Asked to go on training course while on annual leave

[QuickQuickSloe]

Hi, hoping someone can advise me on this.

I saved up my annual leave while pregnant to tack on to the end of my mat leave. I am therefore officially on annual leave until the end of July.

I had a letter from human resources saying that my manager has organised a residential training course in three weeks time and suggesting I went on it. I was asked to advise hr as soon as possible if I could go.

As I am still feeding my 10 month old DS and have no child care yet, I emailed them saying I was unable to do this.

I have had an email from hr now saying that my appointment is based on successful completion of this course and suggesting I reconsider. I dud the course last year but my mat leave started before I was assessed on it. The tone of the email is a bit threatening.

Am I obliged to go on this course despite being on annual leave? They have known my return to work date for a year. Any advice much appreciated.

Possibly impacts on family friendly policy?

However did you accept the job agreeing to complete the course?

Union advice I think would be best course of action.

If your mat leave has ended and you will be on annual leave then your employer is entitled to tell you when you can take the leave. It is a strange move on their part but they can insist.

Agree with above - your employer is within their rights to decline your annual leave. Sorry. Not sure about demanding attendance on a residential course.

There is no protection for feeding mothers either, except they need to allow you the facilities to pump and store the milk etc. I've tried this one at our place.

I don't understand the bit about appointment being dependant on the course. Were you doing the job before you went on ML?

Sorry, my OP isn't that clear.

The original terms of my employment were successful completion of the training course. I went on the course last may and completed it.

The training course was on specific skills that I need to do the job. I completed the assessment process before going on ML but my work wasn't assessed, not for want of trying on my part. I have emails to show that I made several attempts to meet with my manager before going on ML.

The project has lost nearly all of its staff so new people need to have the training that I have had. The original letter suggested that I went on the training again as a return to work refresher, but the email then suggests that I need to attend this course as a condition of my employment. My manager agreed to my annual leave dates before I went off.

Can my employers just change their mind about my annual leave then?

Mine can definitely withdraw approval of AL if required for business reasons (they also reserve the right to demand a postponement of paternity leave!).

If there are financial implications for this, and leave had been previously agreed, they will pay the difference between having the holiday that week and a mutually agreeable date.

Could you miss the course (assuming the pass still stands) and then do the assessment part of it again?

If you need to successfully complete the training to start your role, then how would you return to work without it?

It's probably not a good idea to antagonise your employers if there is any way you can attend.

How long would you be away? Would you have chilcare in place? I would keep the discussions going on this. I think your employer is BU is they know your return to work plans and that you have already completed the course

I have already done the training so didn't expect it to be an issue. I didn't make any return to work arrangements at the time with my manager because she worked remotely for the last three weeks I was in work and don't reply to any of my emails.

I can't express as I never got to grips with the pump and didn't think I would need to as hadn't planned to be away from my DS overnight.

Four nights Edith, and the course is the other end of the country so half a days travel either side.

If you end up having to go, could baby, and a family member (Daddy? Gran?) come with you, so your LO is cared for during the day, and you can feed morning and night (and probably at lunch time?)

Having been through similar, not being able to express will be classed as your problem, not works problem. Sorry.

There is only my husband, and he will be in work. I could ask him to use his annual leave but I can't see him wanting to- he only gets two weeks a year outside of Christmas so using one to do milk runs will be a real waste.

What if I had booked a trip away? Could they expect me to cancel that?

Surely you had made child care arrangements for when you return anyway can't you contact the nursery and ask if your baby can do three days or start early?

Yes, but I will be several hours drive away so not able to return at night to do the night feeds. Wouldn't that be a baptism of fire for the poor boy as well? I don't really want him to start nursery on monday and that be the last he sees until Friday.

Yes, I do know someone who delayed his holidays by a few weeks (much to his wife's dismay!) because work told him he was needed despite having approved his AL.

No way to get the assessments signed off? Or repeat them, and not the training?

I'll ask about getting my work signed off. I have to admit I am quite shocked that this is acceptable! My baby bubble has officially burst

Sorry. Hope you find a solution that works for you and your LO.

I think you need to emphasis to work that you are still feeding and you cannot be away for that long. I really wouldn't accept this and it's making me feel angry on your behalf. I could express but my youngest would never take it from a bottle. I'd be really upset that work was dictating when I should give up bfing.

I think I'll see what my union have to say, I just don't think this is fair treatment. I'll update the thread when I have some answers. Thanks everyone.

Good luck.