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stikky62

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About stikky62

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  1. stikky62

    Letter from hmrc

    Child benefit and child tax credits will stop - no longer eligible.
  2. Hi. I may have holiday pay problems coming my way when I end my present 'casual' job (i've been told by other employees this employer doesn't pay holiday pay at the end of casual work) and so have been looking into this myself. Everyone (apart from armed forces/police and trainees, I think it is) is entitled to holiday pay from their first hour of work for an employer. Useful info:> https://www.gov.uk/holiday-entitlement-rights/entitlement To work out what he's due, divide the number of days he worked by 232. Multiply the answer by 28 and that is the number of holiday days pay he is due. (Dividing the number of days worked by 232 and then multiplying by 100 would give you the percentage of the 28 days he is due) note: 232 is... 52 (weeks) x 5 (days) = 260, minus the 28 days statutory (includes bank holidays) For the temp jobs that were only a few hours or more, holiday pay would 'probably' be worked out at hourly rate and not the number of days. Basically, holiday pay is approx 12.07% (28/232) of the hourly rate. The 6 hours worked still accrues 12.07% holiday pay (43.5 minutes worth) 28 days is the Statutory minimum holiday entitlement (this includes the 8 days bank holidays) 31 days is the Statutory minimum holiday entitlement for Agricultural workers (includes bank holidays) btw,,temp job 2, nope, nothing you can do unfortunately. Because it's there on the payslip its lawful. (the crafty _ _ _ _ ers ) Temp job 4: He's owed approx £106.45 holiday pay. ;-)
  3. Any thoughts / help ? I'm thinking what a stupid thing to do sending the second email, and yes, you need help. (lol, sorry, just jokin' with the last bit) Put it behind you and only communicate with that colleague if it's a work related matter. If she wants to talk (be friends again), fair enough, but she'll have to approach you. There may not have been an official complaint put in but the damage is done - don't make it worse. How would you approach putting this right ? Do nothing, only communicate with that colleague if it's a necessary work related matter and forget it ever happened (don't let it get to you) Is this normal HR thinking ? Nope, I don't have an answer for that one though in the context of things I feel it's quite understandable/reasonable.
  4. stikky62

    Ingeus

    Tell us your name and we'll see what juicy gossip we can dig out I don't think there is 'another way', though as NOTHING is totally secure on't tinterweb you can never rule it out
  5. This job is only due to last a few more weeks anyway so 'getting out' is not a problem and won't cause any when I have to go back to signing on (not looking forward to all that cr#p again) ;-) I do have a contract allbeit in verbal form at the moment. When I'm told I only have a week or so left until the end, i'll ask the employer for a written contract or statement of employment particulars which he should have legally given me within 2 months of starting work. I don't think he'll give me one though, or it will be different to what he said when I started - we'll see I could be wrong but I don't see how it makes a difference with regards to the main problem I have - no holiday entitlement - because wage slips and bank statements have that area covered. They prove I have been working for him and for how long and therefore I'm legally entitled to holiday pay from the first hour I started (@12.07% for every hour worked). I dunno about 'you would need to be working somewhere at least a year or two before it would be worth your while trying to take anybody to a tribunal'. Maybe if I was looking at unfair dismissal that would be the case. I will be making a few phone calls and getting all my facts together before I go ahead with anything, but one way or the other I won't be letting this employer get away with it - Unlawful deduction from wages (no holiday entitlement/pay and 'possible' unpaid overtime) and paying below NMW (to be confirmed). He also expects us to be there 10 minutes before we actually start work each morning so I'm adding all those up too, as it is illegal if he doesn't pay us for it! 'They' will keep getting away with it if no-one stands up to them. Tribunal or small claims - i'm easy. I'll have to wait until I'm back on JSA to get the fee's waived, but I'm determined not to let him get away with it. btw, it's not a farm it's working in huge greenhouses and I'm far from burnt out. You're right about no-one sticking it though. I'm in my 50's and I've seen several students come and go in a matter of days after getting the same job as I do. They can't handle the hardwork let alone anything else,,, bless 'em You know, apart from my issues with this guy above, he really is lacking in social and management skills and has the worst attitude i've ever come across from an employer. I thought slavery was outlawed but apparently not. He used to go absolutely ape**** at the young lads if he thought they were 'slacking' and in his own words 'taking the ****',,, effing and blinding all over the place at them until one day I'd finally had enough and pulled him on it. That changed his attitude slightly towards any new lads that have started since, but he's still either unaware of employment laws or is blatantly ripping people off. Either way I'm going to put a stop to it (I hope ).
  6. Hi,,,quick question (s) ;-) I started an agricultural job a couple of months ago (nothing special and only expected to last few more weeks) and was told the hours would be 20-30 per week (mon to fri). I don't really know from one day to the next what time I'll be finishing work that day because the boss makes it up as he goes along due to business demands. Not including overtime at weekend, i'm averaging about 37 hours during the week. Does this make me a 'flexible worker'? I work mostly unsupervised so that means I'm a 'grade 2'. If I'm a 'flexible', that also mean i'm being paid under the nat.min (agriculture) for that grade by 31p per hour. Also, if my contract (only verbal) was 20-30 hours ,,anything I do over 30 hours is overtime - right? (min rate is 10.44/hr) From talking with a couple of people who have worked where I am for the past 10 yrs, I know my employer is going to try and avoid paying holiday entitlement when this 'temp' job comes to an end. I will give him the chance to 'do whats right', but I have every intention of going to a tribunal if he is paying under the minimum wage and refuses to make it up - and if o/t begins at over 30 hours for me, thats another 28 hours pay i'm owed. I've used the govt. on line calculator to work out my holiday entitlement and as i work irregular/casual hours, and based on total hours worked, there's 44 hours (+51 mins ) holiday pay due. I'm really going to spoil his day when all this comes up. I printed loads of info off the government site for a worker that's been there 10yrs+. Unfortunately, it ruined his afternoon because he can't believe how badly this guy has been 'illegally' employing him for the past decade. example: works 40 hour week, only given 20 days holiday (should be 29) and then only paid at 30 hours per week. Also paid under minimum wage for grade, no contract or any other written statement of employment particulars (i've not got one either), and never had a payslip!
  7. https://www.gov.uk/budgeting-loans/overview I've had a few budgeting loans up to £800 over the years. I think the amount you can claim depends on how long you've been on benefits (and other things). Each time I've applied they've either said yes or no (always been yes) and quote a figure I could have claimed up to. Check the link above - all the info is there. Note, you can't apply for a budgeting loan for any reason. There is a 'list' of things Budgeting Loans can pay for. I don't think covering housing benefit or starting up a business will qualify ;-)
  8. stikky62

    Ingeus

    From companies to you - ie, responses to job applications I should imagine. I hope you asked them to buy you a printer and ink to complete the task.
  9. stikky62

    Ingeus

    In DWP's 'The Work Program' booklet/pdf, it states ...'Providers can claim a job outcome payment after a participant has been in a job for three or six months, depending on how far they are from the labour market.' Does anybody know if that means if you're considered far from the labour market it's 3 months, and 6 if considered 'close'. I ask because I've just got a job but its only for 3 months and I want to know if I'm safe to let WP know i'm working, but only for 3 months (so tough, no payment for you) , or whether I have to ignore phone calls from numbers I don't recognise.(it'll be just like avoiding the debt collectors - ahhh, the memories..lol) I have an appointment in 2 weeks at WP and I'm quite sure they'll be trying to contact me as soon as they realise I haven't turned up.
  10. stikky62

    Ingeus

    Yes they can, but you don't have to sign it Stick to the JSAg, the WP can go ....
  11. stikky62

    Ingeus

    Unfortunately it's the other way round. You'll have to hit them with another withdrawal form. edit: I've just hit the 12 month mark in my sentence to WP and have been told I'm getting a new advisor (#7) and going to the next stage. Can anyone tell me what fun 'n games I've got to look forward to now?
  12. I was going to mention social tariffs but a quick googling tells me they've been phased out.(replaced with something else) Click here for some info
  13. I was bored so I had a go too. I didn't bother reading the questions, I just ticked 'very much unlike me' for everything. Not bad eh?...lol
  14. I can't believe I'm saying this, but builders bum's don't always look bad Take a peek
  15. As much as I hate the Work program, that's one course I wouldn't mind going on myself. I'm 51, and fit as a fiddle (as far as I know), and although I wouldn't particularly want to go into construction my house is in a right state and some of those skills would come in very handy. Would you get a CSCS card from it? btw, being older than everyone else has it's advantages
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