What work meetings does my union representative attend with me?3
Legally, you can have a union representative with you for disciplinaries and grievances. Most employers, including Refuge, will typically allow union representatives into individual redundancy consultation meetings as well. However, it is good practice for a workmate or union representative to be allowed to accompany you at any meeting with your boss if you feel you need it.
Importantly, you do not have a right to union accompaniment in the “investigation meetings” that typically precede a disciplinary process. Whether it’s called an investigatory meeting or not, if you think any meeting with management could lead to disciplinary action, you should ask to bring a union representative with you. If this is not permitted, you should ask to respond to any questions in writing. Then contact the union.
What is a flexible working request?4
This is a statutory request whereby you write to your manager and ask for your work schedule to be changed. This could be switching from part time to full time or working from home or shifting your hours around to allow for childcare. Anyone can make these requests, and Refuge can only refuse on pre-defined legal grounds.
What’s the difference between flexible working and reasonable adjustment?
A reasonable adjustment is for people with disabilities, long term health issues and/or mental health issues. A reasonable adjustment is a change to your working practices to make it easier for you to complete your work.
If you have any long-term conditions, you should always ask your employer for any changes that you think would help you do your job. A union representative can help.
At the same time, employers are expected to have an understanding of employee wellbeing in the workplace. This means that, if any employer is aware of any health matters in the workplace, they should offer to make reasonable adjustments and both parties should discuss in good faith what solutions would help. Risk assessment should be conducted as well.
Flexible working, on the other hand, is simply a change in hours or working from home more regularly. While anyone can put in a flexible working request, individuals with childcare or caring responsibilities may have extra legal grounds for their request to be honoured.
Where to go?
- IWW (Industrial Workers of the World): Organize and fight for our rights. Follow the link to IWW website – https://iww.org.uk/london/
- Peer-to-peer support: Strengthen our community.
- ACAS: Get advice and support for workplace Follow the link to ACAS website – https://www.acas.org.uk/
Resources
- https://www.acas.org.uk/working-time-rules/night-workers ↩︎
- https://www.legislation.gov.uk/ukpga/1996/18/section/44
↩︎ - https://www.acas.org.uk/acas-guide-to-discipline-and-grievances-at-work ↩︎
- https://www.acas.org.uk/flexible-working ↩︎
- https://safelives.org.uk/wp-content/uploads/Practitioner-survey-2020.2021.pdf
https://safelives.org.uk/resources-for-professionals/marac-resources/reviewing-your-marac-data/
https://www.local.gov.uk/our-support/workforce-and-hr-support/social-workers/standards-employers-social-workers-england-2
↩︎ - https://www.hse.gov.uk/stress/
https://www.acas.org.uk/managing-work-related-stress/risk-assessments ↩︎ - https://www.acas.org.uk/capability-procedures
https://webarchive.nationalarchives.gov.uk/ukgwa/20210104113253/
https://archive.acas.org.uk/index.aspx?articleid=6608
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Refuge* Workers United 