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Reduced working hours

  • 01-07-2009 2:06pm
    #1
    biblio
    Registered Users, Registered Users 2 Posts: 144 ✭✭


    Hi All,
    I work for a small co. but have been told that due to economic situation etc and reduced demand they plan to introduce a system of working 2 weeks a month for a while and that we can sign on for the other two weeks this means a change to terms of employment , temporarily , is there anything I need to watch out for in this situation i.e. to avoid possibly getting stiffed later on the company dont have the greatest reputation for being trustworthy.....


Comments

  • #2
    Nody
    Moderators, Category Moderators, Arts Moderators, Business & Finance Moderators, Entertainment Moderators, Society & Culture Moderators Posts: 18,375 CMod ✭✭✭✭Nody


    Make sure it is time limited and that you ask to be put back on full time before the end of it (in writing). This will ensure that you're redundancy will be calculated on full time wage (not checked the law on this but picked up from another therad).


  • #3
    chicky007
    Closed Accounts Posts: 1 ✭chicky007


    Biblio
    Your employer must consult any major changes with the employees and you all come to a mutual agreement. If it is a case that the 2 weeks on and 2 weeks off is agreed, well the following applies
    New Terms and conditions must be issued to you
    It can only be done for for 4 weeks in a row OR a period of 6 weeks in one 13 week period. So, in your case of 2 weeks on and 2 weeks off, in 12 weeks time your employer must offer you full time work i.e. more than half your normal weekly hours for a period no less than 13 weeks OR offer you redundancy. You are also entitled to request redunancy at this time.
    Reduced working hours technically means hours less than your normal working week, ie. if you work 39 hours normally and go on a 3 day week you would be able to work 20 hours per week without this being considered short time. Short time is in fact what you are going on. Hope this helps!


  • #4
    Mrs OBumble
    Registered Users, Registered Users 2 Posts: 26,292 ✭✭✭✭Mrs OBumble


    Each employee should check that they can in fact sign on, ie that they have enough PRSI credits in the relevant year, or if not that they meet the habitual-residency condition of JA.

    And folks who'll be applying for JA should be aware of the backlog in processing claims and the likely time (weeks and weeks in many places) before they'll get any money.


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