ChatterBank51 mins ago
British Gas Engineer Sackings
It seems to me that all of the 1,000 or so engineers who have refused to agree to the change in employment terms will take a case for constructive dismissal before an employment tribunal.
Hopefully a class test case would be considered rather than wasting tribunal time.
Centrica will no doubt argue that the change in terms are minor and so should not lead to successful claims. But Centrica has said that the changes are necessary to protect jobs as it tried to shore up its market position while battling to compete with rivals (and so cannot be considered minor).
If the claims are unsuccessful, the tribunal should indicate what level of salary reduction they consider reasonable, and not considered justification for a constructive dismissal claim.
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Hopefully a class test case would be considered rather than wasting tribunal time.
Centrica will no doubt argue that the change in terms are minor and so should not lead to successful claims. But Centrica has said that the changes are necessary to protect jobs as it tried to shore up its market position while battling to compete with rivals (and so cannot be considered minor).
If the claims are unsuccessful, the tribunal should indicate what level of salary reduction they consider reasonable, and not considered justification for a constructive dismissal claim.
https:/
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There's some industrial action locally, relating to a bus company's possible fire and rehire plans: https:/
Many years ago the company I worked for changed the employment contract of all their workers. The main change was to place all employees on a monthly pay schedule (over the years, the company had various divisions using differing pay schedules).
The company said anyone refusing to accept the new contract would be dismissed – the company admitted that any employee dismissed as a result of refusing to accept the new contract could take the company to an employment tribunal (for constructive dismissal); but even I would admit they would be very unlikely to win the case as they would not be materially worse off due to the new contract.
The company said anyone refusing to accept the new contract would be dismissed – the company admitted that any employee dismissed as a result of refusing to accept the new contract could take the company to an employment tribunal (for constructive dismissal); but even I would admit they would be very unlikely to win the case as they would not be materially worse off due to the new contract.
The Daily Mail article says that they are required to work an extra 3 hours a week (for no additional pay) and accept a cut to their overtime rates working weekends.
I believe that once working under the new terms (without any formal acceptance), after 3 months you are deemed to have accepted the conditions and can no longer take the matter before an employment tribunal.
I believe that once working under the new terms (without any formal acceptance), after 3 months you are deemed to have accepted the conditions and can no longer take the matter before an employment tribunal.
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