Zero hour contracts work well in our organisation, and are particularly popular with the large student population in the city. However, we sometimes find ourselves in the situation whereby people are on the HR & payroll system but have not worked for months. We would like to send a letter saying:
I am writing in reference to the continuation of your contract of employment as a casual hours Minster Host.
Despite regular shifts being available, in 2016 your employment record indicates that you have fulfilled a very small number of shifts. Currently, you have not indicated that you would like to sign up for any shifts in the near future.
Based on this, I would like to request the following:
- If you no longer wish to be employed by the Chapter of York, please provide written notice of the termination of your contract on or before 13th August 2016.
- If you do wish to be employed by the Chapter of York, please contact me in writing to confirm this on or before 13th August 2016. Following this, a re-induction will be arranged with your line manager and objectives set for the year ahead, in line with current practice.
Should we not hear from you in that time, please consider this letter to be a written statement of notice of our intent to terminate your contract with the Chapter of York on 14th August 2016. We will contact you following this date to arrange an exit interview, and you will no longer be sent details of available shifts.
Could this be construed as unfair dismissal, or is it reasonable to do this so we cut down on admin and have accurate records?