company putting pressure to go back to 5 day a week

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ncit9933

Guest
Hi

My wifes company agreed to let her do a 4 day a week after coming back from maternity leave but now what her back on a 5 day a week after initially pressuring her to back on a 4.5 day a week.
We have no option of a childminder on 1 day of the week so basically they are telling her she can't continue on 4.5 days a week (what the other option...give up?)

When it suited them they left her on a 4 day but now that it doesn't suit our situation they are pressuring (bullying) her every day at work!

She doesn't have anything in writing, has she any rights?
 
Yes, presumably so.. she is entitled to a written contract, which should contain details on the hours she's expected to work.. if there is no written contract the company is in trouble on that issue at least, and it makes it more difficult for the company on other issues...

If the company 'bully' her that's clearly illegal, Dept of Trade and Enterprise (or new equivilent)

If she is forced to leave due to bullying she can go for 'constructive dismissal'.. not recommended at all, she should try to discuss the issues with her boss..

I would consider it bullying if they didn't accept my answer or position on an issue, and repeatedly asked the same questions, or 'tut tutted' at the answers, or whatever... but it is a two way street, she should try to be as reasonable as possible...

Cheers so
 

What was the original agreement? Most companies will accommodate part time working but reserve the right to ask the employee to come back to full time hours. Having to arrange childminding for an extra day is not a showstopper I am afraid; lots of families do this.

If the company has business reasons then generally yes they are within their rights to ask her. If she refuses, her position may be made redundant.

I think calling it bullying is very premature; I did not see any indication of bullying in the original post. The advice to talk to her boss is spot on.
 
I think it can be considered bullying if they are re-opening the same discussion 'every day' with no new information or any other changes... why would her answer change if nothing else has?

It would be different if the situation has changed, but the OP seems to suggest they are repeatedly asking the same question...
 
ncit9933 said:
My wifes company agreed to let her do a 4 day a week...
Click to expand...

When it suited them they left her on a 4 day but now that it doesn't suit our situation they are pressuring (bullying) her every day at work!
Click to expand...

Whatever about anything else, the above doesn't sound like a fair assessment to me. It sounds like it was your wife that the company initially accommodated and not the other way around.
 
Agreed.
It most certainly doesn't sound like bullying either.
They want her to adhere to the terms of her original contract by the sound of it and as it doesn't suit her, umbrage has been taken.
 
It's a horrible situation for your wife to be in and she must be very upset.

However, if it was an informal agreement based on the contingencies of the work etc. I don't think she has any legal case. However, she should check it out with NERA, giving them all the facts.
 
Wouldn't it just be easier to hire a childminder and return to a 5 day week. Does she want to risk losing her job in these economic times?
 
Fact is, the job is comission based and sales aren't going to well in the "economic times".
Wages are coming in a crappy 1400 a month......her mother does the childminding for €400 so that leaves €1000.
Her mother is unavailable 1 day a week so the only option would be a creche at what?.....about €900+ a month.

All these figures worked while the position was agreed at 4 days a week but would be un-sustainable at those figures
 
ncit9933 said:
Fact Her mother is unavailable 1 day a week so the only option would be a creche at what?.....about €900+ a month.
Click to expand...

Why not try get a child minder for the one day your mother-in-law cannot mind the child?
I'm sure there are plenty of creche employees that have recently been let go or reduced hours and would be happy for a bit of extra income.
 
On what basis was she granted part-time hours...e.g.
Is she taking parental leave one day per week?
Is she on reduced hour on a trial basis to see if it works out?
Is she on reduced hours on a permanent basis?

Depending on the answers, different rules apply.
 
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