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.

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.

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.

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.

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.

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.

Neither - this is the council.

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".

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.

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!

Thank you for replying. My question is how do you tackle this? 3 people treated one way and the male differently.

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?

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).

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.

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.

I'm asking about holiday pay for my wife. She has a zero hours contract and today she has shown me her contract. The job was given to her by a friend. She was told the hourly rate was X amount (by the friend). The contract say the hourly rate is X amount (what she thought it was) but this also includes any holiday entitlement (12.07% of the hourly wage she is getting an hour). So if she has a week off she does not get paid anything for that week. She is working 40 hours a week and this oversight is costing her £5000 a year. She expects to be there for the best part of a year to complete a specific job. How does she resolve this? She wants this private company to offer her a permanent contract but i think if she raises questions she will not get this offer. She has been there for 14 weeks so far. I know "rolled up" contracts are illegal (according to the .gov.uk website). I look forward to any help.

I know this to be true as it is stated in the consultation document.

The consultation document does not mention weekday payments being removed and management have said this was a mistake to omit it but they say it was mentioned at the meeting (it wasn't). Does the consultation have to start again or can it go on with this detail missing from the paperwork? I've tried the union but they have failed to reply to this same question from the workplace rep (he has e-mailed 3 times)!

If it were commissioned out i don't think there would be any profit as the money coming in would barely cover staff wages (even if on minimum wage) and the cost of upkeep etc. I had this conversation with a senior council procurement committee member a couple of years ago. He said that elderly care and young people is where the money is (this place is not for the elderly or young). It has also been disclosed that the supervisors are in for a 4k pay rise too! This also seems wrong. The fact that some people will get extra payments at weekends and some not smacks against all ideas of fairness. I think this is just a cost cutting exercise designed to make the lowest paid even less well paid.

The employer is not a private business or a charity. This is a money saving exercise being branded as "getting fit for purpose" in case the service was asked "why don't we privatise"? I like your idea about all staff resigning in March.

Rep was a workplace rep (he has his own full-time job).

A "consultation meeting" has now taken place. All care day staff will go up one pay grade (bottom of) and get 2.5% also. This is worth less than £450. Full-time day care staff will lose around £2500 per year. A union rep was present but asked no questions. This all starts in April. Non-care staff and night staff are keeping their extra payments. This is divisive.

Sorry for the late reply but i have been caught up in my own work stuff today. staff employed 40 staff affected 34 allowance is 1/3 of hourly rate paid weekends and for part of late shifts. This allowance is being left in place for night staff, which seems totally unfair. extra pay has been in place for over 15 years the staff have been told they will be moved up to the next pay grade but this rise does not cover what is being lost by a long way. One member of staff is going to be £2000 out of pocket, even with the pay grade rise. union are involved and are attending a consultation meeting.

I'm posting for a friend so here's the details. I hope some light can be shed on this. She's worked in the same residential care setting for over 25 years. It was announced that the staff will no longer be getting enhancements for certain shifts that qualified them for this extra money. In her case this is a loss of over £3000 a year. Can they do this with no negotiation at all? Thanks for your help.

As i am getting two days off (instead of 3) there's nothing they can do. They say that public services are changing and sometimes we have to change with them.