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| Back Door Contracts; Changing our Terms & Conditions | |
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| Tweet Topic Started: Jul 21 2007, 07:33 AM (261 Views) | |
| the.smoking.gnu | Jul 21 2007, 07:33 AM Post #1 |
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Newbie
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Our contracts with Wolseley include the phrase 'together with the enclosed policy documents and employee handbook' this document forms the basis of our contract. However the terms & conditions can be (and have been) changed without any consultation or agreement and do not require a new signature. This means that in effect our contracts with Wolseley can be changed by the company without any approval from the staff. We have in effect just signed a blank cheque! Whilst I am not sure where this stands legally, it is interesting to note that the most recent employee handbook (issued some months ago) has the following paragraph subtlely altered under gross misconduct (p35): 'Refusal to submit to any medical tests (including blood and/or urine tests for the presence of alcohol or drugs) or a medical examination requested in connection with your employment.' So months before the announcement of the new policy and in many cases years after the original contract was signed you have already signed a legally binding document to indicate your consent for the recently announced introduction of random drugs testing. The same logic applies to other changes such as the 'Bradford Absentee Management System', the new changes to the Annual Leave Period, random searches and all sorts of other changes in policy. |
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| blabber | Jul 21 2007, 11:34 AM Post #2 |
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Administrator
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Hmm interesting! As you say, I don't know what, if any, legal implications this could have? |
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| Tofsman | Aug 12 2007, 07:53 AM Post #3 |
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Newbie
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"Changes of Terms & Conditions The Company reserves the right to make reasonable changes to this Contract of Employment. Any future changes in your conditions of employment will be notified to you, either by issuing an Employment Variation Form (EVF), new offer letter and statement of main terms and conditions or by notification on the official Company notice board. Such changes will be deemed accepted unless you notify the Company of any objection in writing within 30 days of receipt of such notice." What defines 'reasonable changes'? What happens if you refuse to sign an EVF, or do 'notify the Company of any objection in writing within 30 days of receipt of such notice', does this count as a resignation? I will contact Citizens Advice and attempt to find out the answers to these two questions, watch this space... Obviously we must be expected to spend a fair proportion of each day reading through every page of everything pinned to any official notice boards just to make ensure that we have not missed our contracts being changed - sounds like grounds for a quiet first hour of the morning! |
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8:39 AM Jul 11