big_wasa
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| posted on 2/4/12 at 05:16 PM |
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Employment contracts
My work has given us a new contract to sign with our last pay packet. There are bits we don’t like what can I / we do about it ? Are they legal ?
We have a £30 no damage bonus that they will now hold collectively and pool annually giving us anything left. Fat chance. So that’s a £360 / year pay
cut. This is the least of my worries.
The main Three.
They can lay us of with out pay or notice as they see fit. Our job has a slow period over the summer. We currently are guaranteed 8 hours. If we are
slack we grab a brush or even a paint brush and put the 8 hours in.
We can not work for a competitor for 6 months up on leaving.
The contract is valid whether we sign or not after 30 days.
They are cost cutting and then some 
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perksy
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| posted on 2/4/12 at 05:41 PM |
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How many employees are affected ?
(this will determine the notice period they have to give on the change)
Are any of you members of a union ?
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perksy
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| posted on 2/4/12 at 05:44 PM |
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*If* your not in a union its worth speaking to either ACAS or your local citizens advice
http://www.acas.org.uk/index.aspx?articleid=1461
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big_wasa
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| posted on 2/4/12 at 05:46 PM |
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No union and I would guess ~35 of us split over 6 small depo's
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Ninehigh
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| posted on 2/4/12 at 05:52 PM |
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You can always not agree to the contract and be made redundant.
But also check over the legal side of things like notice. Despite what employers think the law overrides anything in the contract.
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perksy
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| posted on 2/4/12 at 06:11 PM |
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Have a read here
http://www.direct.gov.uk/en/Employment/Employees/EmploymentContractsAndConditions/DG_10037116
and here for the employers thinking...
http://www.fpb.org/hottips/452/Changing_terms_and_conditions_of_employment.htm
Definetly Take advice on this one from ACAS to start with
Be careful of claiming constructive dismissal as i've seen this one thrown out a few times at tribunal : (
Contracts can be changed but the employer must follow procedure
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motorcycle_mayhem
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| posted on 2/4/12 at 06:24 PM |
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This happened to me recently. Essentially, if you aren't part of a union, or you're not in a non-job (i.e. I assume you're not a
'Public' employee), there seems little you can do.
My employer as of 1st Feb. 2012 decided that no sick leave would be supported, so it's statutory now after 3 days. On the same date, a 20% pay
cut (down to the minimum wage for me, nice) was enforced.
The only thing that has required 'notice' or something laughingly called 'consultation' has been redundancies. Basically,
you're told 30 days before a list of names is read out.
This, unfortunately, is the private sector. Unfortunately it's shrinking fast (so is it's contribution to filling the public debt chasm),
so it can, and is, having to act is some pretty unsavoury ways.
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JoelP
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| posted on 2/4/12 at 06:46 PM |
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I was under the impression that they cannot just change your contract, they must offer redundancy as an alternative. In reality they fold your current
job and offer you a new one with a new contract.
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mookaloid
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| posted on 2/4/12 at 06:57 PM |
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If they do make you redundant European Law would make it impossible to enforce the 'not working for a competitor' thing for 30 days never
mind 6 months 
"That thing you're thinking - it wont be that."
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Ninehigh
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| posted on 2/4/12 at 07:06 PM |
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quote:
Originally posted by mookaloid
If they do make you redundant European Law would make it impossible to enforce the 'not working for a competitor' thing for 30 days never
mind 6 months
Once you leave the contract's ended. When it ends it's unenforceable.
From what I understand (and this was in missus's last contract) unless you're dumb enough to announce that you're leaving for a
competitor they can't do squat
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big_wasa
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| posted on 2/4/12 at 08:01 PM |
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Thanks for the links Perksy and others.
I cant take a gamble on asking to be made redundant.
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