I understand all that and we’re considering whether 50% will work. Although they’re not suggesting that 60% doesn’t work, just that they “may” find it more difficult to recruit for another small contract at a later date. Although whether this is impacted on by my wife is unclear as she’s currently doing a case load that, although is less than full time staff, is already greater than the council target for 100% staff.
The question I have is can you have what are, to all intents and purposes, contracted hours (she MUST attend the extra half day a week, it’s not optional whether she turns up), yet not pay her sick leave, or contribute to holiday for those hours?
We’ve been asking clarification on the payment / contractual position from them since about 2 months before she returned to work. The story keeps changing. She still doesn’t have a change to her contract in writing and all this stuff about the 10% has also been verbal. She’s now been back at work for 2 weeks.
TBH, it’s to be expected from a council department that seems to be managed through bullying and fear rather than team work and cooperation. Needless to say we’re looking at other employment options once she’s covered her maternity pay.