. The chemist and druggist [electronic resource] . ll withdifferent legal obligations for theemployer and options available tothe employee. In the current economic climate,employers might consider: changingshift patterns or reducing overtime;cutting back on benefits such ascontractual sick pay, holiday pay andprivate medical insurance; freezingwage levels or minimising bonuses. Some of these changes may beauthorised by the employmentcontract or the contract might allowthe employer to withdraw adiscretionary benefit at any , even if a benefit is non-contractual or discretionary, the
. The chemist and druggist [electronic resource] . ll withdifferent legal obligations for theemployer and options available tothe employee. In the current economic climate,employers might consider: changingshift patterns or reducing overtime;cutting back on benefits such ascontractual sick pay, holiday pay andprivate medical insurance; freezingwage levels or minimising bonuses. Some of these changes may beauthorised by the employmentcontract or the contract might allowthe employer to withdraw adiscretionary benefit at any , even if a benefit is non-contractual or discretionary, theemployee may still be entitled to it ifit has been provided consistentlyovertime. If employees refuse to agree tosuch changes, employers may try toimpose a change unilaterally,arguing that those who continue towork without protest by implicationagree to the change. The impliedagreement test is more likely to bemet if the change has an immediateimpact, such as a pay cut, than if thechange is not felt for some time,such as cuts to redundancy pay or. Adam Rice: a bit of lateral thinking oncost cutting can save jobs pensions. However, employees whoobject to the changes may resignand claim constructive dismissal orrefuse to work under the new terms,forcing the employer either todismiss them or let them continueon their old terms Perhaps morelikely in the current climate is foran employee to agree to workunder protest and seek damagesfor any loss they suffer as a result ofthe change. Employers with good businessreasons for cutting pay or benefitsmay dismiss employees and re-engage them on revised terms iftheir earlier attempts to persuadeemployees to consent to the changehave failed. Provided employees aregiven proper notice of dismissal,there can be no claim for breach ofcontract. Conversely, employeesmay have unfair dismissal claims,but employers who have actedreasonably by consulting withemployees about possiblealternatives will have a betterchance of defending these,particularly
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Keywords: ., bookcentury1800, bookdecade185, booksubjectpharmacy, bookyear1859
