J
To the OP, please make sure that you are keeping dates and records of communications on this in case it goes to tribunal at some point.
If I were you I would NOT rock the boat, especially in the current climate.
If you want a career, have a career. If you want kids, have kids.
Don't expect the employer to keep on picking up the tab.
Sorry if this sounds harsh but its probably what they are thinking.
If I were you I would NOT rock the boat, especially in the current climate.
If you want a career, have a career. If you want kids, have kids.
Don't expect the employer to keep on picking up the tab.
Sorry if this sounds harsh but its probably what they are thinking.
If I were you I would NOT rock the boat, especially in the current climate.
If you want a career, have a career. If you want kids, have kids.
Don't expect the employer to keep on picking up the tab.
Sorry if this sounds harsh but its probably what they are thinking.
This is complete and utter tosh in my opinion. There are laws in this country to protect employees. The employer is not picking up the tab, they are simpy being asked to treat the OP according to the law.
For the OP, mediation has to be agreed to by both parties, it is not obligatory or unilateral. Typically the employer would pay the mediator. There are trained mediators (often solicitors) who do this work and your own solicitor wold have details.
I think whatever you do, you have drawn a line in the sand. If they do not back down, you probably won't like to stay working there. So not rocking the boat is probably not an option - the boat was rocked when they decided to amend your contract.
Mediatiors are generally former IBEC / ICTU employees on a jolly, they listen to both sides of the argument and generate a report. This report has no legal standing, but may br useful at a later stage.
Mediators do a lot more than that and to be honest the above description is a bit misleading. I have direct experience of mediation - the mediator brokered a legally binding agreement, signed by both parties. He was certainly not 'on a jolly' and did a hell of a lot more than listen and write a report. The whole thing was very professional and the outcome was good.
Are you thinking of an independent HR person who provides an opinion, rather than a mediator perhaps? If you are, then I agree with you!
Just to be clear - I am not in a union.
(If I were, this whole issue would never be allowed to get this far).
Diziet,
The experience I described above comes from a Labour court issue, where they recomend Union / Employer get a mediator involved, LC have a list of approved mediators, and Union / Company came to agreement on issue.
The recomendation made was not binding, and was eventually ignored.
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