It has come to light that one of our hourly rate Receptionists has claimed for a full shift during the Easter Sunday and Monday holidays when our business closed early. She said that her manager, who has since left, said she could do this and she had done the same thing last Chistmas and Easter! Our contracts state that the company reserves the right to have set closure periods and staff will be required to take annual leave to cover these closures although the clause does not specify early closures and a forced reduction in a normal shift. I intend to talk through the error with the Receptionist with her manager and explain that although it has happened before we would not accept it happening again and will not recover the overpayments that obviously have happened before. The receptionist feels this is unfair as she is willing to work a full shift and because we close she should not have a shortfall in pay and wants to raise a grievance. Am I missing something here? I believe our contractual clause covers any type of closure but I am expecting her to disagree. Any advice gratefully received!
Michelle Venner

Michelle Venner

Processing...
Thank you! Your subscription has been confirmed. You'll hear from us soon.
ErrorHere