Hi Guys, As a recruiter I can agree with all that this is a tough, yet suprisingly common problem. I interview 3-4 people a day, and the advise I would give (just my opinion) is don't mention this on your CV, but be as open and honest as possible....in fact seek to bring it up at interview. As a CV, you are only a piece of paper on an employers desk, which they will skim read at best. However, face to face, you are a real person, with a character and an opportunity to demonstrate your capability. When screening CV's I would probably bin any with dismissal on them but would and have employ people who were open and honest in the interview, even if they were at fault. I find many employers share my views. For me, if someone has tried to hide the fact they were dismissed and were dis-honest, that would be game over for me. Tough one, but I hope this helps.

Just to be contraversial, I think Unions would carry much more credibility and support if they didn't encourage strike action whilst demanding exorbatant pay rises so often. If they spent more time focusing on assisting people who need advice and support, I'd go and join one tomorrow. Apologies if I've offended anyone. I just wanted to offer the other side of the arguement.

Unfortunately they can. Most employers will usually just deduct from your wages, however, they can see to obtain a judgement if that doesn't cover it and they feel like being a pain in the a*&^. Call your payroll team, or speak to your line manager (if you still work for the business) as most enlightened employers would arrange some scheme of installments to be deducted to correct the error. Hope this helps

Hi Redundant, Firstly, you have my sympathy's as I've been here before.... You've done all you can at this stage. Unfortunatley, it may take months before you recieve any funds owed, an if you are lucky, you may get 5-10% of the funds you are owed. The Inland Revenue and Authority's get all the money they're owed first, and what's left is divided up between the companies creditors. Unfortunately, I know very little about the benefits system, but if you speak to you local job centre, they should help you find out what benefits you're entitled to claim. Hope this helps, and good luck.

Hi Derryman, I'll deal with these 1 by 1. CV In short yes. You need to demonstrate gross misconduct which is quite easy in this case, but you still need to follow the correct disciplinary process. Gossip In short no. You would need to hold a disciplinary hearing to assess the allegations being made, but it would be very unlikely that this could be considered gross missconduct. Colleagues Definately not. This sort of thing would be considered as bullying by any tribunal. Finally on the part less than 12 months thing.....If an employee has worked for the business for less than 12 months they can not claim Unfair dismissal or constructive dismissal. They can only bring a tribunal for such things as bullying, discrimination and unlawful deductions. You could release this member of staff without any disciplinary or capability reason. Hope this helps

Hi Guys, Before any employer seeks to engage an employee they must validate their eligibility to work in the UK. The minimum required to satisfy the legistlation is either: - A: A Full UK Passport or B: Full birth certificate (A4 one that has your parents names on) and proof of national insurance number which can be - NI Card - P45 - P60 Without these, employers leave themselves open to both corperate and personal prosecution. As a recruiter, I come across 100's of people every year who are seeking to either obtain work using a false name, or when inelligble to work in the UK, so as annoying as it is, I do have some sympathy with the jobsworth's who can actually end up in prison if they don't follow this process. Hope this helps

Hi Guys, Many thanks for your responses. To answer The Chancellor's question, my bank obviously know where I am (but they're fine and I don't have any debt with them), and I have a credit card I've recently obtained in this address, so I'm sure the addresses could be linked through my credit profile. Just on Mr Ton's point, do debts get written off? Thanks

Hi again, Just to add to Zazen's point, you can request a copy of the reference from the receipient, but the receipient must ask permission to disclose the reference to the individual from the provider. If they didn't seek express permission from the provider, they would be in breach of the data protection act. Cheers

Hi Maisielou, Your husband needs to request the money from the contractor in question. Request this in writing, and if you don't get it back you can raise a Court action, and if it is a small claim it'll cost you about £50 which you'll get back when you win. The deduction is obviously unlawful, unless explicitly authorised or outlined in the Contract for Services your husband will have agree to when he was engaged by the contractor. Hope this helps

Hi Again Allwood. That's a new one. I've never heard this one before, but companies are entitled to put absense reporting proceedures in place. I've never heard of a premium rate phone line before, but I would imagine that you'd have difficulty claiming it was unreasonable, as in most cases the call would cost less than your commute to work if you were well. (I'm just full of cheer for you today)

Hi Allwood, I've got nothing but sympathy for your position, but the flexible working las the flexible working legistlation give's the right to request changes in work pattern, but this right only exists for parents of children upto age 6, or parents of disabled children upto age 18. Also, it's worth noting that the lesitlation only gives these people the right to request a change, but the employer is more than entitled to reject the request if they can show it would have a negative impact on the business. Most enlightened employers would try to assist where possible. Hope this helps.

Hi Guys, I hate to contradict the posts above...... As Jon Cris pointed out, references must be true and accurate, and any negative remarks must be objective and quantified, however, it's standard practice to highlight if an employee left prior to a pending disciplinary hearing, and a previous employer is perfectly entitled to do this. They can't speculate as to what the outcome of the hearing would have been, but they've not acted improperly here. I do sympathise, because it's crap when such action is taken as a result of a mistake as we all make them (in fact, it's only 8:55am, and i've made several all ready). If it was me, I would ask the previous employer just to confirm dates of employment on any future reference. They don't have to comply, but in such circumstances they often do just for a quiet life. Hope this helps.

Hi Alwood, On this you need to highlight the positives. Eg, for the "Impact of New Working Pattern", you need to highlight any areas your employer may raise as a concern, and discuss how you would limit it's impact. It's difficult, I know, but I can't see that your employer is trying to pull any kind of ploy here, as the flexible working legistlation give's the right to request changes in work pattern, but this right only exists for parents of children upto age 6, or parents of disabled children upto age 18. Your employer is at least enlightened enough to alow you to make the application. Hope this helps.

Thanks again. It hasn't already happened as I saw a copy of my credit report recently and there were no CCJ's on there. I just can't understand why they have gone so long without speaking to me and not taken me to court?

Hi Berry Lover, Thanks for the response. Is there a danger that anthing could go to court without my knowledge if I continue like this? Thanks