Workers' Rights A guide for full-time and part-time workers - Usdaw

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Workers' Rights A guide for full-time and part-time workers - Usdaw
Workers’ Rights
A guide for full-time and
part-time workers

                     #LegalPlus
Workers' Rights A guide for full-time and part-time workers - Usdaw
Contents
1.   Basic Rights for Everyone                                2

2.   Rights for Part-time Workers                             9

3.   Discrimination in the Workplace                          10

4.   Maternity and Parental Rights                            12

5.   Family Friendly Rights                                   16

6.   Fixed-term Contracts                                     20

7.   Sunday Working Rights                                    21

8.   State Benefits                                           23

9.   Usdaw’s Legal Plus – Looking After You and Your Family   24
1

Introduction
This guide to your employment and benefit rights
contains useful information for all Usdaw members.
It can’t cover everything so contact your local Usdaw
office for more information.
If you need help, contact:                 You will also have contractual rights
  Your rep at work.                        in addition to these statutory rights.
                                           These contractual rights may be better
  Your Area Organiser.                     than the state minimums and provide
  The Legal Department at                  better cover because of the agreements
  Central Office.                          Usdaw has negotiated with your employer.
The rights contained in this booklet are   Whatever your hours and wherever you
the basic state minimums and are called    work, Usdaw will voice your concerns
statutory rights.                          and stand up for your rights!
                                           Some information in this booklet will
                                           change each year – mostly in April.
                                           Make sure you have the latest copy.
2

    1 Basic Rights for Everyone
    Rights from the day                           Itemised pay statement.
                                                  Unlawful deductions from wages.
    you start work
                                                  Dismissal because of pregnancy.
    You are entitled to the following statutory
    rights and protection from the day you        Written reasons for dismissal during
    start work – it does not matter how many      pregnancy/maternity leave.
    hours a week you work:                        Time-off for antenatal visits.
      Equal pay/equal value.                      52 weeks’ maternity leave for all
      Sex discrimination/harassment.              women.
      Gender reassignment discrimination.         Sunday working rights.
      Sexual orientation discrimination.          Dismissal/victimisation for enforcing
                                                  a statutory right.
      Discrimination on grounds of religion/
      belief.                                     National Minimum Wage (NMW).
      Age discrimination.                         Time-off for holidays and breaks.
      Discrimination against                      Dismissal/victimisation for
      part-time workers.                          whistleblowing.
      Racial discrimination/harassment.           Pension Trustees victimisation.
      Disability discrimination/harassment.       Pregnancy and maternity discrimination.
      Victimisation for trade union               Marriage and civil partnership
      membership/activity.                        discrimination.
      Victimisation for health and                Time-off for family emergencies.
      safety activity.
      Time-off for trade union activities/
      duties.
Legal Plus Workers’ Rights                  3
                                          Section 1 – Basic Rights for Everyone

Rights which depend                       Working time, breaks
on service                                and holidays
                                          Most people have the following statutory
Right                        Service      minimum rights to time-off, rest breaks
Written statement            Two months   and paid holiday:
of terms                                    5.6 weeks’ paid holiday a year (28 days
Statutory                    Six months     for someone working a five day week).
maternity pay                               Part-time workers are entitled to
                                            the same level of holiday pro-rata
Paternity leave              Six months
                                            (so 5.6 x your normal working week).
and pay
                                            A 20 minute break when the working
Unpaid parental leave        One year
                                            day is more than six hours.
Written reasons              Two years
                                            A rest period of 11 hours between
for dismissal
                                            working days.
Unfair dismissal             Two years      A ceiling of an average of eight hours’
Redundancy                   Two years      night work in every 24 hours.
payment                                     Free health assessment for night
Guaranteed lay-off pay       One month      workers.
Medical suspension pay       One month      A rest period of 24 hours once every
                                            seven days.
                                            A ceiling of 48 hours on the maximum
Statutory rights you are entitled to        average working week.
fall into two categories:                 Usdaw collective agreements and your
– Rights which you are entitled to from   contract may give you better rights to
  the day you start work.                 holidays and breaks.
– Rights which depend on length of        If your employment ends for any reason
  service.                                including dismissal, you are entitled to
                                          accrued statutory holiday pay.
The listed rights depend on the length
of service but it does not matter how     Special rules apply to Road Transport.
many hours per week you work (see table   Please refer to the Usdaw Drivers’
above).                                   Handbook.
4

    Trade union rights                                Apprentices 19+ who are in the second
                                                      year of apprenticeship will be paid the
    Everyone has:                                     rate for their age group.
      The right to join a trade union.
                                                    Usdaw believes that the National Living
      The right to take advice from their           Wage should be paid at 18 and not 25.
      union.                                        We do not believe a lower rate for workers
      The right to participate in a trade union.    under 25 is justified, when they are doing
                                                    the same job.
      The right to be accompanied by a
      union rep.                                    The legal National Living Wage is not the
                                                    same as the real Living Wage, as set by
    The National Minimum                            the Living Wage Foundation. This currently
                                                    stands at £10.55 per hour in London and
    Wage and the Living Wage                        £9.00 per hour across the rest of the UK.
    Usdaw was one of the main unions that           The real Living Wage is independently
    campaigned for the introduction of the          calculated, and is based on the amount
    National Minimum Wage (NMW) in the              needed for a decent standard of living.
    1980s and 1990s. It was introduced by the
                                                    The real Living Wage is voluntary, and
    Labour Government in 1999 and provides
                                                    employers who agree to pay it can become
    a legal safety net for the vast majority of
                                                    accredited by the Living Wage Foundation.
    UK workers.
                                                    However, the National Minimum Wage is
    In April 2016, the Government introduced
                                                    legally enforceable and employees can
    a National Living Wage for workers aged
                                                    report their employer to the Pay and Work
    25 and over, which is currently £7.83 per
                                                    Rights Helpline if they think they are
    hour. Like the Minimum Wage, it is illegal
                                                    being underpaid. Employers face a fine
    to pay any worker over 25 less than this
                                                    if they are found to be underpaying and
    amount, per hour.
                                                    employees can claim back pay too. This
    		                          April       April   applies equally to the statutory National
                                2018        2019    Living Wage.
      Aged 25 and over          £7.83       £8.21   Usdaw members who have a query about
      Aged 21-24                £7.38       £7.70   their pay rates should contact their
                                                    Union rep.
      Aged 18-20                £5.90       £6.15
      Under 18                  £4.20       £4.35
      Apprentices under 19      £3.70       £3.90
      (or 19 and over) who
      are in the first year
      of apprenticeship
Legal Plus Workers’ Rights                   5
                                             Section 1 – Basic Rights for Everyone

Contract of employment                       9. Pension rights.
                                             10. Collective agreements.
Every worker has a contract of
employment. It is not always written         11. Job title/brief job description.
down in one document. Sometimes it           12. Period of employment if temporary.
is not written down at all.
                                             13. A note specifying disciplinary
                                                 and grievance procedure.
Contract terms
The terms and conditions of your             14. Place of work.
employment may be changed by
negotiation. Many employees have             Changing contract terms
better rights under their contracts than     Your employer can only change your
the statutory minimums because of the        contract terms if you agree.
agreements which Usdaw has negotiated.       If your employer tries to force upon
Make sure you tell your Usdaw rep and        you new terms which you do not accept,
negotiators what you want and give           you must take immediate steps to protect
them your full support.                      your interests by lodging a grievance
                                             with the employer and notifying your
Statement of written terms                   Usdaw rep. Changes which you have not
Every worker has the right to have           agreed and that result in a cut in pay may
their main contract terms written down       mean an unlawful deduction from wages.
in a statement of terms and conditions       Changes in hours or shift patterns which
within two months of starting work.          are particularly hard for women with
The statement must include particulars of:   families to manage may be indirect sex
1. Name of employer and employee.            discrimination. Changes which you have
                                             not agreed may be a breach of contract.
2. Date employment began or when
   continuous employment began.              Statement of change in terms
3. Rate of pay.                              When any of these main terms are
4. Payment intervals.                        changed, your employer must provide
                                             you with a written statement of the
5. Hours of work.
                                             change within a month. Check any
6. Holidays and holiday pay.                 such statement carefully.
7. Sickness and sick pay.
8. Notice entitlement.
6

    Minimum period of notice                       What to do in cases of
    If your employment is terminated you           dismissal, discrimination
    are entitled to the following period of paid
    notice from your employer depending on
                                                   or redundancy
    your length of service.                        Whatever your hours or your length
                                                   of service, these are the steps you
    Service                       Notice           should follow:

    4 weeks to 2 years            1 week           1. Act fast
                                                      Both employment tribunal procedures
    2-3 years                     2 weeks
                                                      and company procedures have strict
    3-4 years                     3 weeks             time limits.
    4-5 years                     4 weeks          2. Contact Usdaw
    5-6 years                     5 weeks             Your Usdaw rep or Area Organiser
    6-7 years                     6 weeks             will help and advise you throughout.
                                                      You have a statutory right to have
    7-8 years                     7 weeks             an Usdaw rep with you.
    8-9 years                     8 weeks          3. Written reasons
    9-10 years                    9 weeks             Immediately ask your employer for
    10-11 years                   10 weeks            written reasons if you’re dismissed.

    11-12 years                   11 weeks         4. Get Usdaw legal assistance

    Over 12 years                 12 weeks            Contact your local office and ask for a
                                                      Member Pack.

    You are entitled to full pay for the           5. Follow company procedure
    statutory notice period, even if you              If you have a grievance about your
    are off sick or on maternity leave.               treatment or working conditions, you
    These are the minimum periods.                    should send a written grievance to
    Your contract may give you the right              your employer. You must also follow
    to longer notice.                                 the company grievance procedure and
                                                      attend all hearings.
                                                      If you are disciplined or dismissed,
                                                      you should appeal under the
                                                      company procedure.
                                                      If you do not follow the procedures,
                                                      the tribunal can cut your compensation.
Legal Plus Workers’ Rights                   7
                                             Section 1 – Basic Rights for Everyone

6. Notify Acas of intention to make a           If time is running out, do it yourself
   claim                                        and send it off (keep a copy if
   Contact Acas on 0300 123 11 22 to            possible). The form can be changed
   notify them of your intention to             later but not put in late. Make sure it
   make a claim and to obtain an Early          goes in within the time limits (usually
   Conciliation Certificate reference           three months from date of dismissal).
   number for your ET1. Please refer to         There are three ways you can issue
   our Early Conciliation Factsheet for         your claim:
   further information.
                                                1. Online through the gov.uk website.
7. Get Form ET1                                 2. By post to the Central Tribunal
   This is the Employment Tribunal Claim           Office for England and Wales:
   Form. You can get one from your local           Employment Tribunal Office,
   Jobcentre Plus Office or download one:          PO Box 10218, Leicester LE1 8EG
   www.gov.uk/employment-tribunals                 There is a different address for
   /make-a-claim                                   Scotland: Employment Tribunals
   You can also make an online                     Central Office, PO Box 27105,
   application through the website.                Glasgow G2 9JR.
                                                3. By handing in your ET1 in person
8. Send off Form ET1
                                                   at one of the designated regional
   It is your responsibility to submit the         offices.
   ET1 claim form within the time limits.
                                             9. Keep Usdaw informed
   If we receive your completed Member
                                                Always tell your Usdaw rep what
   Pack in good time and assistance is
                                                you’re doing. Usdaw will help at
   granted the Union may be able to
                                                each stage.
   assist in drafting your ET1.
8

    Grievance and disciplinary
    procedures
    We’ll try to settle the problems using your
    usual company procedures. By law, your
    employer must allow your Usdaw rep
    to come with you to all disciplinary and
    grievance hearings.
    If we can’t sort out the problem this way,
    your Usdaw team will advise you about
    taking the case further.
    Our full-time officials (Area Organisers)
    and the Usdaw Legal Department also
    provide advice and representation in
    employment tribunal cases.
    Tribunal claims must be lodged within
    strict time limits – normally three months
    less one day from the date of dismissal or
    cause of complaint. You are responsible
    for making your claim in time, so speak to
    your Usdaw rep as soon as you know you
    have a problem. Make sure you always
    follow the company grievance and appeal
    procedures.
    For help and advice about any
    employment problem, you can either
    contact your Union rep, call the Usdaw
    Helpline on 0800 030 80 30 or visit the
    Usdaw website www.usdaw.org.uk
9

2 Rights for Part-time Workers
The Part-time Workers’ Regulations            Auditing contract terms
prohibit discrimination against
part-time workers.                            Now is the time to look at your contract
                                              of employment and works’ rules. Part-
Part-time workers must be treated no          time workers should not be treated less
less favourably (on a pro-rata basis) than    favourably than full-time workers.
full-time workers in all matters including:   Less favourable treatment could be
  Rates of pay.                               a breach of the Part-time Workers’
                                              Regulations and/or sex discrimination.
  Overtime.
  Contractual sick pay.                       Take up any concerns through your Usdaw
                                              reps. You may be able to put change on
  Contractual maternity pay.                  the negotiating agenda, raise a grievance,
  Company pensions.                           or take a case to an employment tribunal.
  Access to training.
                                              Part-time workers
  Holidays and parental leave.
  Redundancy.
                                              and pensions
Contact Usdaw for further details on          Access to a Pension Scheme
the above rights.                             You cannot be refused entry to your
                                              Company Pension Scheme because
                                              of the hours you work.
                                              If you are, or have been in the past,
                                              you should contact the Pensions Section
                                              in Usdaw’s Legal Department on
                                              0161 249 2440.
10

     3 Discrimination in the Workplace
     The Equality Act came into force on           2. The Equality Act covers the same
     1 October 2010 in England, Scotland              groups of people that were protected
     and Wales.                                       by equality law before. It stops people
                                                      being unfairly treated on the following
     1. In October 2010 all nine major pieces
                                                      grounds:
        of equality law including the Disability
        Discrimination Act and the Sex                  Age.
        Discrimination Act were replaced by a           Disability.
        law called The Equality Act. Almost all
                                                        Gender reassignment (members
        of what the previous laws said about
                                                        changing sex).
        protection from discrimination and
        rights to fair and equal treatment stay         Race.
        the same. This section outlines the             Religion or belief.
        main ways in which the Equality Act
                                                        Sex.
        has changed and improved the old law.
                                                        Sexual orientation.
                                                        Marriage and civil partnership.
                                                        Pregnancy and maternity.
Legal Plus Workers’ Rights                  11
                                               Section 3 – Discrimination in the Workplace

3. As well as bringing all equality laws          to be under medical supervision to be
   into one place and making the law              protected from discrimination. This
   more consistent, the Equality Act also         means that a man who decides to live
   strengthens rights, particularly for           permanently as a woman is protected
   disabled workers. See Usdaw’s leaflet          even though she may decide not to
   Supporting Disabled Members (leaflet           undergo any medical procedures at all.
   383) for more information about how         8. The Act restricts the kinds of questions
   the Equality Act improves rights for           employers can ask about a job
   disabled members.                              applicant’s health or disability before
4. The Equality Act protects you from             offering them a job.
   being unfairly treated because you                Employers are still allowed to ask
   associate with a person who fits                  health or disability-related questions
   into one of the protected groups. For             before inviting someone to an
   example, a parent who is harassed                 interview, where they relate to
   because his/her son is gay will be                making reasonable adjustments to
   protected by the Equality Act. This is            the recruitment or interview
   called ‘associative discrimination’.              procedure for example, or where
5. So this also gives greater protection for         they directly relate to a person’s
   carers, such as someone caring for a              ability to carry out essential job
   disabled child or relative.                       duties. So for example, if an
6. If you are unfairly treated at work               employer were advertising for an
   because someone thinks you fall                   HGV driver, questions concerning
   into one of the protected groups                  an ability to be able to sit for long
   of workers, even if you don’t, you                periods or about any visual or
   are covered by the Equality Act. For              hearing impairment are still likely
   example, if you are called names by a             to be ok.
   colleague because they think you are
   disabled (even though you aren’t) or        9. Similar protection against
   because they think you are a Muslim            discrimination exists in Northern
   (even though you aren’t) then you may          Ireland but under different pieces of
   be able to take action against them            legislation as the Equality Act does not
   under the Equality Act. This is called         apply there.
   ‘perceptive discrimination’.                For more information and publications on
7. The Act is good news for transgender        discrimination, see Usdaw’s website www.
   members (a person who identifies            usdaw.org.uk
   with a different gender from that they
   were assigned at birth). Transgender
   members no longer need
12

     4 Maternity and Parental Rights
     Any Usdaw member who becomes                 Qualifying Service
     pregnant should obtain a copy of
     Maternity and Parental Rights Guide –
     An advice booklet for Usdaw Members.         Right                    Service
     It contains essential information about      Ordinary Maternity       None
     your rights and is available from your       Leave
     local Usdaw office.
                                                  Statutory Maternity      26 weeks
     The rules are complex and it is important    Pay                      at EWC*
     that you follow them carefully.
                                                  Additional               None
     This section outlines the main points        Maternity Leave
     but you will need Maternity and Parental
                                                  Paternity Leave          26 weeks
     Rights Guide – An advice booklet for Usdaw
                                                                           at EWC*
     Members to get the complete picture.
                                                  Parental Leave           One year
     Your contract of employment may give
     you better maternity leave arrangements      *EWC = Expected Week of Childbirth
     than the statutory ones set out below.
     Always check your contract terms.
     Your employer should acknowledge
     your notification of pregnancy in writing,
     telling you:
       How much leave you will get.
       When it starts.
       When you should return.
       What maternity pay you will receive.
     You should keep this letter safe. If you
     disagree with any part of it,
     contact your Usdaw rep.
Legal Plus Workers’ Rights                13
                                             Section 4 – Maternity and Parental Rights

Ordinary Maternity Leave
All women are entitled to Ordinary
Maternity Leave (OML) of 26 weeks
and Additional Maternity Leave (AML) of
26 weeks. It does not matter how many
hours you work or what length of
service you have.
  To take advantage of OML and AML,
  you must notify your employer no later
  than the end of the 15th week before
  the week your baby is due
  (the notification week):
  – That you are pregnant.
  – When the expected week of childbirth
    will be (your employer can request a
    medical certificate).
  – When you intend to start your
    maternity leave (in writing, if your
    employer requests).
  The start of your maternity leave must
  be no earlier than the 11th week before
  the expected week of childbirth.           Additional Maternity Leave
  You can change the starting or finishing   All women are entitled to 26 weeks’ OML
  dates of your leave as long as you give    and 26 weeks’ AML.
  eight weeks’ notice.
                                               AML begins when ordinary maternity
  Your employer must notify you of the         leave ends, and it runs for a further
  end date of your leave within 28 days        26 weeks (giving 52 weeks’ maternity
  of receiving your notification.              leave altogether).
                                               You can return to work before the
                                               end of AML, but you must give eight
                                               weeks’ notice.
                                               If you cannot return on the notified
                                               date because of illness, you will be
                                               considered to have ended your
                                               maternity leave but then gone on to
                                               contractual sick leave.
14

     Rights when you return                        Statutory Maternity Pay
     after maternity leave                         You are entitled to a maximum 39 weeks’
                                                   Statutory Maternity Pay (SMP) if:
     If you take only 26 weeks’ maternity leave
     you are entitled to return to the same job      You have worked for your employer for
     on the same terms and conditions as if you      a continuous period of at least 26 weeks
     had not been absent.                            ending with the qualifying week – that
                                                     is the 15th week before the expected
     If you return to work after taking AML
                                                     week of childbirth.
     and there is some reason why it is not
     reasonably practical for your employer to       Your average pay in the eight weeks
     take you back in your original job, you are     up to and including the qualifying
     entitled to be offered suitable alternative     week has been not less than the lower
     work.                                           earnings limit for National Insurance
                                                     Contributions, which was £116 from
     If you wish to vary your working pattern
                                                     April 2018 (£118 from April 2019).
     on return from maternity leave, you have
     the right to request a flexible working         You have properly notified your
     pattern (see page 18).                          employer of the start date of your
                                                     maternity leave with medical
     Dismissal                                       evidence of pregnancy (for example,
                                                     a medical certificate).
     You cannot be dismissed or selected for
     redundancy because of pregnancy or            If you qualify then the first six weeks of
     maternity leave, or unlawfully denied the     SMP are paid at 90% of your average
     right to return. In such circumstances        weekly earnings; the remaining weeks
     you may claim unfair dismissal, sex           are paid at 90% of your average weekly
     discrimination or breach of specific          earnings or the ‘standard rate’ (currently
     maternity rights.                             £145.18 per week (£148.68 from April
                                                   2019)), whichever is lower.
     If you are made redundant during
     maternity leave, your employer should
     give you first refusal of any vacancy/
     alternative jobs.
     Dismissal for exercising any of the family
     friendly rights is automatically unfair.
Legal Plus Workers’ Rights                15
                                             Section 4 – Maternity and Parental Rights

Maternity Allowance
If you do not qualify for SMP, you may
get Maternity Allowance (MA) for a
maximum of 39 weeks.
In order to qualify you need to have
worked for 26 weeks of the 66 weeks
before your baby is due (this is known as
the test period). The weeks do not need to
be consecutive or for the same employer.
You do not need to work full-time as long
as you have earned an average of £30
per week.
MA is paid at 90% of your average weekly
earnings or the ‘standard rate’ (currently
£145.18 per week (£148.68 from April
2019)), whichever is lower.
16

     5 Family Friendly Rights
     Ordinary Paternity Leave                       Statutory Paternity Pay
     If you are a new father or the partner         Ordinary Statutory Paternity Pay is paid
     of the mother of a new baby and have           for two weeks at a flat rate of £145.18
     worked for the same employer for               (£148.68 from April 2019). If you earn less
     26 weeks (by the 15th week before your         than the flat rate, you will be paid 90% of
     baby is due) you have the right to two         your average earnings instead.
     weeks’ paternity leave. This right is called
                                                      To qualify you must have worked for
     Ordinary Paternity Leave (OPL) and is also
                                                      the same employer for 26 weeks by the
     available to same sex parents. You may
                                                      15th week before the baby is due (or if
     also be entitled to Statutory Paternity Pay.
                                                      adopting by the week you are matched
     This includes those adopting a child.
                                                      with the child); and
                                                      Have average earnings of £116 per week
                                                      before tax from April 2018 (£118 from
                                                      April 2019).
Legal Plus Workers’ Rights                    17
                                               Section 5 – Family Friendly Rights

Shared parental leave                          Adoption pay is 90% of average weekly
                                               earnings for the first six weeks and the
Under a system introduced in 2014,             remaining 33 weeks are paid at a flat rate
eligible parents can choose how they           of £145.18 (£148.68 from April 2019).
share care of their child in the first year    To qualify you must earn not less than the
after birth. Mothers have to take at least     lower earnings limit for National Insurance
the initial two weeks of leave following the   Contributions; £116 from April 2018
birth. Following that they can choose to       (£118 from April 2019).
end maternity leave and the parents can
opt to share the remaining leave.              Parental leave
Adoption leave                                 Both mothers and fathers of young
                                               children have the right to take unpaid
                                               leave to look after them. You must have
Ordinary                 26 weeks paid         at least one year’s service.
Adoption Leave
                                               You can take four weeks a year, up to a
Additional               13 weeks paid/        total of 18 weeks per child.
Adoption Leave           13 weeks unpaid
                                               You must give your employer 21 days’
Paternity Leave          2 weeks paid          notice before the intended start date.
Parental Leave           18 weeks unpaid         Parents must take their leave by their
                                                 child’s 18th birthday.
When a couple adopts, only one parent
has the option of ordinary and additional      Dependants leave
adoption leave. The other parent may           All employees are entitled to take a
take paternity leave. Both may take            reasonable amount of unpaid time-off
parental leave. Both have employment           to look after dependants in an emergency.
protection rights.
18

     The right to                                 Flexible working includes a request to
                                                  change the hours you work, to change
     flexible working                             the times you are required to work, or
     All employees can apply to their employer    to work from home.
     to work flexibly. Employers have a duty to   If your employer agrees to the request
     consider an application seriously.           for flexible working, the new working
     To take advantage of this right, you must    arrangement becomes a permanent
     have worked for the same employer            change to your contract. If you wish
     continuously for at least 26 weeks.          to make the flexible arrangement
                                                  temporary, you must make that clear
       You cannot apply to work flexibly if       and specifically agree to revert to
       you have made another application in       the original or other terms.
       the previous 12 months. If you think you
       will need more than one change in the      You should discuss your request and
       year ahead, build that into your request   the reasons for it with your Usdaw rep
       so that all phases are covered.            before asking for a change, or if there
                                                  is a refusal.
       You cannot apply to work flexibly
       if you are an agency worker.
Legal Plus Workers’ Rights           19
                                           Section 5 – Family Friendly Rights

A tribunal cannot normally investigate
the rights and wrongs of a refusal, only
whether the procedure has been
properly followed.
Maximum compensation for a failure to
comply is eight weeks’ pay.
Flexible working rules are different in
Northern Ireland (speak to your Area
Organiser).
20

 6 Fixed-term Contracts
 The Fixed-term Contract Regulations apply     Employers can only defend differences if:
 to company employees. They do not apply
                                                 They are necessary for a very
 to contracted-out or agency workers used
                                                 particular reason, or
 by the company.
                                                 The overall package is comparable.
 Fixed-term contract staff have the right to
 equal treatment with permanent staff in:      You cannot be kept on a fixed-term
                                               contract forever. After four years you
     Terms and conditions.                     have the right to ask to be made
     Training.                                 permanent. If the employer cannot justify
                                               the continuation of a fixed-term contract
     Opportunities to seek a permanent post.
                                               for special reasons, you should be
 You have the right to ask your employer for   made permanent.
 written reasons explaining the differences
 between a fixed-term and a permanent          Failure to renew a fixed-term contract is
 contract. Your employer has 21 days to        classed as a dismissal and may be unfair.
 reply.
21

7 Sunday Working Rights
All UK shopworkers have the right to opt   How to opt out of
out of Sunday working, unless they only
work on Sundays.                           Sunday shopwork
                                           If you want to opt out of Sunday
Your legal rights                          working, for any reason, you must give
All shopworkers (except Sunday-only        your employer a signed and dated written
workers), irrespective of their age or     notice saying that you no longer wish to
length of service, have the right:         work on Sunday.

  Not to be dismissed for refusing to      You do not have to give any reason.
  do shopwork on Sundays.                  You must, if required by your employer,
  Not to be selected for redundancy for    continue to work on Sundays for three
  refusing to do shopwork on Sundays.      months, unless your Usdaw rep is able
                                           to negotiate a shorter notice period.
  Not to suffer any other detriment for
  refusing to do shopwork on Sundays,      Shopworkers are entitled not to be
  for example denial of overtime,          dismissed or suffer any detriment by
  promotion or training opportunities.     their employer during the notice period.
                                           Once the notice period has ended,
You must give your                         you have the right not to do Sunday
employer three months’                     shopwork. You are protected as an
                                           ‘opted out’ shopworker.
notice in order to ‘opt out’
This is the case unless you have been      Hours of work
employed continuously as a shopworker
                                           If you opt out of Sunday working, your
by your current employer since before
                                           employer is under no obligation to provide
26 August 1994. In that case you need
                                           you with alternative hours of work on
to read the following section entitled
                                           different days. Opting out may therefore
‘Protected Shopworkers’.
                                           result in a decrease in your weekly wage.
                                           Ask your Usdaw rep if they will help you
                                           to negotiate different hours.
22

 After opting out                                You can refuse to do Sunday work
                                                 whatever your contract says and
 If you have opted out of Sunday working,        whether or not you have done Sunday
 you are able to opt back in at any time.        work in the past.
 However, your employer is not obliged
 to give you Sunday work.                        You cannot be dismissed, disciplined
                                                 or treated less favourably because
 You still retain the right to opt out of        you refuse to work on Sunday.
 Sunday working again at any time that
                                                 If you are dismissed, disciplined or
 you wish, although you will need to give
                                                 treated less favourably you can bring
 up to three months’ notice again.
                                                 a case to an Employment Tribunal.
 Protected shopworkers                         For further information see Sunday
                                               Working for Shop and Betting Workers
 If you have been employed continuously        – A guide to your rights (leaflet 278).
 as a shopworker in England or Wales
 by your current employer since before         The Conservative Government’s plans to
 26 August 1994 (or in Scotland since          change the law on Sunday Trading were
 6 April 2004), you are automatically          dropped following a strong campaign
 ‘protected’ from being required to work       by Usdaw.
 Sundays.
 If you have not signed an Opting In Notice,
 saying that you wish to do Sunday work,
 you have the following rights:
23

8 State Benefits
Sick pay                                     Universal Credit
Statutory Sick Pay (SSP) is administered     Universal Credit is replacing the following
and paid by your employer.                   benefits:
Your contract of employment may mean           Child Tax Credit.
that your employer also has to pay             Housing benefit.
company sick pay in addition to SSP.           Income Support.
However, SSP is the legal minimum
sickness payment and your employer             Income-based Jobseeker’s Allowance
cannot pay you less.                           (JSA).
                                               Income-related Employmnet and
To qualify for SSP you must normally earn      Support Allowance (ESA).
not less than the lower earnings limit for
National Insurance Contributions which is      Working Tax Credit.
£116 per week (£118 from April 2019).        If you currently receive any of these
                                             benefits, you cannot claim Universal
SSP is paid at the rate of £92.05 per week   Credit at the same time.
(£94.25 from April 2019). You can claim
up to 28 weeks’ SSP. When it stops you       Universal Credit is being introduced in
should claim other State Benefits such as    stages across the UK. You do not need
Employment and Support Allowance.            to do anything until you hear from the
                                             Department for Work and Pensions (DWP)
                                             about moving to Universal Credit, unless
                                             you have a change in circumstances.
24

 9 Usdaw’s Legal Plus – Looking
 After You and Your Family
 Usdaw’s Legal Plus service                       We’ll log your call immediately, check your
                                                  membership details, register your interest
 is here to help you                              and give you a reference number. If you
 Legal Plus covers you for:                       want to make a claim you will be able to
                                                  speak to one of the Usdaw solicitors’ firms
     Accidents, injuries and diseases.            immediately and give them your details.
     Accidents any time and any place in the
     UK – not just at work or going to and        What does Usdaw’s
     from work.
                                                  Legal Plus cover?
     Road traffic accidents.
                                                  Members are fully covered for:
     Work-related diseases or conditions.
                                                    Any accident, anywhere in the UK, and
     Slipping and tripping.                         now also for accidents/injuries outside
     Injuries caused by violent crime or            of the UK whilst on a package holiday.*
     armed robbery.                                 Members’ children, under the age of
     Family members living with you are also        18, are fully covered for any accident,
     fully covered if they’re injured in a road     anywhere in the UK, and now also for
     traffic accident.                              accidents/injuries outside of the UK
 Fast, expert help is only a free call              whilst on a package holiday.*
 away – 24/7. Use FirstCall Usdaw to                Other family members living in the
 start the process.                                 same household as the member are
 No forms – No fuss – no delay.                     fully covered if they are injured in a
 Call 0800 055 6333.                                road traffic accident.
                                                  To register a new accident, injury or
 We’ll need your:
                                                  disease claim, call FirstCall Usdaw on:
      Name and address.                           0800 055 6333.
      Phone and email contact details.
      Date of birth.
                                                  *Package holiday claims means accidents, injuries
      Date of the incident.                        or other personal injury claims covered under
                                                   the Package Travel, Package Holidays and
      Usdaw membership number. This isn’t
                                                   Package Tours Regulations 1992.
      essential, but can speed up the call.
Legal Plus Workers’ Rights                    25
                                                                                         2
                                           Section 9 – Usdaw’s Legal Plus

Employment problems                        Free wills
Usdaw reps and officials are ready to      It’s important for your family and your
help you resolve any type of employment    own peace of mind that your affairs are
problem, including:                        in order before you die. If you want your
                                           property to pass to the people you choose,
  Redundancy.
                                           it’s essential to make a will. Every Usdaw
  Dismissal.                               member, and his or her partner, can
  Discrimination.                          make a will free of charge through Usdaw
                                           solicitors.
  Contract claims.
  Equal pay.                               New members benefit from our free
                                           will-writing service as soon as they
  Family friendly rights.                  join Usdaw – saving up to £200.
  Part-time workers’ rights.               If your affairs are especially complex, the
  Unlawful deductions.                     solicitors may need to charge, but they’ll
                                           discuss this with you beforehand.
  Minimum wage.
                                           To take advantage of our free will-writing
We’ll try to settle the problems using     service, complete our online BL4 Form at
your usual company procedures. By law,     www.usdaw.org.uk/BL4 or phone the
your employer must allow your Usdaw rep    Legal Department clerical team on
to come with you to all disciplinary and   0161 249 2477.
grievance hearings.
If we can’t sort out the problem this
way, your Usdaw team will advise you
about taking the case further.
For help and advice about any
employment problem, you can either
contact your Union rep, call the Usdaw
Helpline on 0800 030 80 30 or visit the
Usdaw website www.usdaw.org.uk
Do not use FirstCall Usdaw for
employment matters.
26

 Conveyancing                                  Legal Plus rules
 Buying a house or a flat is a long-term        You must be a member of Usdaw at the
 financial commitment and may be one of         time of the incident you are claiming for.
 the most important steps in your life. Our
                                                Your contributions must remain fully
 Usdaw solicitors will deal with all stages
 of your property transaction professionally    paid-up throughout the case.
 and efficiently, at favourable rates for       You must co-operate with Usdaw and
 Usdaw members. You’ll receive a written        its solicitors and follow their advice.
 quotation at the outset, so you won’t
                                                You must not deliberately mislead or
 have any unwelcome surprises.
                                                give Usdaw and/or your representative
                                                false information.
 Free advice scheme
                                                Your claim must not be fundamentally
 Usdaw’s Legal Plus service doesn’t stop        dishonest.
 when you clock off work. You’re entitled
 to free advice about any non-work related      You must not take advice from other
 legal problem. For example, you may            legal advisers at the same time.
 have:                                          You will not be supported in bringing
     Sorting out probate matters when           cases against the Union, its reps or
     someone dies can be stressful.             staff, or in matters that are in conflict
     Our Usdaw solicitors can provide you       with the Union or its policies.
     with sympathetic and professional          You will not be supported if the
     advice at special, flexible rates.         incident/accident is a consequence of
     Bought a car or a washing machine          your own neglect of duty, misconduct
     that simply isn’t up to standard and       or criminal act.
     the salesman refuses to do anything        Legal help will not be granted to family
     about it.                                  members who should have been an
     A dispute with your landlord, the          Usdaw member.
     council, or with nuisance neighbours.      Cases are only supported to a trial
     A matrimonial or other family problem      or hearing if they have reasonable
     at home, or want advice about debts.       prospects of success and no reasonable
 If there’s more legal work required after      offer of settlement has been made.
 you’ve received the solicitors’ advice,        Family members must follow the
 they’ll offer you special terms.               same rules.
 To benefit from these services,                In any event, legal assistance is at
 complete our online BL3 Form at                the discretion of the Union.
 www.usdaw.org.uk/BL3 or phone the
 Legal Department clerical team on
 0161 249 2477.
Legal Plus Workers’ Rights                    27
                                           Section 9 – Usdaw’s Legal Plus

You’ll find these rules in detail in the   Once legal assistance has been granted,
Legal Plus Members’ Handbook, which        we’ll investigate your case and regularly
our solicitors give to members when        review it to ensure you continue to comply
they start an injury claim. You can also   with the rules and that your case still has
see the Members’ Handbook on the           reasonable prospects of success.
Usdaw website.
Where assistance is granted in
employment cases members will be
sent the Employment Cases Member
Handbook. This also contains the rules
on Legal Plus.
28

 Notes
Legal Plus Workers’ Rights       29
        Section 9 – Usdaw’s Legal Plus

Notes
If you have a problem and need help or advice or want to join
                              the Union, contact your Union rep

                                             or write to
                            Usdaw, 188 Wilmslow Rd
                              Manchester M14 6LJ
                (Mark the envelope for the attention of the Legal Department
                         for more detailed legal or pension advice.)

                                   or ring the Usdaw Helpline
                                     0800 030 80 30
                                   or visit the Usdaw website
                        www.usdaw.org.uk/legalplus

December 2018           Published by Usdaw, 188 Wilmslow Road, Manchester M14 6LJ   Lft 211
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