had said the union had agreed with management - when we contacted the union they knew nothing about it

theoretica

bobblebob wrote: »

My issue is this. If our job was going and redundancies were on the cards, i get that this would be redeployment and you either accept it or resign. However thats not the case. Our current jobs are safe for the foreseeable future, so can they legally say do this call centre job or you have to resign, despite our current job being available?

I am not sure your current jobs are safe, unless they were planning to recruit externally to refill them after some of you have moved over. It reads to me as though at present there are 50 (or however many of you) on admin - they want only 30 of you on admin. That looks like redundancy for 20 people to me. And redeployment for those 20.
I would ask the Union to establish how the staff are being selected for redundancy from the admin role, and what happens if the new role turns out not to be suitable employment for someone.

bobblebob

Redundancy isnt on the cards for at least 12 month, this is what we got told. We do have too many admin staff, but those going to the new role will not be filled externally. Instead current staff will do the extra work and/or the staff at our other offices within our department will remotely do the work

nicechap

bobblebob wrote: »

People in Unison are in the process of contacting them. The fact Unison havent actually held any meetings with staff to say they agree with management for a,b,c reasons, and x,y,z is going to happen i think is pretty poor of them. They are meant to represent staff so should be keeping them in the loop.


This bit is interesting from the ACAS website





Unison dont represent me, and at no time have my employee spoken to me or my union regarding a change in contract.

You may be aware of a national pay deal last year whereby the lowest paid staff got rises of up to 29% - I believe band 3 admin staff did very well out of it.

Unison agreed the changes, GMB didn't but I'm not aware of any GMB staff giving back their pay award -did you get the pay award?

Its very difficult for strangers on the internet who didn't hear first hand what your managers have said to give proper advice. It may just be a local manager misunderstanding what their respective bosses have told them ("we're talking to unions, don't expect any problems with the change" becomes unison have agreed).

Make use your union and see what they have to say rather than speculate here.

Andy_L

bobblebob wrote: »

Now the call centre department is in the same office, but you will sign a new contract, have different working terms and be paid by this call centre department.

Who employees you now & under what T&Cs & who will be employing you?

is it the NHS & Agenda for Change T&Cs in both cases & the "new contract" is just a change in job description or are you being transfered to a new employer?

bobblebob

Current terms are flexible working Mon - Fri. This new job is shift work with some Saturdays.

bobblebob

Spot on!

Unison have come down today as they know nothing about this

ohreally

Why are your union not involved in this?

Don't believe the propaganda according to HR/ management, they have their own agenda.

Andy_L

"redeployment" is a specific employment law term referring to finding somebody a job as an alternative to redundancy. The new job has to be a "suitable alternative employment". Whilst there isn't a definition of that it has to consider:

pay
status
capability
qualifications
location
working environment
hours of work
terms and conditions
nature and content of the role.

It should be relatively easy to demonstrate that moving from non-shift to shift-work isn't a suitable alternative.

bobblebob

Management said they were and agreed all changes. Turns out they now know nothing about it