family friendly return to original shiifts

[rogersh]

A colleague who is part-time - current duty 2 x 8 shifts Saturday & Sunday.
Her original permanent contract in 2015 was Tuesday to Saturday various set shifts (30hrs)

She changed her shift on request after childbirth but now wants to revert to her original hours as circumstances have changed.
Does anyone know if she is entitled to resume to her original shifts/hours?
Being Royal Mail are "family friendly", should they give consideration to this request anyway?

She is a CWU member, but has asked me to seek any advice before approaching the area rep.
Edit; Have now read information in policy for flexible working.

[TrueBlueTerrier]

https://www.citizensadvice.org.uk/work/ ... -employer/" onclick="window.open(this.href);return false;

You decide to withdraw your application

If you change your mind about flexible working, you can tell your employer you want to withdraw your application at any point during the process.

It is best to do this in writing, but even if you don’t, your employer should usually confirm your decision to you in writing.



------------- I would suggest going to CA just to confirm this though.

[rogersh]

Thanks for the feedback TBT, I have edited this information to give to my colleague in the initial stage. From Royal Mail Policy.

FLEXIBLE WORKING
PART 1: GUIDE FOR EMPLOYEES AND MANAGERS
What is flexible working?

Employees can request flexible working patterns that involve a change in:
 the hours they work
 the time they are required to work
 location
Flexible working has potential benefits for both employees and Royal Mail’s business
There are three types of request –

1.Request for permanent contractual change
It will be assumed that a flexible working request is for a permanent contractual change unless it states otherwise.

2.Request for temporary contractual change to working patterns
Employees who wish to request a temporary contractual change should make this clear in their flexible working request. These changes should have an end date agreed from the outset and should not be for periods of longer than one year. Employees should be aware that they will not be eligible to make a further formal request to work flexibly for a 12 month period from when the application is made.

3.Informal (non-contractual) arrangements
If the flexible working arrangement requested will not lead to a change to an employee’s terms and conditions of employment, such requests can be agreed locally with an employee’s manager. The manager should keep a record of the arrangement and provide a copy to the employee. Employees should be aware that informal arrangements are expressly non-contractual and can be varied by Royal Mail at any time.


Step 1: Formal Request

Where an employee does not have access to PSP they should ask their manager for a *Flexible Working Request Form and when completed the application section should be handed to the manager and the registration section sent to HR Services

Any requests that lead to a contractual change must be requested through the formal process.


Step 2: Meeting

Once an employee has completed the *appropriate form, the manager should invite the employee to a meeting to discuss the request, normally within 28 days of receipt of the request. If this is not possible, managers can request a time extension.

Step 3: Decision following meeting - Outcome of the meeting

Following the meeting the manager should decide whether the flexible working request can be granted
•Examples of flexible working include: part-time working, job sharing, term-time working, staggered hours, swapping hours or shifts.
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•If you have worked for Royal Mail for at least 26 weeks, you can request either a permanent contractual change to your working pattern, or a temporary change if you only need it for a certain period (less than 12 months).

Formal requests
•Your manager should normally deal with your request within six weeks of your application.
•They will hold a meeting with you and confirm the outcome in writing.
•When considering your request, your manager will look at the benefits for you and the business. These will be weighed up against any negative impact.