Is the situation the same if I don't want to work the 40 hours rather than not being able to for some reason i.e. childcare etc
Thank you. In my contract it says that my hours my vary from time to time and I may be required to work extra hours sometimes. Does all the above still apply then? I am guessing that having to work extra hours on the odd occasion is different than the hours being changed permantly to 40 hours?
Is the "extra hours " clause a normal clause in most Individual Employment Agreements? In mine it says" Regular and reasonable additional hours of work (0vertime) is an expected part of this position.Is that normal I must admit I didn't really take that part in when I signed it.
I have been the one who has bought the workload issue to their attention in the first place. My ideal solution would be for them to get someone else to do the extra work rather then increase my hours. Will it make a difference to the redundacy/PG issue that I was the one who complained in the first place? They could argue that they are solving the problem and I don't like the solution.. However, the work load increase isn't my fault - I am just the one dealing with it and wanting the problem resolved.
I suppose it doesn't hurt my case as they have an alternative and if they still choose to change my hours instead then I can ask for redundancy. Thank you. That has all been very helpful. Is it Ok if I don't do the rating bit straight away and leave it until this afternoon in case I think of any more questions?
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