Employment Contract Working Hours

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Employment contract working hours focus upon the agreed-upon amount of time or period an employee is expected to work per day, week, or month for the employer. Employment contract working hours can also be subject to legal regulations and labor laws that may impose certain limits or requirements. They describe the job-specific remuneration a worker will get in addition to the projected time frame for their tenure with the organization. Working hours could vary according to the position, the field of work, the place of employment, and the conditions of the employer-employee acceptance. Read the blog below for details about understanding employment contract working hours.

Types of Employment Contract Working Hours

  • Contractual Hours: The fixed quantity of contracted hours constitutes the time an employer has a legal duty to carry out tasks and compensate a laborer. Contractual hours are usually specified in an employment agreement signed between an employer and the employee at the start of an entirely new position.
  • Working Hours: The number of hours employees work for an employer during a specific period is called their "actual hours." This may not correspond to the contracted hours. Circumstances like holidays and illness may lessen the actual number of hours worked. Employers are generally required to compensate employees for any additional hours worked beyond their contracted hours. Additionally, clocking in extra hours can result in more actual working hours. Due to breaks, travel, training, standby, and on-call times, actual hours may vary from contracted hours.

Essential Factors of Employment Contract Working Hours

Let us look into some essential factors included in employment contract working hours.

  • The job hour begins at 9 AM and continues till 5 PM. The employers are required to work from Monday to Friday and the total working hours is forty hours a week.
  • The total weekly hours cannot exceed forty, excluding intervals. However, particular businesses can permit their employees to work eight hours daily for up to forty-four hours per week. Such businesses offer commerce and beauty services, theaters for movies, healthcare and hygiene-related sectors, dining establishments, and spaces for entertainment with less than ten full-time staff members.
  • If workers work six hours or more, their supervisor must guarantee them a 45-minute rest. The workers should be given a one-hour break if they are found working for more than eight hours a day.
  • In some jurisdictions, employees are entitled to a minimum of a single day off every week or four days off in a month from their employer. Other days may be selected as workers' days off instead of a deal between the organization and its workers. Sundays or public holidays are not required to be vacation days for workers. Check with your local laws and regulations to ensure you comply with employee work hours requirements.

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Laws Governing Employment Contract Working Hours

Every state in the USA has rules governing working hours and federal legislation. Certain states require enterprises to provide their staff members with breaks for lunch, time to rest, paid sick leave, paid time off for families, or additional advantages. Several states have minimum wage levels substantially more than the one set by the federal government. Other jurisdictions impose distinct wage and hour rules and regulations. Employees ought to assess the labor statutes of their nation to find out their particular liberties and responsibilities regarding their working hours across the USA. Different rules govern working hours in the US for different fields of workers and businesses. A few of them are here stated:

  • The Fair Labor Standards Act (FLSA): The Fair Labor Standards Act (FLSA) is an act that provides the national minimum wage, payment for overtime, maintaining records needs, and child slavery regulations. It additionally provides a foundation for the legislation governing hours worked in the United States of America. If an employee works over 40 hours a week, companies must pay overtime that is a minimum of 1.5 times the regular rate of pay. The FLSA's minimum salary and additional standards do not apply to executive, operational, competent in creating, outside sales, or some computer staff.
  • The Family and Medical Leave Act (FMLA): The Family and Medical Leave Act (FMLA) addresses situations involving personal and medical emergencies within a household. These situations include a new child being welcomed into the family through birth or adoption, a serious illness affecting the individuals or their family members, or an immediate requirement arising from a loved one's military service. Eligible individuals can take up to twelve weeks of unpaid leave per year for these purposes.

Important Provisions of an Employment Contract

The agreed-upon and actual work hours for an employee should be detailed in the employment contract . Clauses covering the following topics should also be included:

  • Appointment: If the contract is fixed-term, this section should outline the duration of the agreement and the date the employee will begin working there. It should also outline their principal responsibilities and job description.
  • Pay: This section should outline the employee's compensation, including pay, incentives, bonuses, and other perks. The payment terms should also be stated, including frequency, mode, and deductions.
  • Termination: The terms and processes for ending the employment agreement should be outlined in this section, including any notice requirements, resignation policies, cause-based termination procedures, and death and disability exemptions.
  • Work Hours: This section should outline how many hours the employee is anticipated to put in each day, week, month, and year. The working days, shifts, breaks, and flexibility choices should also be specified.
  • Notices: This provision ought to indicate the channels of contact and communication that will be used between the boss and the staff member, including email, telephone, and letters, amongst other people. The locations and telephone numbers of both parties should also be provided.
  • Non-Compete: This condition should state whether an employee is forbidden from working during or after their employment for or with any rival companies of the employer. Additionally, the extent, duration, and geographical restrictions should be specified.

Key Terms for Employment Contract Working Hours

  • Confidentiality Clause : A confidentiality clause in an employment contract is important if a staff member's duties or responsibilities compel them to work where they could be physically close to intellectual property or proprietary data.
  • Termination of Employment: Every employment contract should include a provision for termination of employment. The conditions and grounds for terminating the employment agreement must be made clear. Numerous employment laws apply to the termination of employment in India.
  • Bonus Policy: The employment contract must specify any bonus policies the firm may have. The eligibility for obtaining a bonus must also be specified in the bonus policy.
  • Employer: An employer is a person who works under an organization and employs other people who are termed an employee.
  • Period of Service: The length of service and conditions for contract renewal can be specified if the employment agreement is in the type of a fixed-term contract.

Final Thoughts on Employment Contract Working Hours

An employment contract must include the working hours of every employee. They maintain an effect on the staff's happiness and health as well as the business's financial performance and performance. Consequently, every party who is willing and eager to work alongside must comprehend and reach an agreement on the conditions of the deal defining hours of work before entering into a contract of employment.

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Can my employer change my contract without my consent?

Katherine Jameson, employment law specialist in Bishop's Stortford Settlement agreement solicitor

The basis of your employment relationship is typically set out in a contract of employment. Certain key information about your terms is required by law such as job duties, salary, working hours and holiday.

The contract may also include terms regarding confidentiality and what happens when you leave (restrictions).  It is important that the contract accurately reflects the working relationship so both the employer and employee know where they stand.  Sometimes, however, your employer, or you, may wish to change the contract you originally agreed.

Your employment contract  is usually a written document. Once you have started working under the contract, it is usually taken as proof that you accept its terms and conditions.

Can my contract be changed?

What can i do if my employer makes changes to my contract, can my employer legally reduce my work hours without my consent, can a company legally reduce my pay, can my employer deduct money from my wages without my consent, advice from an employment solicitor about changes to your contract.

During the course of your career, especially if you stay with one organisation for some time, it’s likely that your contract or terms of employment will change. Typically you will receive pay rises, and for example, your contract may change to reflect different duties you take on or a promotion. You might also request a change which your employer may agree to. If everyone is happy to change the contract then this can simply be recorded in writing within a statement of change.

If you are not happy with the changes your employer suggests, you may not have to accept the changes – but this depends on the wording of your contract and the nature of the changes.

Call our specialist solicitors on 0808 231 1320

Your existing contract and job description

We recommend you always start by checking your current contract.  If you don’t have a copy of your contract, ask your employer.

There may be clauses in your contract which gives your employer the right to make reasonable changes without your consent, for instance:

  • A general ‘ variation clause ’ might allow your employer to make some changes to your terms
  • A ‘ flexibility clause ’ might allow your employer to change your hours
  • A ‘ mobility clause ’ might allow your employer to change where you are based. You may be required to work from a different location.

You may be able to challenge the changes your employer wishes to make, even if one or more of these clauses feature in your contract. Much will depend on whether the changes proposed are allowed by the wording of the contract, and are reasonable. If your employer wants to change your contract there may be various options open to you.

Your employer may ask you to agree to some new terms in which case they should be explained to you and ideally, sent to you in writing. You should then be given time to consider whether or not you wish to accept them.

If the change is simply imposed on you and you don’t wish to accept it but you continue working anyway, you must decide whether you are content to agree or not. You can make it clear that you are working under protest and do not accept the new terms but if you do not, or if you continue working under those new terms for some time, you are likely to be considered to have agreed to the change.

You could refuse to work under the new conditions and continue to work as you have been under your original contract.  If the change is something more fundamental which really changes the nature of your job, you may wish to resign and make a claim for constructive dismissal.  This is, of course, a big step which requires careful consideration.  We recommend you contact us if you are contemplating resigning.  You cannot, normally change your mind once you have left, and there are significant hurdles to overcome for a claim for constructive dismissal.

If your employer terminates your contract and offers you re-employment on the new terms, you should seek specialist legal advice and Tees can help you . There are some circumstances when the employer may be able to do this, and others where you may have been unfairly dismissed, or may be entitled to a redundancy pay-out. Each case will depend on its facts.

Check your contract to see if your employer has included the option to reduce your working hours.  It would be in the normal working hours section of the document and there may have been some flexibility written into your terms to allow for quiet periods in the business or in anticipation of a downturn in the economy. There may also be “pay-out” terms in your contract.

If this is not the case you may be able to understand the reason for the reduction in your hours and be prepared to accept them as a short-term measure. However, your employer cannot legally reduce the number of hours and if you don’t wish to accept the new hours you should, in the first instance, discuss the matter with your HR department.

Your employer cannot reduce your pay without your consent. If your employer tries to reduce your pay without your consent, you have the same options as those above.

If your employer asks for your consent to reduce your pay – and you do not accept – they may opt to terminate your contract on notice. Your notice is set out in your contract.  Your employer may then offer you a new contract, with the reduced salary, although this is not guaranteed.

If your employer is seeking to reduce your pay, it is worth taking specialist advice early on for a clear picture of your options and next steps, employers must follow the correct process when making changes to your contract – for example, if enough employees are affected by the proposed changes, a consultation may be required.

There are some normal deductions from your wages that your employer is allowed to make such as income tax, national insurance and student loan repayments.  A deduction can also be made if you were overpaid in a previous payment.  Your employer isn’t obligated to let you know beforehand about deductions because of a previous overpayment.

If you think that some money has been deducted which you weren’t expecting you can discuss it with your employer.  They should clearly explain why the money was deducted. It may be a miscalculation of there could be a genuine reason.  If it remains unresolved you will need to raise a formal grievance detailing the money you believe you are owed and a timeline.

You can raise a grievance whether or not you are still in that employment.

If you are not able to resolve the problem through discussion with your manager and/or your HR department then you may wish to raise a formal grievance.

“As with any dispute at work it can be worth it, in the first instance, to discuss the matter with your employer to try and find a resolution that works for all parties” says Rob Whitaker , Partner at Tees Law.  “It is desirable to maintain your employment relationship going forwards and so the quicker a solution is found the better for both employer and employee. Sometimes, however, this is not possible and you may need to chat the situation over with an employment law specialist to find out your options and what each one entails”.

If your contract at work has been changed without your consent and want help at any stage of the process talk to our employment law specialists. We’ll listen to your situation and advise you on the best way to move forward.

Call our specialist Employment Law solicitors on 01245 293197 for an initial chat, at no obligation, or fill out our enquiry form and a solicitor will get in touch.

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But we can help you wherever you are in England and Wales.   

Chat to the Author, Katherine Jameson

Associate, Employment Law, Bishop's Stortford office

Katherine Jameson, employment law specialist in Bishop's Stortford Settlement agreement solicitor

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Check if your employer can make changes to your contract

If your employer wants to change a term in your contract, this is called a 'variation of contract'.

Your employer should only make a change to your contract if at least one of these applies:

  • you agree to the change
  • your contract says your employer can make certain changes - this is called a 'variation clause'
  • the law is changing - for example if you get the National Minimum Wage and the rate changes

If you get a new employer because the company is sold, or because a service you work in transfers to a new employer, this is called a TUPE (Transfer of Undertakings Protection of Employment) transfer.

If you’re being transferred under TUPE, you might have more protection.

Changes your employer might make to your contract

Examples of changes your employer might want to make include:

  • changing working hours or shift patterns
  • changing your job role or job description
  • reducing your pay rate
  • reducing paid holiday and sick pay that you get on top of your statutory entitlements
  • increasing the notice period you have to give them if you leave
  • changing your work location

If you get a new employer through a TUPE transfer

You usually have more rights if your employer either:

  • sells all or part of the organisation you work in
  • transfers the service you work in - for example if you work on a catering service contract and the contract gets awarded to a new organisation

If you’ve been transferred to a new employer, they aren’t usually allowed to make a change to your contract if it’s directly related to the transfer. For example, they can’t usually reduce your pay just because they pay less to someone who already works for them in a similar role.

However, you might have to accept any changes that are covered by a variation clause in your contract.

If your new employer wants to make changes to your contract and it isn't covered by a variation clause, you should  talk to an adviser .

Check if your contract has a variation clause

If there's a variation clause in your employment contract, your employer might be able to make some changes to your contract. For example, a variation clause might say your usual place of work can be changed under certain conditions. 

Check your contract to see if it has a variation clause.

Your employer should tell you in advance if they want to use a variation clause to make a change to your contract.

They won’t be able to rely on a variation clause if the change is unreasonable, or being introduced without notice. 

For example, it might be unreasonable if you have children and your caring responsibilities would become difficult if your contract changed.

Telling your employer you don't agree to a change

If you’re unhappy about a change your employer makes to your contract and don't want to accept it, there are steps you should follow. When you contact your employer it’s always best to put things in writing, so you can keep a copy.

Say you’re working ‘under protest’

You should tell your employer that you’re working ‘under protest’ until the problem is resolved. This shows that you haven’t accepted the change, but you’re willing to try and sort things out.

It’s important that you do this as soon as you know about the change. If you don’t let your employer know straight away and you carry on working as normal, it might mean you’ll be seen as having agreed to it.

Say you won’t accept the change

Make it clear to your employer that you won’t accept the change. 

If your employer hasn’t given you any notice about the changes, or hasn’t consulted with you in any way, you should mention this. 

You should also ask about the reasons for the change and, if possible, suggest other ways of doing things that could meet your employer's needs without causing a problem for you.

If you want to keep working, say that you’ll keep working under protest until you’ve come to an agreement with your employer. 

Try to come to an agreement 

You need to try to sort things out as quickly as possible. If it takes a while and you carry on working, legally it could be taken to mean that you've agreed to the change - even if you’re working under protest.

If you think you’ve been discriminated against

Sometimes a change to your contract might be discriminatory, for example if you’re disabled and it causes a problem for you connected to your disability. 

If you think you might have been discriminated against, you can  check if your problem at work is discrimination . If you're thinking about making a discrimination claim, you should still tell your employer you're working under protest.

If your employer reduces your pay rate

You might be able to make a claim for unauthorised deduction from wages if the contract change isn’t covered by a variation clause. This would mean taking legal action against your employer, so you should talk to an adviser . 

If you’re thinking of claiming for unauthorised deduction from wages, you should still tell your employer you’re working under protest.

If your employer says they’ll dismiss you because you won't agree to the change

Your employer might either:

  • dismiss you
  • dismiss you and then offer you a new job with new terms

If they do dismiss you, you might be able to claim unfair dismissal or take other legal action against them. It depends on your situation and it can be complicated. 

It can be difficult to win a legal claim if your employer had a good business reason for making the contract change. If you’re thinking of taking legal action you should talk to an adviser .

If you‘re thinking of resigning because of the change

You should consider if you might be better off putting up with the change while you look for another job.  

If you do resign, you might be able to make a constructive dismissal claim afterwards. However, it’s very difficult to prove constructive dismissal, so not many claims win. You can check if you have a constructive dismissal claim .

You might also be able to take other legal action against your employer. It depends on your situation and it can be complicated, so you should talk to an adviser .

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  • Employee contract rights

Changing a contract of employment lawfully

Make fair and legal contractual alternations that respect your employees’ rights..

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First published on Wednesday, Jul 15, 2020

Last updated on Monday, Aug 01, 2022

Contracts of employment help the business world go round. They make sure your employees are aware of their responsibilities and protect your staff’s contractual legal rights .

But it’s still a tricky area when it comes to changing a contract. You may need, or want, to do this for a number of reasons.

If this change is because of the coronavirus, for example, you can check our back to work navigator tool to help you out.

However, you can read the finer details of making a change in the rest of this guide. Let’s take a look.

Can you make changes to employment contracts?

So, can an employer change contract details? Yes, you can. But you need to consider your employees’ rights. There are only three ways to make this change:

  • You speak to your employee and ask them to make a change--and they have to agree.
  • Ask the employee’s representative about a change--and they also have to agree.
  • If you have a clause in their contract that allows you to make changes.

Once you agree on the change, and put that in writing, then you can go ahead. Let’s take a look at that side in more detail.

Can an employer change a contract without an agreement?

Not in most circumstances. If you don’t do that and go ahead anyway, that can lead to a breach in contract. Which can have legal consequences.

A major issue here is if an employee thinks, “Can my employer change my contract without consent?” Again, no. You can’t. Even if you have the clause in their contract, you must still talk about the changes you plan to make with the employee in question.

And if they ask, “Can an employer change your contracted hours?” Yes, you can. But you need to get the employee’s consent before going ahead.

So, making any change in a contract is about checking existing contracts and seeing what was signed by the employee.

Then you can take steps to try to make changes, but only if staff agree. So, how can you go about all of this?

Changing terms and conditions of employment

Okay, with the above all in mind what do you need to consider if you want to go about changing contract terms?

It’s a complex process and you do need to remember the needs of your employees, as well as those of your business.

Under current employment law, change of contract can go ahead if you need to make any alterations. But there can be legal and HR consequences if you don’t handle the changes appropriately.

For example, if you’re planning on changing contracted hours then you do have the right to do so. Other common amends can include:

  • Salary changes (either raises or reductions).
  • Relocation requirements for the business.
  • Job duty changes.
  • Fringe benefits.
  • Maternity or paternity rights.
  • Updates due to changes in British laws.

But there are laws you’ll need to follow to make a change of contract at work.

First, remember that varying a contract of employment can’t happen unless the employee consents to it—you must provide a good business reason for making any adjustments and explain these to the staff member clearly.

Providing your reasons in writing is good business practice. But there are still a number of ways you can vary your contracts:

  • Collective agreement between you and your employee.
  • Variations already established in the contract.
  • Through independent decision of the new terms (a unilateral imposition).
  • Through dismissal or re-engagement of the changes.

For the final point, if employees don’t agree to the amends then you can dismiss them and try to re-engage them under new terms and conditions. Consider that option carefully, however, as it can create legal problems.

And there are some updates you can make without getting your employee’s agreement. For example, as a business you can improve your bonuses and perks as you see fit.

Also, changing contracts of employment is suitable if you’re promoting a member of your staff. You’ll need to do this, for example, to update their responsibilities and wage.

An employee will agree to these changes when they sign their new agreement with you.

The contract change process to follow

Before changing other details in your employment contracts, you should do the following:

  • Have a discussion with the employee or their representative.
  • Provide details about why the change is necessary.
  • Take into account ideas about how you can do things differently.

You can adapt a contract by:

  • Reaching an agreement with your staff member or trade union.
  • Using a flexibility clause in the employment contract.

But once you have agreed to these changes, you can send the staff member a change of contract letter that explains the discussions held and what is being adjusted in their contract.

You’ll need to do this within one month of the changes taking effect.

How to change employment contracts due to coronavirus

As an employer, you may ask yourself, “Do I need to make changes to employment contracts due to COVID-19?” There’s a possibility you may have to make some changes to the:

  • Hours staff work.
  • Duties they complete.
  • Pay they receive.
  • Benefits they receive.

So, if you’re thinking, “I want to change employment contracts for my employees due to COVID-19 what are my options?”

You can’t just change them as and when you feel like it. You still need to get the consent of each employee before making any change.

That’s unless you have a clause in their contract that allows you to make a change.

This means you’ll need to approach staff and discuss options with them. They have the legal right to accept or reject what you’re planning. But if you highlight that it’ll help the business through the pandemic, they’ll likely want to help you.

And that’s especially the case if you tell them the changes will only be temporary.

For example, if you choose to furlough an employee (the UK government’s Job Retention Scheme runs until the end of October 2021).

We have a furlough navigator tool you can use to help you out there.

So, to summarise the above, changes to employment contract due to coronavirus are okay, as long as you receive agreement from staff.

How much notice is required to change a contract of employment?

A change of employment contract notice period needs a “reasonable” amount of time.

For example, if you’re moving location as a business you’ll need to provide plenty of time for them to relocate.

However, if you’re making an update such as a change in hours then this will need much less time to manage.

But you should always check your employee’s contract anyway, just to make sure if there’s a specific amount of notice you must provide.

After you make a change to a contract, you need to provide written notification within four weeks.

Changes to employment contracts without notice can lead to a breach of contract claim. You should always push to get your employee's consent for any amends.

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Can employers change an employee's job duties, schedule or work location without his or her consent or prior notification?

Yes, in some cases. Generally, unless an employment contract or a collective bargaining agreement states otherwise, an employer may change an employee's job duties, schedule or work location without the employee's consent. In terms of notifications, some state and local predictive scheduling laws require businesses to provide workers with advance notice of their schedules or face penalties. In addition, when a schedule is changed upon the employee's arrival to work, and the employee's total hours of work that day have been reduced from what was known to be scheduled the prior day, some states have what are known as "reporting pay" or "show up pay" regulations that may require a minimum amount of hours to be paid to employees who have experienced a loss of hours that day. See Is 'On-Call' Scheduling on the Way Out? and Reporting Time Pay .

When an employee is on Family and Medical Leave Act (FMLA) leave, the act protects an employee's job duties, schedules and work location by prohibiting changes that include the following: changing the essential functions of the job in order to preclude the taking of leave; reducing hours available to work in order to avoid employee eligibility; transferring the employee to an alternative position in order to discourage the employee from taking leave; or otherwise placing a hardship on the employee. 

Upon returning from FMLA leave, employees must be reinstated to their job or an equivalent one. An equivalent position is one that is virtually identical to the employee's former position in terms of pay, benefits and working conditions, including privileges, perquisites and status. It must involve the same or substantially similar duties and responsibilities, which must entail substantially equivalent skill, effort, responsibility and authority. 

The employee is ordinarily entitled to return to the same shift, or a similar or equivalent work schedule. FMLA does not prohibit an employer from accommodating an employee's request to be restored to a different shift, schedule, position or location that better suits the employee's personal needs upon return from leave, or to offer a promotion to a better position. However, an employee cannot be induced by the employer to accept a different position against the employee's wishes.

In addition, schedule and duty changes made in retaliation for employees exercising their employment rights--such as filing a workers' compensation claim, taking FMLA leave, filing a wage or discrimination claim, whistle blowing, etc.--would violate the employee protections within those laws. And certainly, changes made based on unlawful discrimination (i.e., only women have their hours cut or authority reduced) would be unlawful. 

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Can My Employer Change My Schedule Last Minute?

Change Schedule Last Minute

Deanna deBara

Your work schedule, in large part, dictates the rest of your schedule. For example, working parents need advance notice of their work shifts in a given workweek so they can arrange childcare. Workers who rely on public transportation need to know their scheduled hours of work so they can coordinate their travel and ensure they make it to work on time.

Having a reliable schedule—where you know when you’re expected to be at work and for how long—is important. But last-minute schedule changes can throw a wrench in your plans—and leave you scrambling to change the rest of your schedule to accommodate your new work hours.

But the question is—what are the scheduling laws around these last-minute changes? Can your employers make changes to your work schedule without prior notice (including at the very last minute)—or do they need to give you advance notice that they’re shifting your hours?

Can an employer change an employee’s schedule or work hours at the last minute?

The best way to look at the issue is to break it down into two parts.

First—can your employer change your schedule? In most cases, yes.

Federal employment laws—most notably the Fair Labor Standards Act (FLSA)—allow for a number of employer changes, including changing the employee’s schedule. According to the Department of Labor , “an employer may change an employee’s work hours without giving prior notice or obtaining the employee’s consent (unless otherwise subject to a prior agreement between the employer and employee or the employee’s representative).”

That means unless you have an employment contract or collective bargaining agreement in place that explicitly states your employer cannot make changes to your schedule, they can switch your work shifts, change your work hours, or make other scheduling changes at will.

But the second part of the equation—can your employer change your schedule last-minute ? 

It depends.

Some states have predictive scheduling laws that require the employer to give the employee advance notice of any schedule changes. For example, in New York City, employers have to give their employees at least 72 hours advance notice of any changes to their schedule. In Oregon, that increases to 14 days. And in San Francisco, if you change an employee’s schedule with less than seven days notice, you’ll need to increase your employee’s regular rate of pay for the rescheduled shifts.

But there are also plenty of states that don’t have predictive scheduling laws in place, and if you live in one of those states, from a legal standpoint, your employer has the right to change your schedule whenever they want to—including at the last minute.

‍ Here’s a look at places with a Fair Workweek law in place.

In fact, a few states have passed laws preventing local governments from passing predictive work scheduling laws. Those states are:

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When can your employer not change your schedule?

That being said, there are certain instances where your employer legally can’t change your schedule—last-minute or otherwise.

Some of the situations where employers are unauthorized to change your schedule include:

  • FMLA leave . If you’re on a leave under the Family and Medical Leave Act (more commonly known as an FMLA leave), your employer must provide the same working conditions upon your return—including employee scheduling. If you are scheduled for certain shifts or work hours, your employer can’t change or reduce those shifts or hours because of, or during, your leave.
  • It conflicts with local law, state law, or federal law. Your employer must abide by all relevant labor laws, including at the local, state, and federal level. If there’s a law in your area that prohibits your employer from changing your schedule at the last minute, they’re bound to abide by said law.
  • Industry limitations. There are certain industries that prohibit employers from making certain changes to employee schedules. For example, in the health care industry, practitioners (like doctors or nurses) can only legally work a certain number of hours—and employers can’t schedule them for any additional shifts above that threshold.
  • Scheduling additional hours without adequate compensation . If you’re a part-time or a non-exempt full-time worker , your employer is subject to overtime laws —and the employer can’t change your schedule to add extra hours unless they compensate you in accordance with those overtime laws.

What to do if your employer keeps changing your schedule last minute

As mentioned, in many situations, your employer has the right to change your schedule at the last minute. But if your work schedule is consistently getting changed without prior notice—and it’s wreaking havoc on your life schedule—there are steps you can take to mitigate the issue.

  • Talk to your boss. If you have a positive relationship with your supervisor or the owner of your company, have a conversation with them about the last- minute scheduling changes. Let them know that changing your work shifts without advance notice makes it difficult for you to schedule other priorities in your life. See if there’s a way you can work together so that you’re flexible with your scheduling—but your employer still gives you enough notice of any shift changes so you can plan accordingly.
  • Bring the issue to HR. If your employer is constantly changing schedules at the last minute, it’s an employee relations issue—both for you and your co-workers. Schedule a meeting with human resources to discuss the issue and see if there’s anything they can do to create a more consistent scheduling process.
  • Seek legal advice. If you suspect your employer’s schedule changes are in violation of any labor laws, you may want to talk to a legal professional. They can help you determine whether any scheduling laws are being broken—and, if they are, what legal action you can take to stop the last-minute changes (and gain more consistency in your schedule). 

Stay informed about your rights surrounding last-minute scheduling changes

Last-minute scheduling changes can throw a wrench in your plans—and the truth of the matter is, when it comes to scheduling changes, employers often have the power to make changes at will. 

But as an employee, it’s important to stay informed of your rights. Do the research on your state’s labor laws, figure out how and when your employer can (and can’t) change your schedule, and make sure that any last-minute scheduling changes your employer throws your way are in accordance with those laws. 

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Can an employer change an employee’s hours and pay?

  • Alison Colley
  • October 12, 2020

Changing Contract Terms

As businesses are changing, adapting, and trying to cope with the constant ups and downs since Covid hit in March 2020, they are seeking ways to make reductions in costs, and one of the biggest overheads for many employers is staff. There is however a balance between making cutbacks and retaining good quality staff for the future, when (fingers crossed) we can get back to some sense of normality.

As a result of this balance employers are trying to strike, we have been asked on numerous occasions recently, can an employer change an employee’s contract terms?

The most frequent change employers want to make is to reduce employee hours, which in turn reduces pay, and several have asked if they can move an employee from a guaranteed hours contract to a zero hours contract.

change contract hours

How easy is it for an employer to make a change in contracts

If the change is agreed by the employee, then it can be very easy.

If the change is one covered for in the employment contract already then it can be simpler to make the change.

The problem arises where an agreement cannot be reached, and an employer needs to force the change.

This is known as a unilateral change to contract terms.

What does an employer need to do if an employee refuses to agree to a change to their contract terms?

It is advisable for employers to consult with employees on the changes that are proposed, and to try to reach a compromise that works for both parties.

If this is not possible then the employer has a couple of options:

1. Make the change anyway

Assuming it is a change that can be made without action from the other party.

For example, in the case of reducing hours, the employer just rotas the employee for less hours, or tells them to come in at a different time.

The risk of this is that the employee resigns in response to, what is possibly going to be, a fundamental breach of the contract and they can then make a claim for constructive unfair dismissal

An employee may also ‘stand and sue’, that is they may remain employed and work to the new terms but make a claim for breach of contract or in the case of a reduction in wages, unlawful deduction from wages.

2. Give the employee notice to terminate their employment on the current terms and offer to re-engage on the new terms.

The risk with this is that the employee (if they have been employed for at least 2 years) could make a claim for unfair dismissal. This is the case even if they accept the new employment contract and are reinstated as an employee.

It could also give rise to a claim for statutory redundancy pay if the change means that the previous job was redundant.

Advice for employers

If you need to make changes to contract terms it is important to seek advice and approach the process carefully. Advice is important not only to avoid finding yourself defending claims in the Employment Tribunal but also to ensure that, as far as possible, you can reach agreement with the employee.

Changes can be made and it may be that you decide that the need to make the reductions outweighs the risk of litigation, but there are always ways in which we can help you to reduce the risk to your business.

Advice for employees

You do not have to accept a fundamental change to your employment terms if you do not wish to, and you should not feel pushed to do so. However, given the current economic situation of many businesses and the uncertain future and correspondingly job market, it may be better to engage with your employer and seek to reach a compromise.

For example, if your employer says they need to reduce your hours by a certain amount but when you do the figures it would leave you significantly out of pocket and unable to pay your own bills, it is important to speak to your employer and explain why you object to the change. Open a dialogue where you can try to compromise. This is much better than finding yourself out of work, out of income and with the prospect of fighting an unfair dismissal claim for the next 12 months.

We provide advice and assistance to both employers and employees on all aspects of employment contract changes and can help to mediate for you to resolve disputes.

Helpful Links

Unfair Dissmissal: An Introduction

Can constructive dismissal itself amount to an act of harassment?

Constructive Unfair Dismissal

How to prevent and mitigate a constructive unfair dismissal claim

How to be the best employer: Tip number 2

What should we include in our employment contracts, how to be the best employer: tip 8.

Appointments are available by telephone or via video call, so no matter where you are in England or Wales we can assist you.

The information contained in this blog post is provided for guidance and is a snapshot of the law at the time it is written. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

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Changes to Employment Contract Letter

Headshot of Deborah Mantkelow

Ensure compliance when changing your employees’ employment terms & conditions with this change of contract letter template. An employment contract amendment letter is a letter that tells your employee what it is you are changing in their employment agreement and why following the consultation process.

It’s a legal document to ensure you have the employee’s written consent, to make a proposed change to their terms & conditions. In it, you’ll set out the change you want to make, and the impact this will have.

If you need help with changing an employment contract, get in touch with one of Croner's contract and documentation experts here .

An employee signing an employee contract that includes the written statement and the employee's job title.

Do employees need an employment contract?

Employers are required by law to offer their employees a written statement from day one of their employment. The written statement will outline the main terms of their employment.

You must include the following pieces of information As per the Good Work Plan April 2020 whereby the government outlined what must be within a contract of employment.

  • Name of employee and employers.
  • Start Date.
  • The date that continuous employment started.
  • Place of work.
  • Details about pay.
  • Holiday entitlement, sick pay, probationary period and notice period.
  • Hours of work.
  • Paid leave entitlement.
  • Company benefits.

Whilst there isn't a legal obligation for employment contracts to be a physical document, there is for the wider written statement.

Employers should remember that it's considered best practice to have a written employment contract and have the employee sign it. This helps to avoid confusion later on and gives both the employer and employee something to refer to should they need to.

Why would I need to change my employee's employment contract?

There are several reasons why you would need to change an employee’s contract. Any changes can be from an employer, or an employee can make a request for a change in their contract of employment.

Reasons that employers would need to change employee contracts could be;

  • Change an employee's working hours (if your business needs to reduce their hours).
  • If employees are being moved from a fixed-term contract to a full-time contract of employment.
  • Their job title.
  • Pay changes (minimum wage increases).
  • Annual leave entitlement changes can include paid leave and public holidays.
  • Changes to contractual benefits.

Changes to implement additional employee benefits such as;

  • Employee Assistance Programmes (EAP)
  • Contractual Sick leave and pay, or if they will only be entitled to statutory sick
  • Change in notice period and probationary period.
  • Employee health insurance.

Can an employee use this template?

No. An employee is legally entitled to request changes to their employment contract. This letter won’t help them do that.

They can request a change via letter or by speaking to their line manager. In cases where this results in a change in company policy, you must issue a letter confirming the change.

Employees may request that they want to adjust their working hours to fit better around their home life schedule, particularly if they have dependents . These changes would still need to be outlined in an employment contract change letter.

employee reading his employment contract, probationary period, written from a free employment contract template

Can employers change a contract of employment without permission?

In short, no. If you make a change without permission from your employee or their trade union it is a breach of contract .

Even if in your employment contract you have a clause that states you can make minor changes, you still need to go through the consultation process with your employee before the change is made .

Why do I need an employment contract amendment letter?

An employment contract amendment letter is an employer's way of informing their employee of the changes that they've made.

When you are adapting a contract of employment, you need to reach an agreement with your employees. Once you've reached a conclusion on the changes, you should send employees a contract letter that outlines what was discussed and when the changes come into effect.

This letter will formalise what changes will be made to the employment contracts and should be filed with the employee contract. The employee should also receive a copy of the letter for their own records.

The contract change process

Before you make any changes to your employee’s contract , you need to follow a certain process.

  • Speak to your employees or representatives . In this discussion, you should outline the changes you want to make in their contract and why you are changing them. For example, if you are changing an employee's job title because they've been promoted, or moved teams.
  • Offer details as to why the change is needed, this is the reason you're making the change. For example, if you have to adjust your employees working hours because of a dip in business or because of other business needs.
  • Take into account other ideas. Take on the feedback given to you by your employees. They might be able to offer up alternative solutions that you hadn't considered previously.

Do I need to use this template?

If the employee agrees there is a variation clause in the employee’s contract you may not have to issue a letter. However, it’s best practice to do so.

Issuing a letter helps avoid confusion and allows the employee to prepare for the change.

If you don’t have a variation clause, you must issue a letter informing the employee of the change.

A contract written from a free employee contract template, going over the employees probationary period.

How to use this template

Issuing this letter alone won’t be enough to protect an employee working for you from constructive dismissal claims.

You have to follow the right process to ensure compliance. Seeking the agreement of the employee is a significant part of that.

You must give your employee reasonable notice periods too. A major change in employment will require much more than one week's written notice than a minor one.

If you expect an employee to relocate to the other side of the country, they’ll need a few weeks at least. A pay change , however, could take place within a week with no disruption.

Communication is key throughout the process. If either the employee or former employee understands and knows the nature of the change and the timeframe, they’re less likely to have a grievance.

Employee contract template that covers the probationary period, notice period, notice periods,

What is included in this letter template?

This sample letter to amend the contract of employment agreement covers:

  • The reason for making a change to the contract
  • Details of the change to terms that you’re going to make
  • Optional arrangements for consultation

It’s also important to note that this template is for use when you don’t have a variation clause.

Employee contract made from a free employment contract template are the legal responsibilities of the employer.

Download your sample letter

Your sample letter to change the terms and conditions of employment is free to download. All you need to do is input your personal details and the relevant change to the terms & conditions.

REMEMBER: issuing this change of employment contract template alone will not ensure your compliance.

To protect yourself from claims of constructive dismissal or discrimination, follow a fair process. If you need further direction, don’t hesitate to speak to a Croner expert by calling 0800 470 2738

How Croner can help

A contract change may seem simple, but it can be fraught with risks. To ensure you don’t fall foul of them, you can seek the support of a Croner expert. We can help at all stages of the contract-changing process, offering 24/7 advice .

If you’re looking to make a change, or are worried about how a current one is going, speak to an employment law adviser today on 0800 470 2738

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About the Author

Deborah Manktelow is a CIPD Qualified HR professional with over 7 years’ experience in generalist HR management working within the Construction Industry.

Working for a National provider of Insulation provided Deborah with the opportunity to strategically support Operations across the UK, supporting HR functions and the wider business.

Deborah is Croner’s Advice Manager, taking responsibility for overseeing the provision of advice to all Croner clients, bringing together our Corporate, Simplify and Association service provisions.

Related resources

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  • End of Contract
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Employment contract amendment template

Employment contract amendments are a quick and easy way to update existing employment contracts. Use this free employment contract amendment template to get started.

change contract hours

If you need to make changes to an employment contract, you don’t necessarily need to create a whole new one. Instead, you can create an employment contract amendment. 

This post explores what an employment contract amendment is and how to create one. To make it even easier for you, we’ve included a free employment contract amendment template. Enjoy!

What is an employment contract amendment?

An employment contract amendment is an agreement used to modify and make changes to the terms of an existing employment contract without needing to create a new one . 

Once effective, the employment contract amendment works alongside the original employment contract but changes, adds, or removes a specific term. In other words, an employment contract amendment is a type of supplemental agreement . 

Employment contract amendments can be used for minor changes or more substantial amendments, but we’ll explore how and when they’re used in more detail in a moment.  

Like this template? Grab our other popular employment contract templates:

  • Employment termination agreement template
  • Offer letter template
  • Option agreement template
  • Recruitment agreement template

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When are employment contract amendments used?

Let’s run through a few examples of when an employment contract amendment is used, and more specifically, which amendments are typically made. 

⚖️ Ensure compliance with laws and regulations

One reason for varying or amending an employment contract is to comply with new laws and regulations. These employment contract amendments need to be made in order to reflect the new laws and protect employees’ rights under these. 

This could involve updating the compensation employees receive, the amount of holiday they’re entitled to, and how they can be dismissed. Either way, it’s important to capture changes to the law by amending an employee’s contract. 

🧱 Reflect restructuring within the company

Employers may also choose to use an employment contract amendment to reflect changes in a company’s structure. If a company undergoes restructuring, and this affects an employee’s responsibilities, management, or compensation, their employment contract should reflect these changes. 

It’s also an important opportunity for employees to confirm that they are willing to accept these changes to their employment terms. 

➕ Implement new perks or benefits

It’s also extremely common for employers to vary an employment contract when introducing new perks or benefits. 

While most employee perks will only be discussed briefly in an employment offer letter, some more substantial schemes should be covered using an employee contract amendment.

Examples of these more substantial benefits could include pension plans, increased redundancy pay, and enhanced maternity and paternity provisions.

💰Update with a new salary

It’s also common for employers to use an employment contract amendment to reflect a salary increase. This happens regardless of whether the compensation increase came with a promotion or not. 

Moving beyond verbal discussions and reflecting on this increase in a legally-binding contract is important, as it provides employees with certainty around their income and updated salary. 

🏷️ Change in job role or title 

Employment contract variations are also used to reflect changes in an individual’s job responsibilities or title. This is important since it provides clarity around what’s expected of an employee, and it also helps to ensure that their title reflects the work they actually do. 

It’s natural for an employee’s responsibilities to increase or change over time, but it’s still important to recognize these changes by amending the employment contract or even creating a whole new one. 

⏰ Update with new working hours 

Employment agreement amendments are also commonly used to reflect changes to a company’s working hours. This has been particularly common in recent years as companies have moved towards flexible working and hybrid work. Some businesses have even adopted a four-day work week . 

An employment contract variation can be used to reflect this flexibility in employees’ working arrangements. 

So now we know when employment contract amendments are used and why we use them. But how should employers approach amending employment contracts? Let’s find out.

change contract hours

How to approach employment contract amendments 

1. consider the amendment carefully .

Before committing to an employment contract amendment on paper, it’s important to consider the variation carefully and discuss it with the relevant stakeholders. 

For example, if you’re looking to increase an employee’s salary, you’ll want to consult both the HR and finance teams first. That way you can ensure that the change is aligned with the direction the company is going in, as well as their current priorities as a business.

Similarly, if you’re introducing an enhanced pension plan, you’ll need to have finalized the specifics of this plan before updating HR contracts to reflect it. Otherwise, it can become confusing for employees, and this defeats the purpose of a contract .

2. Discuss the change with employees first

It’s also important not to get ahead of yourself when amending employment contracts. Before you make any changes to an employment agreement, you should consult the employee first. 

Even if the change to the contract is a positive one, these changes shouldn’t come as a surprise to employees. After all, employment contract variations can affect different employees in different ways.

In some circumstances, an employee may even want to consult their trade union about the changes. They may want to negotiate the amendment to ensure it better suits their needs. But we’ll get into that shortly.

Either way, having open and meaningful discussions with employees about the proposed changes is important to maintaining a respectful working relationship.

It also gives employers the opportunity to explain why they’re making specific changes, and this can encourage employees to accept variations to their employment terms.

3. Draft the employment contract amendment

Once you’re set on the amendment you wish to make, and you’ve checked that it’s legal to make it, it’s time to put the promise onto paper. 

This can be done in two main ways: 

1. Contract authoring 

This is the manual way of creating the employment contract amendment. It typically involves authoring the contract manually in a platform like Microsoft Word. This can be done from scratch or by copying and pasting certain elements from existing agreements and templates found in shared drives. 

It’s time-consuming, but it works if you’re only amending a handful of contracts. 

2. Contract generation

Alternatively, you can generate contracts . This is the process of automating contracts using pre-approved contract templates .

Contracts created in this way require far less contract admin since most contract tools enable users to automatically populate contract smartfields with the relevant values, rather than manually extracting and inputting this data by hand.

change contract hours

Most contract platforms will also enable users to generate contracts at scale using bulk actions . Juro is one example of this, making it a great option for HR teams that need to roll out employment contract amendments right across the business. The same is true for other employment contracts and forms of onboarding paperwork .

4. Receive internal contract approval 

If a contract requires sign-off from legal or finance, for example, it’s also good practice to establish contract approval workflows for employment contract amendments. 

5. Open the amendment up to negotiations 

It’s also valuable to give employees the opportunity to negotiate any employment contract amendment you propose. 

If there isn’t scope for negotiation, you can lock the contract terms down automatically using a tool like Juro. But if there is, you can streamline this negotiation process using a contract management system . This eliminates the need to move back and forth between multiple different tools just to discuss the employment contract variation.

Instead, all collaboration and negotiation can happen in one workspace. 

change contract hours

Can an employment contract amendment help?

As we just described, the process of amending an employment contract can be made far easier with the right employment contract amendment template. 

Using a template for contract amendments has numerous advantages, such as: 

  • Greater consistency: using a pre-approved employment contract amendment template helps to ensure that all employment agreements use consistent wording. This is particularly important for employment contract amendments that are rolled out across the entire business.
  • Faster contract generation: generating employment contract amendments is significantly faster when most of the content is already templated. Using an employment contract amendment template saves precious time and resources that would otherwise be spent drafting the contract from scratch. 
  • Language pre-approved by legal: by using an employment contract amendment template, you can ensure legal retains control over variations while HR teams self-serve on contract creation. This is because legal has pre-approved the terms included. What’s more, if using Juro, legal teams can also bake certain clauses into contract templates for when certain conditions have been met. This is achieved through a feature called conditional logic . 

Put simply, using an employment agreement amendment template can reduce contract admin, save time and enable HR teams to focus on higher-value tasks, like hiring. 

change contract hours

What should an employment contract amendment template include? 

To recap: we’ve discussed what an employment contract amendment is, how to vary employment contracts, and what the benefits of using an employment contract amendment template are. What we haven’t discussed is what this template should include. 

Fortunately, employment contract amendment templates aren’t as lengthy or comprehensive as ordinary employment contracts. This is because they don’t need to be. Instead, they simply need to discuss: 

  • Who the parties are : Like most contracts, an employment agreement amendment template should briefly describe who the contract is between. This is done by listing the parties and where they’re based. This is common practice for business contracts , and it’s usually found at the start of the template. 
  • What the amendment actually is: Here’s where the juicy stuff is. Every employment contract amendment template should include details about what you’re actually changing about the existing contract. This is where you’d cover salary increases, pension plans or specific changes to working hours, for example. 
  • When the amendment comes into effect: Next you’ll need to mention when the amendment will become effective. This is done by adding an effective date to your contract. 
  • How it changes the existing contract: Amendment templates should also describe how the existing contract is affected by the changes. In most employment contract amendment templates, this is as simple as stating that all terms and conditions of the existing employment contract should remain effective. But if the employment contract amendment does change the way the existing agreement operates, you need to explain exactly how this happens. 
  • Which laws govern the amendment: It’s also important to detail which jurisdiction’s laws govern the contract. This is more of a formality than anything, but covering it is still necessary. 

Alternatively, you can reduce this contract admin and use our free employment contract amendment template. Use the buttons to the right to download this as a PDF or use it in Juro.

Other HR contract templates can help you automate people ops admin too. Check out this Employment Termination Agreement template .

Automate employment contract amendments in Juro

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Changing an employment contract

Getting agreement.

Usually, the employer and employee both need to agree to any contract changes. But an employee can insist on a change if they have a legal right to it.

You must get an employee’s agreement if you want to make changes to their contract.

You should:

  • consult or negotiate with employees or their representatives (for example from a trade union or staff association)
  • explain the reasons for changes
  • listen to alternative ideas from employees

You may also want to talk with workers, asking them about their future plans. With older employees this can include talking about their thoughts on retirement and their options for staying in the job, for example changes to their role, hours or working pattern.

Explain to your employer why you want to make the changes. You can insist on a change if it’s covered by a statutory right - for example not working on a Sunday .

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Can I Change an Employment Contract Without Telling My Employees? 

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By Emma Bucholtz Lawyer

Updated on November 1, 2022 Reading time: 5 minutes

This article meets our strict editorial principles. Our lawyers, experienced writers and legally trained editorial team put every effort into ensuring the information published on our website is accurate. We encourage you to seek independent legal advice. Learn more .

The Basic Rule

What are fundamental terms, what are non-fundamental terms, how to approach employees when changing their contract, key takeaways, frequently asked questions.

As an employer, you may need to make changes to your employee’s working conditions. Often, this will involve making a change to their employment contract. Changes may be made for a variety of reasons, including: 

  • restructures or transfer of business; 
  • specific business circumstances; 
  • renegotiated conditions or benefits; 
  • extending a fixed-term or maximum-term employment arrangement; and
  • if the Fair Work Commission (FWC) changes certain rules. 

Changes to the terms and conditions of employment agreements can dramatically affect your employee’s working conditions, even if the changes comply with Australian law. For this reason, it is essential that any changes are lawful and carried out correctly. This article will outline how you can change your employee’s employment contract and highlight key obligations to note. It will also provide helpful tips for approaching your employees with proposed changes.

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As an employer, understand your essential employment obligations with this free LegalVision factsheet.

The basic rule is that you cannot change your employee’s employment contract unilaterally, that is, without first notifying them and seeking their agreement to do so. This is especially true if you want to change fundamental terms in their contract. 

If you make a unilateral change to your employee’s contract, this may amount to a repudiation of contract . Your employee may be able to start a legal claim against you for their losses as a result.

Exceptions to the basic rule apply where you and your employee agree to the change being made ahead of time. This may be the case following, for example, a salary negotiation. Further exceptions apply if the contract has express provisions allowing for certain variations or where legislation or an applicable modern award or enterprise agreement allows it. An employment lawyer can help you understand these exceptions and navigate this process.

Fundamental terms include your employees’ wages, work hours, and employment type . Generally speaking, changing a fundamental term will have the effect of varying the parties’ agreed terms. In some cases, however, changing fundamental terms can affect the operation of the entire contract, resulting in the termination of the existing contract and the formation of a brand new contract. It is not always clear when this will occur. You should seek legal advice if you intend to change a fundamental contract term.     

In some cases, it may make more sense to enter into a new employment contract rather than change the existing contract. For example, suppose your employee is moving from casual employment to permanent employment. In that case, they will have new entitlements and notice obligations that will not be adequately reflected in a minor change of contract.   

Non-fundamental terms in an employment agreement include those relating to performance assessment methods, the use of information technology and ongoing training requirements.

Usually, non-fundamental terms are incorporated into a company policy , which you can change as required from time to time. To ensure your employees remain compliant with company policies if and when you make a change, you should ensure that the employment contract includes a provision addressing policies. 

For example, it could stipulate that a condition of your employee’s employment is that they comply with the company policies at all times. If your employee fails to follow your company policies, you may be able to take disciplinary action . 

Further, you may be able to make very minor or temporary changes to your employee’s employment conditions by giving them a lawful and reasonable direction. For example, you might direct them to work from a location other than that stipulated in the contract for a period of time. In this situation, the contractual terms will likely remain unchanged.  

Below are some general steps you should take when informing your employee of a change to their employment contract. 

First, you should have a meeting or send them an email explaining all the changes. When you do this:

  • your employee must understand their obligations and what has changed in their contract; and 
  • you can explain your reasoning behind why it has changed and the impacts it will have on your employees.

Secondly, you should take time to understand their concerns. You should: 

  • consider whether you can help them with their concerns or work around these; and
  • record everything that occurs either in email correspondence or verbal discussions.

Lastly, you should ensure that all employees sign off on these changes. This is necessary to prove that the change is being made with your employee’s knowledge and consent.

As an employer, you cannot change an employment contract without your employees’ knowledge and consent. Before making any changes, you should schedule a meeting with the relevant employee and explain the changes. You should also explain your reasoning behind these changes. Likewise, take the time to listen to any concerns. Once you and your employee come to an agreement, it is best practice to have them sign a variation letter or a new contract to formalise their consent.

If you need help changing your employment contract or understanding your legal requirements when changing the contract, our experienced employment lawyers can assist as part of our LegalVision membership. For a low monthly fee, you will have unlimited access to lawyers to answer your questions and draft and review your documents. Call us today on 1300 544 755 or visit our membership page .

Employees must be aware of and consent to any changes to their employment contract. An exception to this is where there are express terms in their employment contract allowing the change, or where legislation or an applicable modern award or enterprise agreement allows it.

It is important to spend time ensuring your employee understands their new obligations. But, most importantly, make sure your employees sign a variation letter or a new contract to formalise their consent.

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Officials rush to help hospitals, doctors affected by Change Healthcare hack

Federal officials and health-industry executives Tuesday said they were racing to help hospitals and health-care providers that are at risk of running out of cash after a cyberattack knocked out the nation’s largest processor of medical claims and put pressure on patient care.

The Department of Health and Human Services unveiled a strategy that encouraged private health plans to advance funding to the hardest-hit organizations and relax requirements that often slow the billing process, among other steps. The Centers for Medicare and Medicaid Services (CMS) said it would consider individual requests for accelerated payments, akin to those made during the coronavirus pandemic, recognizing that “hospitals may face significant cash flow problems from the unusual circumstances impacting hospitals’ operations.”

Aledade, the nation’s largest network of independent primary care practices, also announced that it would advance up to $100 million to its physician practices across the country.

Many physician practices are facing “catastrophic” funding shortfalls, Farzad Mostashari, Aledade’s CEO, said in an interview with The Washington Post, estimating that as many as 25 percent of physician practices are exhausting their cash reserves. Mostashari added that his company stood up an emergency-response team last week — just like in the early days of the coronavirus pandemic, when elective procedures across the country were canceled and health-care revenue dried up.

“It felt very much like it did on March 11, 2020,” he said.

Many hospitals and health-care providers have been unable to bill for services since the Feb. 21 hack of Change Healthcare, part of UnitedHealth Group, and it is unclear when the situation will be resolved. Industry and government officials have said the hack is among the most serious cyberattacks ever made on the health-care system. Federal officials, including HHS Secretary Xavier Becerra and Deputy Secretary Andrea Palm, have held emergency meetings with administration leaders and UnitedHealth about how to address the widening health-care payment crisis, officials told The Post.

Health-care advocacy groups Tuesday said the Biden administration’s response has been insufficient, with the American Hospital Association urging the government to do more following “the most significant and consequential incident of its kind against the U.S. health care system in history.”

“The magnitude of this moment deserves the same level of urgency and leadership our government has deployed to any national event of this scale before it,” Richard J. Pollack, the hospital association’s CEO, said in a statement. “The measures announced today do not do that and are not an adequate whole of government response.”

Frustration with UnitedHealth and federal officials has mounted as hospitals and medical practices, unable to submit medical claims and get paid by insurers, say cash reserves are drying up. Patients in some cases are experiencing delays in care and have been unable to use discount cards or patient-assistance programs that run through the electronic clearinghouse operated by Change Healthcare, according to health-care providers and industry officials.

Meanwhile, physicians said emergency funding UnitedHealth made available last week, offering short-term loans through its Optum health services arm, is woefully insufficient. Some doctors who are waiting for hundreds of thousands of dollars in bills to be paid have reported receiving offers of several hundred or a few thousand dollars.

UnitedHealth did not respond to questions about Optum’s loans and other criticism.

The company “is working diligently” to respond to the federal government’s recommendations, UnitedHealth said, adding that “we look forward to the additional guidance forthcoming on how we can be helpful to providers during this challenging time.”

Christine Meyer, who owns a primary care practice outside Philadelphia that serves 20,000 patients, has watched payments from insurance companies dwindle by the day. Typically, her practice gets between $20,000 and $70,000 a day in deposits, but Tuesday it received barely $1,600 — the lowest in 20 years, Meyer said.

“I’m terrified our cash will only last so long,” said Meyer, who has applied for a loan to buy time.

The impact varies across the country. Providence, a large health system headquartered outside Seattle, said Monday it had “resumed normal operations,” although some of its pharmacies are having to take extra measures to bill insurance and dispense medications to patients.

Some lawmakers said Tuesday that they believe congressional hearings are necessary.

“I plan to participate in all relevant hearings and briefings related to this breach to determine what went wrong and where we can make improvements to thwart future attack,” Rep. Gus Bilirakis (R-Fla.), who chairs a House panel that oversees health-care data, wrote on Facebook.

The cyberattack has gripped the health industry, with officials saying it underscores the growing digital risks facing the health system.

“For years we’ve complained that health care wasn’t more digitized and needed to be,” said Jim Parker, a senior HHS official during the Trump administration. “And of course, there’s always a downside to that, which is that it also needs to be secure.”

The hackers stole data about patients, encrypted company files and demanded money to unlock them. Change Healthcare subsequently shut down most of its network as it tried to recover. UnitedHealth has declined to address reports that the ransomware gang ALPHV received a $22 million payment. “We are focused on the investigation,” the company said in a statement Monday.

Change Healthcare processes 15 billion medical claims a year, far more than any other company, and is a critical pipeline connecting health-care organizations with insurance companies who review their claims, pay for their services and determine the costs of care for patients.

CMS has told providers to contact their Medicare administrative contractors to enroll in a new electronic clearinghouse to process claims and has instructed the contractors to expedite the onboarding and billing process. Many organizations have taken advantage of a bare-bones electronic platform set up by Availity, a rival to Change Healthcare that also operates a vast clearinghouse for medical claims.

Availity said its volume of claims has surged by up to 70 percent since the Change outage, as it works through backlogs resulting from the cyberattack. It has connected more than 300,000 providers through this platform, which the company said it is offering for free.

“We’re building some really strong relationships with people in need right now,” Russ Thomas, Availity’s CEO, said in an interview. He is particularly worried for smaller health operations, saying the current outage could be even more disruptive than the coronavirus.

“As a physician, you’ve got to provide care for the patients. They just can’t bill for it right now,” Thomas said.

Meyer, the Philadelphia-area physician, said switching to a platform such as Availity’s free service isn’t an option, because it requires an electronic file with patient claim information that her software vendor can’t generate. So her staff is manually entering claims into the electronic portals of insurance companies that offer this, while submitting claims on paper to Medicare.

Meyer said she has so far managed to avoid impact on patient care but worries that if her cash continues shrinking, she might have to send doctors home.

“For this to happen in the blink of an eye, without any warning, for me to be scrambling to pull together cash, it’s ridiculous,” Meyer said.

HHS said Tuesday that payers — such as insurance companies — are extending funds to providers whose billing systems have been knocked offline.

AnneMarie Czyz, CEO of Rome Health, said her health-care system in central New York has been unable to process 3,200 claims totaling $13.4 million since the hack and is facing a loss of $2.3 million a week. Optum offered $11,700 a week, which must be repaid, she said, calling it a “a lot of work for a very low return on our crippling circumstances at the moment.”

Czyz’s staff is trying to submit claims manually, she said. “It’s like going back to the stone ages in health care, hand-entering everything we’re doing,” she said.

UnitedHealth executives have been scrambling to develop a response as the crisis has deepened.

Patrick Conway, a senior UnitedHealth executive, canceled his keynote address at a health-care conference Tuesday in New York because of the evolving situation, organizers said.

Conway’s keynote was replaced by a roundtable on cyberthreats in health care, where panelists — including Virginia McFerran, a former Optum executive — bemoaned the situation facing the industry.

“There’s so many different ways that bad things can happen,” McFerran said.

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Questions and Answers About the Fair Labor Standards Act (FLSA)

WAGES, PAY AND BENEFITS

When are pay raises required?

Pay raises are generally a matter of agreement between an employer and employee (or the employee's representative). Pay raises to amounts above the Federal minimum wage are not required by the FLSA.

Is extra pay required for weekend or night work?

Extra pay for working weekends or nights is a matter of agreement between the employer and the employee (or the employee's representative). The FLSA does not require extra pay for weekend or night work. However, the FLSA does require that covered , nonexempt workers be paid not less than time and one-half the employee's regular rate for time worked over 40 hours in a workweek.

How are vacation pay, sick pay, holiday pay computed and when are they due?

The FLSA does not require payment for time not worked, such as vacations, sick leave or holidays (Federal or otherwise). These benefits are matters of agreement between an employer and an employee (or the employee's representative).

How is severance calculated and when is it due?

The FLSA requires payment of at least the minimum wage for all hours worked in a workweek and time and one-half an employee's regular rate for time worked over 40 hours in a workweek. There is no requirement in the FLSA for severance pay. Severance pay is a matter of agreement between an employer and an employee (or the employee's representative).

The Employee Benefits Security Administration ( EBSA ) may be able to assist an employee who did not receive severance pay required in his or her employment contract.

When must breaks and meal periods be given?

The FLSA does not require breaks or meal periods be given to workers. Some states may have requirements for breaks or meal periods. If you work in a state which does not require breaks or meal periods, these benefits are a matter of agreement between the employer and the employee (or the employee's representative).

In general, the FLSA does not require breaks or meal periods be given to workers. However, all employers covered by the FLSA must comply with the Act's break time for nursing mothers provision . Please refer to the Wage and Hour Division's Nursing Mothers website to obtain additional information on this topic. Some states may have additional requirements for breaks or meal periods. If you work in a state which does not require breaks or meal periods, these benefits are a matter of agreement between the employer and the employee (or the employee's representative).

What must an employer provide to workers who want to express breast milk in the workplace?

Effective March 23, 2010, employers are required under the FLSA to provide unpaid break time and space for nursing mothers to express breast milk for one year after the child's birth. Where employers already provide compensated breaks, an employee who uses that break time to express milk must be compensated in the same way that other employees are compensated for break time. See WHD Fact Sheet # 73, Break Time for Nursing Mothers under FLSA . In addition, the FLSA’s general requirement that the employee must be completely relieved from duty or else the time must be compensated as work time applies. See WHD Fact Sheet #22, Hours Worked Under FLSA . Please refer to the Wage and Hour Division's Nursing Mothers website to obtain additional information on this topic.

Are periodic performance evaluations required?

The FLSA does not require performance evaluations. Performance evaluations are generally a matter of agreement between an employer and employee (or the employee's representative).

OVERTIME AND WORK HOURS

When is overtime due?

For covered, nonexempt employees, the FLSA requires overtime pay at a rate of not less than one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek. Some exceptions to the 40 hours per week standard apply under special circumstances to police officers and fire fighters employed by public agencies and to employees of hospitals and nursing homes .

Some states have also enacted overtime laws. Where an employee is subject to both the state and Federal overtime laws, the employee is entitled to overtime according to the higher standard (i.e., the standard that will provide the higher rate of pay).

How many hours per day or per week can an employee work?

The FLSA does not limit the number of hours per day or per week that employees aged 16 years and older can be required to work.

How many hours is full-time employment? How many hours is part-time employment?

The FLSA does not define full-time employment or part-time employment. This is a matter generally to be determined by the employer. Whether an employee is considered full-time or part-time does not change the application of the FLSA.

Wh en can an employee's scheduled hours of work be changed?

The FLSA has no provisions regarding the scheduling of employees, with the exception of certain child labor provisions . Therefore, an employer may change an employee's work hours without giving prior notice or obtaining the employee's consent (unless otherwise subject to a prior agreement between the employer and employee or the employee's representative).

When is double time due?

The FLSA has no requirement for double time pay. This is a matter of agreement between an employer and employee (or the employee's representative).

Extra pay for working weekends or nights is a matter of agreement between the employer and the employee (or the employee's representative). The FLSA does not require extra pay for weekend or night work. However, the FLSA does require that covered, nonexempt workers be paid not less than time and one-half the employee's regular rate for time worked over 40 hours in a workweek.

RECORDKEEPING AND NOTICES

Are pay stubs required?

The FLSA does require that employers keep accurate records of hours worked and wages paid to employees. However, the FLSA does not require an employer to provide employees pay stubs.

What notices must be given before an employee is terminated or laid off?

The FLSA has no requirement for notice to an employee prior to termination or lay-off. In some situations, the WARN Act provides for notice to workers prior to lay-off. Some states may have requirements for employee notification prior to termination or lay-off.

Time change 2024 to spring forward Sunday. Kentucky clocks move an hour for Daylight Saving

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Daylight Saving Time kicks in this weekend, as most Americans dread when the time change will spring forward or fall back.

A casket company even recently created a commerical and website to help abolish DST altogether.

Everything you need to know about the time change is listed below, so you can focus on those upcoming spring break vacations.

What is daylight saving time saving? Hint: it may not actually be time or money

Here's what you need to know about DST in 2024:

When does the Daylight Saving time change 2024 occur in U.S.?

Participating states turn clocks forward an hour on the second Sunday in March during the spring. Daylight Saving Time ends on the first Sunday of November in the fall of each year and that's when states turn clocks back an hour.

When does Daylight Savings time change spring forward in 2024?

In the U.S., clocks will officially spring forward at 2 a.m. Sunday, March 10, 2024.

Do I gain or lose an hour of sleep for Daylight Savings Time at 2 a.m. March 10, 2024?

We lose an hour of sleep when the clocks "spring forward" and are turned ahead at 2 a.m. for one hour when Daylight Saving Time begins.

In the fall when DST ends, clocks "fall back" an hour in November. That is when people gain an hour of sleep.

Titan Casket 'Bury Daylight Savings' ad: A casket company is trying to save lives. How? Bury Daylight Saving time change permanently

When does Daylight Savings 2024's time change fall back?

Clocks fall back on Sunday, Nov. 3 in 2024.

Why does Daylight Saving Time change at 2 a.m.?

In an interview with Time Magazine , author Michael Downing cited his book, " Spring Forward: The Annual Madness of Daylight Saving Time , " to explain how Amtrak and the railroads were the main reason clocks change at 2 a.m. for DST.

There were no trains leaving the station at 2 a.m. on Sundays in New York City when Daylight Saving Time was established.

"Sunday morning at 2 a.m. was when they would interrupt the least amount of train travel around the country,” Downing said.

Titan Casket company shares DST 2024 ad: 'Bury Daylight Savings' commercial

What time is it in louisville.

Visit timeanddate.com to see the current time in Louisville.

Why does daylight saving time exist?: Unpacking the century-long beef over DST

Daylight Savings, time change in Kentucky

Kentucky first observed daylight saving time in  1918, when the Standard Time Act  established daylight saving time to conserve electricity during World War I. After the war was over, daylight saving was no longer national law and became a local option.

Between 1918 and today, Kentucky observed daylight saving time for 75 years, according to  timeanddate.com . For a while, cities across Kentucky were inconsistent, with some observing the time change and others not.

But starting in 1970,  Time and Date AS  has tracked observance of daylight saving time in Kentucky every year.

Over the years, researchers have  tried to tie your body getting an hour less of sleep  that night to a variety of issues, including an increase in car crashes and health problems such as heart attacks and strokes.

In 2019, Kentucky Republican Reps. Bart Rowland of Tompkinsville and Brandon Reed of Hodgenville  pre-filed a bill  to do away with resetting clocks every six months and instead use daylight saving time all year long. To do so, however, requires authorization by the federal government. 

Under federal law, states are allowed not to observe daylight saving time, with Arizona and Hawaii being the lone states to do so. States are not allowed to stay on daylight time throughout the year.

Which U.S. states don't change clocks for Daylight Saving Time?

As of July 25, 2022, the  U.S. Department of Transportation  noted that only Hawaii and parts of Arizona do not participate in daylight saving time. The Navajo Nation is the lone exception in Arizona.

The territories of American Samoa, Guam, Northern Mariana Islands, Puerto Rico and the Virgin Islands also do not participate.

According to the website, states may exempt themselves from observing daylight saving time by state law in accordance with the  Uniform Time Act , as amended.

Spring Break 2024: When's your favorite student on spring break? Here's a list of Louisville area breaks

When does Daylight Savings Time end permanently?

Despite the Sunshine Protection Act being unanimously approved by the U.S. Senate in 2022, there is no permanent end in sight.

The bill was not signed into law by the U.S. House of Representatives , citing other priorities that needed to be addressed before tackling DST, according to The Hill . Thus, the bill has not been signed into law by President Joe Biden.

Rep. Frank Pallone Jr. (D-N.J.) told The Hill in July that efforts to find a consensus for Daylight Saving Time continue to fall flat with an emphasis on geographical issues rather than political party lines.

"The problem is that a lot of people say to me, ‘Oh, we should just have, you know, we shouldn’t switch back and forth, we should just have standard or daylight saving,’ but then they disagree over which one to enact," Pallone told The Hill.

"And so that’s the problem. We need a consensus that if we’re gonna have one time, what is it? And I haven’t been able to get a consensus on that."

A 2023 version of the Sunshine Protection Act sat idle in the House of Representatives for the entire year.

Chris Sims is a digital content producer for Midwest Connect Gannett. Follow him on Twitter:  @ChrisFSims .

When does daylight saving time 2024 start and bring back an hour of sun?

change contract hours

You may want to go to bed a bit earlier this weekend as it's almost time to set your clocks forward as daylight saving time begins on Sunday, March 10.

Clocks will spring forward an hour at 2 a.m. Sunday morning, taking an hour of the night with it. In exchange, the sun will start setting around 7:34 p.m., giving you an extra hour of daylight.

But why do the clocks change twice a year? What is daylight saving time anyway?

Here's what you need to know.

Daylight saving time: The spring forward

As railroads and trains began to expand across the United States in the late 19th century, railroad operators and passengers encountered a problem; there were more than 144 local times in North America.

According to the Bureau of Transportation Statistics , this resulted in passengers arriving earlier than they left and missing their connections. The wacky time zones also resulted in train collisions as railroad companies struggled to coordinate.

In 1883, railroad companies began operating on a four-time zone system. In 1918, the Interstate Commerce Commission created the five time zones we know today: Eastern, Central, Mountain, Pacific and Alaskan.

In the latter half of the 20th century, Congress passed the Uniform Time Act of 1966, which codified standard time within the existing time zones and created daylight saving time.

Originally, daylight saving was set to start on the last Sunday of April and end on the last Sunday in October. Congress continued to tinker with it in the 70s , setting its start back to January 6 in 1974 and February 23 in 1975. After those years, its start went back to the last Sunday in April.

The start and end of daylight saving remained the same until the 21st century when Congress passed The Energy Policy Act of 2005. This moved the start date to the second Sunday in March and the end to the first Sunday in November, the system we still have today.

Federal law allows states to exempt themselves from daylight saving and stay on standard time year-round.

Whose idea was it?

While daylight saving time wasn't formally established until 1966, Benjamin Franklin suggested the practice in a  satirical essay  published in 1784. He peddled the idea to Parisians so they could change their sleep schedules and ultimately save money on candles and lamp oil. 

Then, in 1907, an Englishman named William Willett penned a pamphlet titled "The Waste of Daylight" that advocated for advancing clocks in the spring and turning them back in the fall. He also encouraged people to get out of bed earlier during the summer. 

How long does daylight saving last?

Since it runs from the second Sunday of March to the first Sunday of November, it lasts under eight months. If you're a night owl counting down the days until daylight saving ends, it's 238 days from start to finish.

Do all states and territories observe daylight saving time?

Hawaii and Arizona are the only two states that don't observe daylight saving time. The U.S. territories of American Samoa, Guam, the North Mariana Islands, Puerto Rico and the U.S. Virgin Islands also don't fiddle with their clocks twice a year.

In Arizona's case, state legislators decided they didn't want an extra hour of sunshine beating down on the state during its hottest months in the desert.

As for Hawaii and the territories, their proximity to the equator makes daylight saving irrelevant.

Is it "saving" or "savings"?

Many people refer to the practice as "daylight savings" with an "s," but the official term is "daylight saving" as in "to save daylight."

Columbus Dispatch reporter Shahid Meighan contributed to this story.

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California Department of Public Health

Change and contract management unit chief.

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The Women, Infants, and Children Program (WIC) has been part of the nation’s nutrition safety net for nearly 50 years.

Extensive research has found WIC to be a cost-effective investment that leads to healthier infants, more nutritious diets, health care for children, and subsequently higher academic achievement for students. WIC helps families receive healthy food, nutrition education, breastfeeding support, and referrals to healthcare and other community services.

Like other divisions within the California Department of Public Health (CDPH), WIC builds its program by addressing social determinants of health. WIC impacts the life course by promoting health practices that can ultimately improve life outcomes often experienced by vulnerable communities.

WIC serves babies and children up to age five, pregnant women, and new mothers. Dads, grandparents, foster parents of young children, and working families are welcome at WIC too!

Monthly, nearly one million WIC participants can find support at one of 84 local agencies that offer services at more than 500 sites throughout California. WIC participants can redeem their food benefits at approximately 3,800 grocers that are authorized to serve WIC families.

In 2019 – 2020, the WIC Division implemented an Electronic Benefits Transfer (EBT) card called the California WIC Card and a new management information system that allows WIC participants to be served more efficiently.

About the CDPH/WIC Family

Over 200 state staff work at CDPH’s WIC Division, headquartered at the Natomas campus in Sacramento. WIC is committed to a hybrid workforce and the state provides a modest stipend for those who fully and partially work from home. Staff are provided with a computer or laptop, camera, and large screen to conduct their work. We build our unit teams virtually and maintain contact with stakeholders by being on camera to solidify our relationships.

The WIC Division is led by senior managers administering a Local Policy and Health Programs Branch, Local Services Branch, Vendor Management Branch, Communications, Food, and Vendor Policy Branch, Data and Integrity Section, WIC Systems Integration Branch, and the Operations team. Through these branches, support staff, analysts, specialists, researchers, and nutritionists serve the needs of WIC families, supports our program partners, and ensures the California WIC Program is administered appropriately and effectively.This position supports the California Department of Public Health’s (CDPH) mission and strategic plan by advancing the health and well-being of California’s diverse people and communities. As an employee of the WIC Systems Integration Branch, this position serves as part of a team that provides support for various technologies that support and improve WIC program services.

The incumbent works under the general direction of the Chief, WIC Change Management Section, Staff Services Manager II (SSM II) and supervises the daily activities of staff in the Change and Contract Management Unit. The manager actively participates as member of the WIC Management Team.

At the California Department of Public Health (CDPH), equity, diversity, and inclusion are at the core of our mission to advance the health and well-being of California’s diverse people and communities. We are genuinely and strongly committed to cultivating and preserving a culture of inclusion and connectedness where we can grow and learn together with a diverse team of employees. In recruiting for team members, we welcome the unique contributions that you can bring to us and the work we do.

Axios Des Moines

Scoop: Hy-Vee's chopped hours may violate Des Moines contract

H y-Vee's abrupt cut in operating hours at its downtown Des Moines store this week potentially violates a development agreement with the city, per records obtained by Axios.

  • The change follows the store's recent temporary block of some aisles as the grocery chain reconsiders the location's layout.

Why it matters: The city government provided millions of dollars in incentives for a "full-service grocery store" — the only one downtown — when it opened in 2017.

  • Deputy city manager Matt Anderson tells Axios the store is essential for downtown's growing population.
  • Some of Hy-Vee's financial incentives are over a 15-year period.

State of play: Hy-Vee posted notes on its doors Monday announcing new daily store hours are 8am-6pm.

  • But adevelopment agreement with the city requires the downtown store be open daily from 6am-11pm — a seven-hour difference.

Zoom in: Theft and loitering have become a problem at the store with police being called there more than 200 times in the last six months, Hy-Vee spokesperson Tina Potthoff tells Axios.

  • The changes are to ensure safety of customers and employees, she says.

Plus: The number of customers served in early morning and evening hours has significantly decreased at the store since the pandemic because more people now work from home, Potthoff says.

Flashback: Hy-Vee announced plans in 2021 to convert the store into a HealthMarket but indefinitely tabled the idea after the proposal was not well received by customers and city officials.

What they're saying: The city's economic development department hadn't received a formal request to amend the contract as of yesterday.

  • The city has contacted developer Knapp Properties to initiate conversations with Hy-Vee, Anderson says.

How it works: DSM generally tries to work with businesses for an agreeable solution before issuing written notices.

  • Hy-Vee would have 45 days to take corrective actions if a notice is formally issued, city spokesperson Devin Perry tells Axios.

Of note: The city occasionally rescinds tax incentives to companies that do not follow through on economic development promises, including Wells Fargo , which recently announced it's leaving some of its DSM locations.

Get the rundown of the biggest stories of the day with Axios Daily Essentials.

Scoop: Hy-Vee's chopped hours may violate Des Moines contract

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  1. Notice to change working hours

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  2. Notice of Change Business Hours (Katy) : SPECIALS

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  3. Annualised Hours Employment Contract

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  4. Amendment To Employment Contract

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  5. sample letter change of employee working hours

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  6. Zero Contract Hours Template

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COMMENTS

  1. Important Laws on Changing Employee Work Schedules

    The Federal Fair Labor Standards Act states that, in most cases, an employer is allowed to change the work schedule of anyone over 16 years of age without prior notice or consent. In other words, as long as you are supplying the employee with the contracted amount of hours, you can ask them to work whenever you need them to.

  2. Employment Contract Working Hours: All You Need to Know

    Let us look into some essential factors included in employment contract working hours. The job hour begins at 9 AM and continues till 5 PM. The employers are required to work from Monday to Friday and the total working hours is forty hours a week. The total weekly hours cannot exceed forty, excluding intervals.

  3. Can my employer change my contract without my consent?

    If everyone is happy to change the contract then this can simply be recorded in writing within a statement of change. If you are not happy with the changes your employer suggests, you may not have to accept the changes - but this depends on the wording of your contract and the nature of the changes. Call our specialist solicitors on 0808 231 ...

  4. Changing an Employees' Working Hours

    > Contracts > Changing an Employees' Working Hours We explain everything you need to know when changing an employees' working hours In a time where conventional working hours are becoming less common, options like flexitime are becoming more standard.

  5. Check if your employer can make changes to your contract

    your contract says your employer can make certain changes - this is called a 'variation clause' the law is changing - for example if you get the National Minimum Wage and the rate changes

  6. Changing an employment contract

    How to change the terms of an employment contract. This is sometimes called 'varying a contract'. Changing your employees' contracts Includes advice on considering, proposing and consulting about employment contract changes. Changes to your contract What to consider if you or your employer want to propose changes to your employment contract.

  7. Changing Employees Working Hours

    In the federal jurisdiction, employers must give notice to an employee about their work schedule at least 96 hours before the start of the first shift in that schedule, following an update of the Canadian Labour Code.

  8. Changing an Employment Contract: What You Need To Know

    An employment contract change cannot be implemented if the employee is not in agreement with the alterations and if the proposed change is significant. ... How do I change to zero hours contracts? 05/02/2021 Wayne cyprien Good evening, I have currently been working for Europcar for 15 years and have currently been make aware due to covid they ...

  9. Contracts, hours and pay

    Contracts, hours and pay. Employment contracts. What an employment contract is, how contracts can be changed, and how a contract is affected by someone's employment status. TUPE transfers. How TUPE regulations protect employees' rights when their employer changes business owners or service providers.

  10. Proposing changes to your employer

    By law, you have the right to ask for a contract change through a 'flexible working request' if: you're legally classed as an employee you've been employed by your employer for at least 26 weeks you've not made another flexible working request in the last 12 months

  11. Can An Employer Change Employment Contract

    Yes, you can. But you need to consider your employees' rights. There are only three ways to make this change: You speak to your employee and ask them to make a change--and they have to agree. Ask the employee's representative about a change--and they also have to agree. If you have a clause in their contract that allows you to make changes.

  12. Can employers change an employee's job duties, schedule or work ...

    Generally, unless an employment contract or a collective bargaining agreement states otherwise, an employer may change an employee's job duties, schedule or work location without the employee's ...

  13. Work Schedule Change Notice Letter Template for Businesses

    Sample Letter for Work Hour Changes. If you want to see how all the pieces fit together, here's what a sample business letter can look like using our template. Just click "Make a copy" and you can edit your own. Or you can copy and paste the sample letter from the actual text here: Company ABC. 2222 Hickory Lane.

  14. Can My Employer Change My Schedule Last Minute?

    According to the Department of Labor, "an employer may change an employee's work hours without giving prior notice or obtaining the employee's consent (unless otherwise subject to a prior agreement between the employer and employee or the employee's representative).". That means unless you have an employment contract or collective ...

  15. Can an employer change employee contract hours & pay?

    1. Make the change anyway Assuming it is a change that can be made without action from the other party. For example, in the case of reducing hours, the employer just rotas the employee for less hours, or tells them to come in at a different time.

  16. Change of Employment Contract

    There are several reasons why you would need to change an employee's contract. Any changes can be from an employer, or an employee can make a request for a change in their contract of employment. Reasons that employers would need to change employee contracts could be; Change an employee's working hours (if your business needs to reduce their ...

  17. Employment contract amendment template

    Even if the change to the contract is a positive one, these changes shouldn't come as a surprise to employees. After all, employment contract variations can affect different employees in different ways. ... This is where you'd cover salary increases, pension plans or specific changes to working hours, for example. ...

  18. Changing an employment contract: Getting agreement

    You should: consult or negotiate with employees or their representatives (for example from a trade union or staff association) explain the reasons for changes listen to alternative ideas from...

  19. Changing Employment Contract Without Consent?

    Key Takeaways. As an employer, you cannot change an employment contract without your employees' knowledge and consent. Before making any changes, you should schedule a meeting with the relevant employee and explain the changes. You should also explain your reasoning behind these changes. Likewise, take the time to listen to any concerns.

  20. Officials rush to help hospitals, doctors affected by Change Healthcare

    Many hospitals and health-care providers have been unable to bill for services since the Feb. 21 hack of Change Healthcare, part of UnitedHealth Group, and it is unclear when the situation will be ...

  21. Questions and Answers About the Fair Labor Standards Act (FLSA)

    The FLSA requires payment of at least the minimum wage for all hours worked in a workweek and time and one-half an employee's regular rate for time worked over 40 hours in a workweek. There is no requirement in the FLSA for severance pay. Severance pay is a matter of agreement between an employer and an employee (or the employee's representative).

  22. Time change 2024 to spring forward Sunday. Kentucky clocks move an hour

    When does Daylight Savings time change spring forward in 2024? In the U.S., clocks will officially spring forward at 2 a.m. Sunday, March 10, 2024.

  23. Handling requests

    Consulting Handling requests In some circumstances, employees or workers may ask their employer for changes to their employment contract. For example, employees may have the legal right to ask for flexible working. Flexible working requests By law, someone has the right to ask for a contract change through a 'flexible working request' if:

  24. When does daylight saving time 2024 start and bring back an hour of sun?

    In exchange, the sun will start setting around 7:34 p.m., giving you an extra hour of daylight. But why do the clocks change twice a year? What is daylight saving time anyway?

  25. Daylight Saving Time Change Is Sunday

    M ost of us will "spring forward" this weekend during the annual switch to daylight saving time. The time change happens Sunday at 2 a.m. The long-standing practice of changing clocks twice a year ...

  26. Change and Contract Management Unit Chief

    Share This: Share Change and Contract Management Unit Chief on Facebook Share Change and Contract Management Unit Chief on LinkedIn Share Change and Contract Management Unit Chief on X; ... Career Service Hours. M Monday 9:00 am- 5:00 pm T Tuesday 9:00 am- 5:00 pm W Wednesday 9:00 am- 5:00 pm TH Thursday 9:00 am- 5:00 pm F Friday ...

  27. Anant Ambani pre-wedding photos: Rihanna, Mark Zuckerberg among stars

    The three-day celebrations, hosted by Asia's richest man Mukesh Ambani, welcomed around 1,200 guests from Silicon Valley, Bollywood and beyond.

  28. As daylight saving time nears, why do we still change our clocks?

    For those curious, the summer solstice will take place on June 20, with more than 15 hours and 13 minutes of sunlight. Sunset will take place at approximately 8:29 p.m., giving residents plenty of ...

  29. Considering changes

    Changes to employment contracts can be agreed in different ways, including when: a change is proposed by either you, or one or more employees or workers, which you then discuss and agree with them you have a 'collective agreement' with a trade union and the union agrees changes to terms and conditions on behalf of your employees or workers

  30. Scoop: Hy-Vee's chopped hours may violate Des Moines contract

    Hy-Vee's abrupt cut in operating hours at its downtown Des Moines store this week potentially violates a development agreement with the city, per records obtained by Axios. The change follows the ...