Flexible Working possession - Sme Hr sick amount Two

Employment - Flexible Working possession - Sme Hr sick amount Two

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Recent changes in flexible working legislation have been confusing for some people. And there are many pregnant women and new mums who wrongly think they have a right to return to work part-time if they wish to. Many small employers call our pay as you go Hr aid for advice on what to do about this misconception. Here's what we advise. There is no automatic right to return to work part-time if the woman was previously a full-time employee. But maternity returners are entitled to:

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Employment

1. Return to their former job.
2. Request flexible working provided they have 26 weeks' aid with you. The Employment Act 2002, the basis of flexible working legislation, allows those who have parental accountability for a child under 16, or a disabled child under 18 to make such a flexible working request.

Flexible working arrangements cover a range of different work patterns along with part-time hours such as a later start and earlier finish, or mornings or afternoon-only working. It also describes flexible working arrangements such as:

• Flexi-time - a flexible advent to starting and finishing times allowing extra hours to be banked and taken off later.
• Staggered hours - employees have different start and conclude times and take breaks at different times, allowing the workplace to be covered for longer hours.
• Compressed working hours - employees compress a general working week into fewer days.
• Job sharing - two population do a job regularly done by one.
• Time off in lieu or banked hours - allows an worker to take time off to compensate for extra hours worked.
• Term-time working - parents remain on a permanent covenant but take leave during school holidays (both paid and unpaid).
• Additional leave entitlement - someone else way of dealing with school holidays for working parents. Salaries are re-calculated to take account of extra leave.
• Career breaks or sabbaticals - regularly in the form of unpaid time off.
• Working from home.

To request flexible working Uk workers need to apply in writing. They should state they are making the application under the statutory right to request a flexible working pattern. Their application should also give details of the flexible working required and the date they want to start. It should account for what effects this will have on the boss and how the effects may be dealt with. Details of any previous applications should also be declared.

If your worker makes such a request, you need to:

• Acknowledge receipt of the request.
• Ask for the request to be resubmitted if any data is missing.
• Arrange a meeting with the worker within 28 days of receiving the request to discuss it - your worker has the right to be accompanied by a trade union rep or colleague.
• Consider the request and rule if the company can adapt the flexible working arrangement.

If you rule to agree to the new flexible working arrangement set a date when this permanent turn to the employee's terms and conditions of employment will take effect. If you rule against the application wise up your worker in writing and give the reasons for your decision. These may include:

• The burden of additional costs.
• A detrimental impact on the company's quality to meet buyer demand, quality or performance.
• An inability to re-organise work among staff.
• An inability to recruit additional staff.
• An scantness of work during new work hours.
• Planned structural changes.

The worker then has 14 days from receipt of the letter to appeal against your decision. They do not have the right to make someone else application for someone else 12 months. To minimise misunderstanding about this area of the law it is sensible to have a clear flexible working policy in place that is communicated to everybody in the business.

I hope you will get new knowledge about Employment. Where you can put to easy use in your daily life. And most importantly, your reaction is passed about Employment.

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