Help! Alteration to Job Description?

[ashes]

Hi there!

I have a query regarding an email that was sent to all of us employers by our Managing Director the other day.

Basically the MD outlines the need to put place efforts in to an area of the business.

As a result of this, the MD has stated that "all job descriptions will be reviewed" to ensure that they reflect enhanced effort in this area. I'm not sure what this means to everyone else, but to me that sounds like more workload to our current roles. I have been told that my job description is being updated with an extra paragraph to reflect this.Personally I think this is a snide way of sliding a clause to drop a load more work on each employee without reviewing their salary to reflect the change.

What is the law here? Are companies allowed to just change/edit/ employee's job descriptions as and when they feel like? Surely if they are adding something to a job description then the job has changed. If the job has changed then surely if it entails more work to your current workload, then the salary ought to be reviewed to reflect "enhanced effort" - or do they all expect us to work for the same money?

I am really frustrated!

[wales01man]

Re: Help! Alteration to Job Description?

Maybe he wants to make redundancies ?maybe time to see what changes are intended he might be trying to save jobs?

[Amethyst]

Re: Help! Alteration to Job Description?

This is from ACAS advice for employers

How can contracts be varied?
•
An existing contract of employment can be varied only with the agreement of both parties. Changes may be agreed on an individual basis or through a collective agreement (ie: agreement between employer and employee or their representatives (trade unions or workforce representatives)).
•
An employer who is proposing to change an employee’s contract of employment should fully consult with that employee or his or her representative(s) and explain and discuss the reasons for the change.
•
Employees are far more likely to accept changes if they can understand the reasons behind them and have an opportunity to express their views. Involving employees makes good business sense, as it drives up levels of employee engagement and motivation.
•
Variations to the contract can be agreed verbally or in writing. It is preferable for any agreed changes to be recorded in writing.
•
Where a variation to the contract has been agreed and the changes concern particulars which must be included in the written statement of terms and conditions, the employer should give written notification of the change to the employee, within a month of the change taking effect.

So basically they should consult with you and not just unilaterally change your job description.

There are some important steps you must take if you wish to try and change a contract - especially around consulting with employees. These are set out in the Advice leaflet - Varying a contract of employment.

[ashes]

Re: Help! Alteration to Job Description?

So basically, it is saying that we all need to be consulted on an "individual basis" (even though that the email was sent to all employees) and that they can't just "unilaterally" change job descriptions to suit the employer's needs. Remember that the wording that was used, was a "review of job descriptions" and not a review of employee's contract's of employment - or is there no difference between the two?

[Amethyst]

Re: Help! Alteration to Job Description?

Job description is a part of your contract.

Give ACAS a call, they are usually pretty helpful at working out your rights. '' Call our Helpline on 08457 47 47 47 for free and confidential advice ''

[teaboy2]

Re: Help! Alteration to Job Description?

Job descriptions is a core term of your employment contracts, it defines the role and responsibilities to which your were employed. They can not add or remove responsibilities without your consent, as any such changes is a change of said term in your contractual terms.

You have the right to refuse to work the new terms, to inform your employer that you are working them under protest and deem them in breach of contract, or and i do not advise this, to resign and claim constructive dismissal.

But best advise has already been given. Speak to ACAS, they can act as a mediator between you (and other employees) and the employer.