Employment Law.

Fenris said:
An employer can decide to let someone go, ie make them redundant for pretty much any reason assuming it's not discriminative etc. If they no longer need someone in your position they can just make you redundant, your lucky if they offer you another position. Unfair dismissal doesn't count for that.
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I don't why you're arguing with me - a redundancy situation would quite clearly be reasonable.
 
amigafan2003 said:
Crisp pakcer A packs 400 bags in 7 hrs on a normal day.
Crisp Packer B does the same.
Mgmt now wants crisp packer A to pack 450 bags in the same 7hr day.
They also want crisp packer B to monitor crisp packer A's work - effectively making them a line manger, but due to the exta work, crisp packer B will only have to pack 350 bags a day themselves.

Who deserves a pay rise/promotion?
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Neither deserves a pay rise, if they are given one then the company will have to increase the price of crisps to fund it, then the milkman will have to pay more for crisps so he will demand a raise as his cost of living has increased, then the milk company puts prices up and the mechanic demands a raise because milk has gone up, and the taxi fares go up because garage fees have gone up, and so on, and so on.

Sucks doesn't it lol.
 
Fenris has it right OP.

OP Your employer can ask you on occasion to do other duties that are outside your job description but not on a regular basis or to the extent that it becomes the norm.

You should make it clear that you were happy helping the company out on these occasions but if the company requires you to perform these other duties on a regular basis and they have nothing to do with your job then you need to draw up another contract with HR which may or may not include a payrise. (they may reduce your usual duties to take account of the new duties) If its not too onerous then i would try to work with them. New skills and new opportunties so thats a good thing.. yeah?

Is it a large company? If so, ask to see comparitive job descriptions of other staff who are doing these other duties.


just as an aside...a company cant just load a lot of extra work (for longterm) onto staff and expect it all to be done within the same hours, pay etc. Remember the postal strikes of last year - lot of it was to do with that.
 
then you need to draw up another contract with HR which may or may not include a payrise.
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It's worth noting that the guidelines state:-

The employee should receive some form of benefit in return in order for the change to be contractually binding (e.g. a one-off payment or linking the change to salary reviews).
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Of course, it's a guideline only but ET's refer to the guidelines to rule whether an employer has acted in a fair manner or not.


Remember though that UK employment law is geared to the efficient conduct of business. Applying that law to an employee's case rarely does any good.
 
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