Thank you... and thanks for being non-specific. and for your professional words. The issue is that there is a protocol for altering contracts, and it must be followed... this has not (as it seems) been followed. AS said at teh very very beginning.. this is not guidance, it is a legal thing...
If the employment company has more than 100 employees then staff will have the right to be informed and consulted on matters such as changing a contract. This rule will apply to companies with over 50 staff from April 2008. Consultations with employees can be undertaken on a one to one basis or they may take place as a staff meeting. If the company has a union organisation then they should also be consulted on the changes. So the union MUST be consulted and the changes AGREED.
It does seem that PROSPECT have done a good job with this, and the ... ahem... unfortunate contract will not be happening again.... with clearly specified times and lengths of breaks made in writing. This could be a valuable lesson to learn... don't assume - when creating a contract with a client... spell it out.
If the employment company has more than 100 employees then staff will have the right to be informed and consulted on matters such as changing a contract. This rule will apply to companies with over 50 staff from April 2008. Consultations with employees can be undertaken on a one to one basis or they may take place as a staff meeting. If the company has a union organisation then they should also be consulted on the changes. So the union MUST be consulted and the changes AGREED.
It does seem that PROSPECT have done a good job with this, and the ... ahem... unfortunate contract will not be happening again.... with clearly specified times and lengths of breaks made in writing. This could be a valuable lesson to learn... don't assume - when creating a contract with a client... spell it out.