Jump to content

Atlas01

Registered Users

Change your profile picture
  • Content Count

    414
  • Joined

  • Last visited

  • Days Won

    8

Atlas01 last won the day on May 17 2015

Atlas01 had the most liked content!

Community Reputation

1,350 Excellent

About Atlas01

  • Rank
    Basic Account Holder
  1. If your wife is depressed the best thing you can do is look at how to help her in that area, forget employment and issues at work, if you were to discuss relevant issues with her whist she was under the control of depression your help would be counter productive, look at the bars below my muscle chiselled avatar, my kung fu in employment issues is strong, my experience with depression of your other half is bigger ! She will never fix her work issues until she fixes the depression As far as this being a trolling thread from a neutral poster's perspective (who's been away for a while)
  2. I'm quite apathetic in this area now It is unjust and deflates the industry for all the other low (insert several profanities here) paid workers out there, but we all want to pay as little as possible, even us employee loving stalwarts It can also be a pyrrhic victory as the employer just cuts more staff to balance the bills and people lose work For me if i was certain there would be no loss to the people i was trying to help i would report them (No idea if the taxman/NMW bods cares about anon reports though) If there was i chance i'd hurt the people i was trying to help i
  3. See above for best answer to Yes/No In respect of what it will do for you, your employer can easily (because it's true) state these are two wholly separate incidents and continue with the disciplinary and also take action for the breach of confidence separately (or fob you off and continue taking action) If your lucky (assuming the employer has a case against you) you can sometimes use it as a way of damage control in defending your case All depends on what it is, what you have done (or not done) and the ability of your employer in managing this fairly and reasonably in the eye
  4. They should have to give him owing days leave calculated on his part time basis, he won't get a pay off unless he leaves, he will need to take the days They won't advertise it so i suggest he raises it formally. He may also get a formal warning for time off at the same time but that may be coming anyway.
  5. Why anyone has a probationary period in a contract these days is beyond me as they are totally meaningless with the 2 year qualifying period legally set out to bring any claim unless worded by the worlds supreme moron of a HR officer. Just lazy copy and pasting of old contracts when employees were treated like staff instead of cattle. Just ignore it, it carries as much weight as a bag full of virtual feathers Under 2 years - Do as they like
  6. Well this thread wins the monthly "How to get help on a forum" award for me "My question is, what can I do as an employee who works alone, and is not in a union to get a resolution to this issue?" Step 1. Raise another grievance with a higher level manager. "Surely I am entitled to have my grievance heard within ten motnhs, which is my original question" Yes you are correct, you should have, they didn't (in your opinion), go back to step one above or put up and shut up, there's you two choices. "It has taken ten months for him to do nothing and then ignore me (which i
  7. There are two separate entities here. 1. The original complaint by the OP 2. Their subsequent suspension for the MOP complaint. For 1 the OP needs to concentrate on that on it's own for now, he may feel that they have brought this in because he complained but this really means little right now, if an MOP has complained they are fully able to investigate it. Mitigation and such around it being a month and they have only thrown it in now does seem suspicious but suspicion is all it is unless they are stupid enough to admit it. For 2 which is the most important issue currently
  8. You have 2 options engage a personal injury solicitor or go in work and say "i want you to offer me some money as i'm leaving because of the incident" To be honest using the terms of this guessing game i'd lean on most solicitors considering it so they can make 10k while you make 1k but in the eyes of negligence law the employer may argue it was not foreseeable and if a judge agrees, you get zip.
  9. Off what i can see above if they have a letter stating the work is for 37.5 hrs and it can be read as the hours contractually then they can claim for at least the hours they can evidence they have worked, however i smell zero hours contract to be honest (if they argue it) and it revolves around non payment of wages. the missing sums for hours worked may be claimable. I see nothing around unlawful deduction (they just did not pay), protected disclosers (not relevant here) so i would send you back to the sheep's post above for best course of action.
  10. http://www.acas.org.uk/media/pdf/8/6/Varying-a-contract-of-employment-accessible-version.pdf A better guide on how to deal with contractual change and the rights and pitfalls if you say no. I'm not against people going to the media or MP but in my experience they won't give a dam and it is beyond pointless.
  11. In the past (4-5 years ago) i would have said approx 12 months from start of absence to dismissal was the norm for sickness which was clearly backed up by medical advice and genuine reasons for the person being unable to work. Some went higher, some lower but i'd call that a fair average. With the last and current governments i would not be surprised if tribunals were allowing less time between commencement of sickness and dismissal but this is guesswork from me, semi-confident guesswork seeing how many other employee rights have started to deteriorate. As long as your aware that no
  12. As its hot and i've had a few "sherries" my reply must be read or sung to the tune of Mr Tom Jones It's not unusual to be shafted in this way It's not unusual for your boss, not to say ok but when I see them legally withholding your.... salaried pay It's not unusual to see me cry, oh I wanna' die
  13. let me be blunt here so you don't get wrapped up in the magical world of "how I think these things should be handled". I do not mean this sarcastically, I'm just trying to bring your feet back down to the ground Good luck but in my experience the key to these cases is getting yourself back in work as quickly as you can and showing this during formal meetings. Anything else leaves you open without clear medical reports that back your position and offer a timeline where you will be able to go back to work.
  14. read this https://www.gov.uk/sunday-working read it again then read it again then read it again and do your damned hardest to pick a hole in your position from your employers side, spin it, cheat, try all sort of spurious arguments you think they might try If it's still watertight print it off and hand it to them (sooner rather than later) If not come back for more advice. Expect them to either a) huff puff and do nothing to change your terms b) tell you tough c) come back with a counter argument (may be valid or rhubarb) Your at the start of a game, a game pla
×
×
  • Create New...