Illinois Employment Conditions Notice - Notice to Existing Employees of Flexibility in Working Arrangements
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How to fill out Employment Conditions Notice - Notice To Existing Employees Of Flexibility In Working Arrangements?
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FAQ
A flexible work schedule is an alternative to the traditional 9 to 5, 40-hour work week. It allows employees to vary their arrival and/or departure times.
It's good practice to offer to discuss any concerns, which again might help encourage them to agree to the changes. However, in short, an employee can refuse to accept a change or variation in their contract's terms and conditions.
By law, you have the right to make a flexible working request if: you've worked for your employer for at least 26 weeks. you're legally classed as an employee. you've not made any other flexible working request in the last 12 months.
Once a flexible working request has been agreed it forms a permanent change to the employee's contract, unless agreed otherwise, and cannot be changed without further agreement between the employer and employee. The employer and employee can agree that the arrangements are temporary, or subject to a trial period.
Employees have the right to make a flexible working request if: you've employed them for at least 26 weeks. they're legally classed as an employee.
There are only limited reasons why your employer can refuse your statutory flexible working request. For example, because the business would be adversely affected. If you make a non-statutory request and your employer refuses, they don't need to give you a reason.
A contract change means you need to give one week's notice if they've been with the company between one month and two years. Employees who have been with you for longer than this should receive two weeks' notice, plus an extra week's notice for each further complete year of continuous employment.
Once a flexible working request has been agreed it forms a permanent change to the employee's contract, unless agreed otherwise, and cannot be changed without further agreement between the employer and employee.
There is no set procedure for employers to follow when dealing with statutory requests for flexible working, but they must deal with such requests in a reasonable manner. The employer must notify the employee of its decision within three months of the request, or a longer period if agreed with the employee.
