Jump to content

caring guy

Registered Users

Change your profile picture
  • Posts

  • Joined

  • Last visited


1 Neutral

1 Follower

Recent Profile Visitors

The recent visitors block is disabled and is not being shown to other users.

  1. At a disciplinary a manager: Withheld evidence in order to make the case against the employee look a lot worse. In the workplace a manager: Regularly used a members only social media group to disclose staff's medical results. Are either of these two gross misconduct? I have a video copy of this all on a usb sent by the employer.
  2. I have been told i have do do a different job (as part of temporary deployment) for 4 months. The new job is a grade above my own but the employer has told me i will get no extra money. I am also disabled and a report done on me RECOMMENDS i am not redeployed. I have tried to get help from my union but this has proved nigh-on impossible. Thank you in advance.
  3. It was very helpful as some people were driving 20 miles to do pointless office work. Now they are no longer risking themselves or their families needlessly. Sometimes you have to confront people.
  4. I work directly for the council and the job i normally do is 98% with clients and 2% on a computer. We do not have laptops. We cannot work from home as the work we do is with clients mainly out in the community.
  5. After the manager was confronted they said it was voluntary (if you wanted to go in). The website was quoted and they claimed to know nothing about it. I then suggested that as they were a manager they should be aware of the council's policy.
  6. the question is going to be asked this week by another member of staff. The things you asked are not the work being undertaken. It's very difficult to say everything without identifying the whole situation but thanks for your quick replies.
  7. Staff are being asked to go to work to complete admin tasks for a small amount of hours a week. The employer's website says clearly "staff are not to go into buildings unless the work is essential". The work being asked is to check an update client files. These are reviewed on a revolving basis. Does this constitute essential work? I asked my union but they said "in these challenging times do what you are asked".
  8. I recently worked a shift for the agency and got normal rate plus a pound. I'ts quite friendly where i do the work and they told me they are getting charged double rate for Bank Holidays. The manager also showed me the invoice so i know they are telling the truth. I have worked BH before for the agency and got double hourly rate. If they are charging double should i be getting double? Thanks in advance.
  9. I am in a union but last time a left them a message they called me 3 weeks later. By that point i had the answer from HR!
  10. Thank you for replying. My question is how do you tackle this? 3 people treated one way and the male differently.
  11. If 4 staff have a permanent or temporary medical exemption (from the GP / occupational health) to doing part of a job (manual handling - staff are 3 female and 1 male) BUT the one male is told he has to do this part of the job (but the other 3 females not) is this an example of a breach of the equality act 2010? If it is what can be done? If it is not a breach what can be done?
  12. Thanks for your replies. Her hourly wage is supposed to be £10 per hour plus holiday. I have calculated she is on £8.92 per hour plus £1.08 rolled up holiday. I got my sums wrong and she is £48 a week short (if she accepted rolled up leave).
  13. She's tried talking to her friend but she does not know anything about employment law. Her friend (who works there on over double the wage) was told the wage was XX.XX an hour but did not say whether holiday was or was not included in that figure. Her contract says she has to give a week's notice, if she wants to leave. My wife should have either queried this when she was given the contract or shown it to me. In this part of the country employment is so poor she's grateful to have a job.
  14. My wife is getting over NMW. The payslips show her hourly rate but no mention of holiday pay. Her contract does clearly show her hourly rate includes 12.07% holiday pay. Thank you for your replies so far.
  • Create New...