Hi All,
Just some advice needed please.
Company culture: we are changing the business culture where all staff are required to be in the office 4 days per week and 1 day from home. Most staff currently works 3 days in the office and 2 days from home.
1. An employee has requested for FW and their request was rejected based on the following: - there will be a negative impact on performance - there will be a negative impact on the business ability to meet customer demand - change of organisational structure The department is not currently performing well and the GM believes having staff in the office minimum 4 days will encourage all for there to be a more collaborative environment. (Although the performance will be dealt with separately). However, the employee has a son and husband who have ADHD and states that the husband is unable to cope with the son if she is in the office 4 days per week. Could she claim discrimination by association if the appeal is rejected? Or Should we agree to her working 3 days from the office for a period of time and then review it at a later stage.
2. Another employee is the main carer for his wife, he currently works from home and comes into the office fortnightly doing a night shift and does the rest of the days from home. The individual has proposed that he can come in the office doing a night shift one a week and then doing another extra day in the office, this means he does 2 days per week in the office. Again could they claim discrimination by association? They have stated that they are unable to come in the office 4 days a week because of his wife condition.