Job Sharing

[Harrysmum]

A colleague and I (both working part-time) are keen to explore job sharing as a means of doing a more intersting job (on the grounds that it'll be a proper job rather than bitty jobs dished out to p-t people). However, jobshare people are expected to cover each other's annual and sick leave. Am I being quite dense or does that really mean that I might as well have no annual leave as I'm having to pay it back through covering the other? And (my bigger concern) can they make me do that when it results in increased costs to me by having to up my childcare requirements when she is on AL without paying me for the extra time that I am doing? All answers greatly appreciated!

[bettys]

Harrysmum, surely covering the other's annual leave would still mean you got paid for it? I t would just be a case of not taking the same weeks off and arranging a few days extra childcare. As for sick leave that can be hard to predict. I do a jobshare, but while I'm offered the chance to cover my opposite's annual leave for overtime, I'm not obliged to. Or her sick leave either. My hours etc are clearly stated in my contract, as are annual and sick leave benfits. It will probably all depend on the type of company you work for.
Sorry to sound so vague, but I'm not aware of any jobshare ground rules such as you are describing.

[Harrysmum]

Oh well; have found out that it's really true - they do expect that when the other is on AL I must do her days and vice versa; might as well not have any hols then! No extra pay for the extra days (just the perk of being allowed a job share!) but clearly there would be extra child care costs. Works out even more badly for potential partner as I do 3 days and she does 2 days so I am entitled to more AL so she would have more to cover. Surely this must be against some European employment regulation - any employment law whizzes?? We have been advised that it would be better to apply for posts as 2 part-time people than as a jobshare! And this is from the university "committed to flexible working practices"!

[WedgiesMum]

Harrysmum - which University do you work for??? I didn't think any University worked like this and I also thought that terms and conditions were pretty standard, did you get this information from your HR department or from someone else?. The reason that I ask is that often the job share way of working is not completely understood by 'operational' line managers who operate it to suit themselves rather than along the lines that HR want them to. I work at Sheffield Hallam and it doesn't work like that here (I know becuse I job share and lots of friends and colleagues do too), or at any of the other institutions that I know. Have you had a word with your Union rep? They might be able to help. And I'm fairly certain they can't make you do extra time without being paid for it - what does it say in the job share contract?

[Harrysmum]

The new statement on flexible working states "Job Sharing - where 2 or more people share the same responsibilities of a full-time post. You should note that job share partners will be expected to cover each other's annual leave and sick leave and, therefore, this arrangement might result in you working full time hours from time to time". HR clarified that it means exactly what it says and when A is on AL I will be in FT and when I am on AL she will be in FT; we won't be able to take AL at the same time. It won't be considered as overtime and eligible for payment as it's part of the contractual arrangement! I tried when I first came back from maternity leave to work on a flexible basis as there is a lot in my job I could do (probably more effectively) from home but this was turned down flat. There is a part-year option as well but the head of admin has already said off the record that it will happen over his/her dead body. No-one here works on a job share basis and if you come back pt after maternity leave you don't get a "proper" job; it kind of feels like a battle of wills - who will hold out long enough - me for a real job or them and I take voluntary severance... That's a pre 92 university for you.

[Bozza]

So what happens if you're both sick at the same time?

[Bozza]

When I worked full time, if I was off sick that was it and my responsibilities were spread round the team. Sure this is the norm apart from long-term sick.

Also that statement that you quoted is totally contradictory. A full time person does not cover their own leave obviously so saying that you should because the two of you are a full time equivalent is ridiculous. I think its fair that your leave should be pro-rata'd - ie say a full timer gets 25 days you should get 10 and your colleague 15 - 5 weeks all round.

This doesn't really help though you decide what to do about it I'm afraid. Maybe Wedgiesmum can help, some of her suggestions sounded quite good.

[Harrysmum]

Leave as a part-timer is pro rata the full time equivalent and that would be the same in a job share just that when one is away the other covers full time. The HR officer agreed that it means cover is beyond a full-time equivalent but they see that as the Uni perk for our perk of being job share. Ridiculous thing is we are actually trying to find a way of doing jobs that justify our (relatively) high salaries because at the moment in our separate p-t jobs we are both literally doing next to nothing. It is SO frustrating! Have applied to join the union.

[Bozza]

But why is it a perk? You're doing the same job, costing them the same as a FTer. Also although I think the annual leave thing is totally unfair, I think the sick leave is actually unworkable. What if you go visit someone at the other end of the country on your day off and then come 8.30 your JobShare phones in sick? Or you've a hosp appt for your child and she phones in? Let alone the childcare at no notice issue. From what you say it sounds like a better deal for all involved but not with this leave thing.

[Harrysmum]

It's completely unworkable for us in practice - we can both arrange extra childcare with some notice but not none if one were sick as neither of us have family within 150 miles of here. It's the AL thing that really gets to me - of course we would keep an eye on the other's correspondence etc and deal with emergencies as you would were you working ft and a colleague was on holiday but it really seems like they are just making a show of being committed to felxible working by having a policy but one that doesn't work in practice so they never have to bother.

[aloha]

Of course you can't cover someone else's sick leave! Suppose they were long-term sick? Plus with children you can't just come in at a moment's notice. People don't cover their own sick leave, the work either has to wait or be done by others. It's just a stupid idea and it needs pointing out to them. Job sharing isn't a perk!! ooh, I feel so cross for you.
And yes, how can you have annual leave if you don't get paid for covering the other person's annual leave??? Get your union's support on this, definitely.

[Harrysmum]

It would be less upsetting if it weren't for the fact that we are actively trying to do them a favour by doing a job that justifies our salaries rather than any old thing people can find to give us on the days that we are in. Feels a bit naughty just to join the union in a crisis when hadn't been motivated before. Oh well. Nearly time to go and not back until Tues thanks to bil's wedding (and have to remember not to make negative comments about work to in laws as MIL thinks I should be a SAHM - just like she was...).

[Bozza]

I know that one too Harrysmum - my Mum says I'm very lucky to be allowed to work part-time so should just accept whatever comes my way. So more sympathy...

[WedgiesMum]

Ohmigod! I CAN'T belive it Harrysmum. How completely bizarre and unreasonable. But I know that pre '92 institutions are much less liberal and open minded about stuff than the post '92 ones - having been to conferences and things and discussed issues with colleagues from other places. Have you tried the Maternity Alliance they have some really good stuff about how to approach your employer about different work patterns and are really hot about your rights and legal contracts? I was discussing this today with my line manager and we have both been spluttering with disbelief! Don't feel guilty about joining the Union, they are there to help you even if you have only just joined. Please let me know if I can help - like if you want copies of our terms and conditions or generic contracts if that will helpm- just contact me through the Mumsnet site. And keep us updated how you get on, best of luck WM xx

[mears]

As a jobshare you are not obliged to cover your partner's sick leave or annual leave. It is offered to you, but you do not have to do it. If you choose not to do it, it is covered by alternative means.

[mears]

Definately join the union ASAP. They can sort this out for you.

[Harrysmum]

Just back from lovely long weekend and feeling a little calmer. Thank you for all your lovely words of wisdom; it's good to know that I'm not just being paranoid but that it's actually unreasonable. Just waiting for posts to be advertised and then we'll apply for the same posts as 2 part-time people rather than an official jobshare (madness!!). WedgiesMum - thanks for the offer and I'd love to take you up on it - it will be interesting to see how other institutions manage it; can't believe that the unions have sanctioned our policy.