In this present financial climate it is very very important to deal with employment law in the proper way.
Lots of people within this industry use the internet and forums just like this in order to obtain paperwork relating to Health & Safety and Employment Law, doing things this way, obviously keeps the costs of these "businesses" down, so that they are able to quote some silly prices in order to get work.
Regarding your particular question Keith,
Firstly, by your own admission the hours for the job are Monday to Friday between 8am and 6pm.
You then state that at interview time you informed them of your wish to work only Monday to Thursday from 6am to 2pm.
The employer needs workers between these hours, you cannot really expect them to change the hours to suit your personel needs, this might be possible in areas of high employment, or in a economy, when labour is in short supply.
If these hours were not suitable, perhaps you should have informed the jobcentre, before interview?
The second point, I doubt very much if the firms admin staff would have the authority to amend anyones contract of employment, as again there are legal requirements to be met before amending anyones contract of employment, if they did as you say amend them on the day, it is doubtful if the correct processes have been followed.
Any contract of employment must be signed by both parties, and each must have their own copies, by law the employer has to issue a contract of employment within 13 weeks, however it is considered best paractice to issue new starter documentation before the beginning of the first shift worked.
The third point, any contract of employment, should contain clauses that allow the employer to alter certain things, such as locations, times of shifts, hours worked etc, etc. This really is not done to "get one over on staff" or show them "who is boss", but to protect both the employer and the employee's in case the work situation demands, as contracts come and go, staff need to remain flexiable in their attitude, as does the business owner.
Regarding the staff that have been transfered under TUPE, they do have legal rights, and acas would be the first point of call, yourself, and other members of staff that feel that they have been mistreated, should also look into this course of action.
The last point I would like to raise, is to respond to your final query " Can I Sue?"
Without being in full possession of all the facts, I cannot say, however for those of you who have trawlled the internet and forums such as this one in order to obtain the legally required paperwork, as the economy worsens, you may well find that your employee's gain a sudden insight into their employment rights, that could very well end up costing you very dear!
Gordonswindows, regardless of how short the length of employment, each employee has rights under the law, doing, changing, saying or not following the correct procedures can land the employer with a hefty bill, through fines or legal costs.
Hope this helps!
Regards,
Rob
