Question:
1. Whilst she is willing to attend a training course (And is thus
"available" to do so as per the contract) is she required to fund the
additional three days of childcare out of her own pocket?
Alternatively should the employer pay all expenses incurred, including
extra childcare?
2. Can an employer impose a new contract with new working
hours/conditions and insist that it is signed? Can they sack someone
if they refuse to sign?
Answer:
Normal for many companies. Again, what does her current contract say
regarding expensese? Many say that either a CC will be made available, or
the employee would need to claim expenses back as per company proceedures.
Mine does. I have to submit my expenses by my salary pay date, with
expenses paid within 1 week for expenses over £500 (which mine always are)
or 2nd Friday of each month for amounts lower than £500.
This is a 'pure contract' stance and may not fully apply to employment
situations. The situation would be overlaid with employment law which
may require redundancy payments etc. As a Labour government has been
in for some years, employment law probably has swung around somewhat
to employees' benefit. An employee should check out the proposed
contract with the union (if one) or a solicitor.
An employee who is 'sacked' for refusing to accept unreasonable
changes in employment conditions has been unfairly dismissed
and can make a claim for compensation at an ET, the problem
will be in determing what is reasonable.
