Change of premises

[stevethesparks]

He is always free to go elsewhere where another employer would be willing to pick him up. Yeah right. You have been too soft.

 

[7029 dave]

Kids today, won't even go to bloody school on their own without a lift.!

 

[chudson]

You don't have to cover the cost of travel to and from work really. We work on JIB rules which I believe is only paying some allowance after 10 or 15 miles straight line distance from the office address. Straight line distance being a pretty long way really.

 

[Deleted member 72666]

Do you also run him to college and back?

 

[Midwest]

Hi OP. It's probably a bit late now, but her indoors works in HR. So I posed your post to her.

Not unsurprisingly she didn't want me to quote her, but here's a few points;

An employer should have some form of offer and acceptance, which constitutes an employment contract, even if it's verbal.

Apprentices should be treated the same way as any other employee. Which includes a fair dismal process.

It is usually the employees responsibility to get themselves to their place to work, not withstanding any agreement you may have had, when you employed the apprentice. But in any event if this is having a detrimental effect on the business then the employer needs to meet or write to the employee and explain why they can’t continue. Give a reasonable amount time for the apprentice to make alternative arrangements (use his car)– usually equivalent to his notice period. Any dismissal is subject to an appeal process.

To claim unfair dismal, the employee must have 24 mths continuous service (if employed after April 2012) – as long the dismissal wasn’t based on discrimination under Equality Act.

The best advice, is to gone on-line to the Acas Code Of Conduct, which will advise on employment & process matters.

 

[Marvo]

I agree that it's normally the employees responsibility to get him/herself to the place of employment each day but you've set a very long standing precedent of transporting this particular employee so ceasing to do so may be seen as negatively altering their renumeration even though it's not specifically written into an employment contract.

Legalities aside I'd tread carefully because it's the kind of thing that is likely to be seen or percieved as a negative or even hostile move by the employee and could result in demotivating him. I'd communicate thoroughly with him face to face laying out your position and being open to lessening the impact for him in any way you can.

I'm not saying you can't or even shouldn't do it I'm just suggesting you approach it with some sensitivity and empathy for the sake of all concerned.