Jump to content

Weird Al Yankovic

Registered Users

Change your profile picture
  • Posts

    1,380
  • Joined

  • Last visited

Everything posted by Weird Al Yankovic

  1. Well, for a start, the debt is disputed so no court would grant bankruptcy for this Stat Demand in these circumstances. And I fail to see how making you bankrupt, and cost of doing so, is of any use to CapQuest as they won't get any money. Are you sure this is going to court?
  2. I think this is beyond the help a site like this can provide, not because of the substantial amounts involved, but, rather, because of the seemingly complicated agreement in place. Contact a good contract lawyer and good luck.
  3. Redundancy Arrangements - BERR Hope this helps!
  4. I'm quite shocked as I worked as a shelf stacker for Sainsburys when a student some years ago and, without doubt, they were the best employers I ever worked for-they were fantastic. Could it be a case of a bad manager rather than Sainsburys being bad? Although Sainsburys would still be responsible if there was any wrong doing? Very imortantly-how old are you? As there are different rules for youngsters with the WTR. And how was your time sheet fiddled with? I remember electronic time recording.
  5. Again, as Ell-enn has said, credit checks for a job are becoming far more common than they once were and are for the reasons Ell-enn states.
  6. Yes, I'd agree with Ell-enn, this appears to be more of a credit check which the employers are calling a security check. I think CRB ask for the last 5 years of address anyway.
  7. Can you please clarify? Your employers must have given you a CRB form to complete, how else are they able to security check you?
  8. Hi How the points system used would help. Can you help us with that?
  9. Hi If what you say is as innocent as it appears, and I don't doubt you, then yes, raise a grievance with your employer against this guy.
  10. You may be required to work different or additional hours above your normal hours as are necessary to meet the requirements of the business and for the proper performance of your duties. This may, in exceptional circumstances, mean that you are required to work more than 48 hours in any week and by signing this document you confirm your agreement to do so when required. You must give 3 months written notice if you wish to end your agreement to work additional hours above 48 hours as set out in this paragraph. The highlighted part above are the most important here. It is quite clear your new employers consider working more than 48 hours as 'exceptional,' thus, not very often. Go ahead and sign-but remember they are held to this in case of dispute.
  11. Tread very carefully. A doctor's sick note is simply an opinion and the certificate itself is no more than an entitlement to statutory benefits. The certificate from your doctor will state 'I advise you...' it does not say you are unfit. If your employer's OH is a qualified physician, rather than just a nurse, then, in his opinion, you should attend the meeting, which he has already done. An ET could well consider the OH opinion as better than your own doctor. A sick note is quite a myth where people think it is an absolute and cannot be questioned.
  12. Mr Pickle, your interpretation of your thread topic is inaccurate, not the CPR rules. As far as I am aware SSE are domiciled within the UK and, as such, can be sued whatever country of the UK the claim is brought. As mine was started in Wales and they are a PLC then the claim will be heard in Wales. Which is why there was no need to quote whatever it is you are banging on about. As you are keen to ignore this then one can only conclude you are deliberately posting subsequent nonsense.
  13. Huh? But you are saying it could be struck out on a technicality, due to a lack of a form not completed, which is based upon the issue of jurisdiction as the claim was filed in Wales to sue a firm based in Scotland! As I was advised by the clerk, correctly as it appears, it didn't matter that the claim was started in Wales to sue a Scottish company and I didn't need to fill in any other form which you are adamant must be completed in the circumstance. Read your first post again on what you say I was supposed to do and you will see I did not yet my claim is proceeding swimmingly. What hogwash!
  14. Not so I'm afraid. Today I received notice that the claim had been served and another letter from SSE that they intend to defend the claim. Had SSE been able to challenge jurisdiction then they surely would have. Not too sure what you are rambling on about to be honest.
  15. What is a 'front spring?' Anyway, I don't think you have much hope if you just now decide you don't want whatever it is you bought and want a refund. And even less so from an ebay seller!
  16. Hi 'What should she do?...' Are you not posting this because you already know it is what you should do? Just seems to read that way.
  17. As a recruiter do you not ever just use common sense? And what legislation do you refer to that a UK national must provide what you point out to work in the UK? Read the initial post again-she is a UK national.
  18. I just issued a claim in Wales against Scottish & Southern Energy who are based in Perth and the clerk said it is issued as normal.
  19. What an interesting thread. I am intrigued as to what council enforcement say about this and the legal angle as it is clearly distressing for the OP.
  20. Hi Gross misconduct usually allows for instant dismissal as the transgression is regarded as so serious. Theft is one example and especially if the culprit was caught in the act. We do not know the nature of your wife's employment and by not following procedure whilst doing her job may well be gross misconduct. Instant dismissal is a part of the procedure. However, the employer can argue that they gave more consideration in the circumstances by suspending rather than firing. The fact that others have been treated in the same way doesn't help your wife either. Employment law isn't always fair but I think your wife may be up against it here and I fear you are right that this could be stream lining staff. Good luck.
  21. 'Disobeying a direct order' can easily be considered gross misconduct and, thus, sackable. If I were a driver for a company and I was told to drive somewhere, but refused, then I would be disobeying an order and can expect the sack. And pregnant women are still subject to a company's diciplinary procedure just as much as anyone else. Finally, I doubt a union would accept representation of a pre-existing case. Why do you say procedure has not been followed? After all, your wife has only been suspended. Gross misconduct can be instant dismissal.
  22. Hi How long did you work for them? Many potential employers don't like the fact workers stand up for themselves and know their rights and take an ET action. Harsh but a reality. Especially in menial type jobs. Give us some more info to help you get around this problem. btw Monday was the 13th! Hope you have this correct in your legal calculations for time limits!
×
×
  • Create New...