I remember a receptionist in the practice I done my nursing placement used to ask all sorts of strange questions and decide if it merited seeing the dr. She could be overheard telling patients to go to the chemist as the dr was too busy for that stuff. The patients became wise to her and started complaining of severe ailments I.e. blood in their stools, loss of hearing etc. She would book them in right away. Of course they didnt have anything serious wrong with them but where guaranteed a quick appointment.

Skinnered thanks for ur opinion, which is exactly what it is. But have u ever worked in care, management, care management. Probably no. For ur information when I am dishing shifts out, I feel I have no choice but to prioritise my work. In a sample month I have rotas and wages to do for 8 services - 27+ staff, 8 team meetings, 27+ supervisions, 8 audits (16 pages long), reviews (at least 8 per month), conduct issues, training (self and staff), adult protection issues, finances, staff shadowing, managers meetings, social work meetings, spending time with service users, plus having to answer my phone all day from many people. My phone book has 123 people in it whom I have contact with at least oncer every 6 weeks. I also cover a distance of 57 miles (shortest route) from my base return visiting my services. I have tried every system known to man but none work as great as you may think. And for ur information I find you lazy and incompetent to give out factual information Again I thank you for your OPINION. Have a nice night. J

Unfortunately the manager can give OT to who ever he wants, as long as staff get their contracted hours. Also for discrimination all the staff not receiving overtime must have a protected characteristic and the person getting it none. If this wasnt the case anyone with a protected characteristic could shout discrimination everytime they dnt get their own way.

As a manager within the care sector where overtime comes up all the time, I usually ask the person who pops into my head first, this is usually because I know they will do it and have in the past. Sometimes this type of thing comes up at a busy time and I have no time to speak with everyone and just do it to get it out the way. Unfortunately unless stated in contract or there is a protected characteristic (bearing in mind ALL who wasnt asked have to have one or more of these and the chosen person has NONE) the manager can give extra hours to anyone they want. As previously stated my suggestion would be to speak to manager and say that if any OT comes up in future they would like to be considered. This only means considered they would not be guaranteed it.

I think that if you are recieving treatment from your gp, for depression or other long term issues you can request to stay at the practice for continuity and safe working. I done it for 3 years no problem.

Most care companies pay bank/sessional/relief staff a month behind as there is not way to ensure the exact amount of hours worked that month without putting a mid month cut off point. Also lots of companies pay sleepovers, overtime, expenses a month behind again because it is easier to work with whole months and not part. I would advise to give it to next pay run and see what happens.

You can request a change in provider at any time through your social worker. Sometimes there is a list of approved ones. Also if you have family/friend they can take control of your direct payment if you would struggle with it. But it remains yours and for your support only. Speak to your social worker or advocate first.

My current employer has told me that I must give him a date of notice or he will make it for me. I did not want to tell him that i was leaving until i knew more but my new employer requested a reference. Due to holidays etc I have not been given a start date but my employer is saying if i dont give him notice period by tommorrow he will give me notice as he has employees ready to start. Can he do this. I have only been there 8 weeks. I know the 2 year rule etc. anyone got anything else.

I think an appeal would be your first port of call. Appeal on the basis of non consistent punishment. If this is thrown out by your company and ET would b next step. Again in same lines. Check out ACAS website an also google search this and you might find case law to help. I may be wrong here so other member please correct me if I am. Jx

The discretionary fund will pay for travel to workplace when starting new job, new clothes for interview, any other required equipment needed to ensure employment. I ave had it a few times and it was never declined. The money is there to ensure u can overcome hurdles to keep a job offer.

You should be able to request a discretionary fund allowance for travel expenses. I have done so in past and it is easy enough to get. Just as at job centre. Jx

You should put the course down along with any units you may have passed. Explain the skills you learned and also explain that the courses where cancelled due to attendance levels. Use this as ur advantage. As an x employer I looked at the skills learned more than the outcome. E.g. 2 ppl, same course. 1 graduates with 1st degree, other doesn't. If they person who didn't mentioned they learned personal skills, communication, teamwork etc, but graduate says they attended a course and graduated with 1st degree in nursing. As long as the job didn't need a registered nurse I would be more inclined to go with non graduate as they realise the skills not just the title the gained. Hope this makes sense. Jx

Hi there, does your contract state the exact day and times. If it did this would mean they are in breach, which in my honest opinion is enough to blame them for contractual breakdown. Jx

If my understanding is correct then your employer should discuss any issues in performance and allow you to develop and work to a training/development plan. They would also after exhausting the above look at your capabilities which if I am not mistaken requires remedial input ie training plan before they can demote/sack you. You should have been involved from the beginning. Not sure the legalities of following these steps but if you went to a ET then it would look less favourable on your employer. Why has it taken 4 years to see your capabilities. Has your job description changed in anyway recently? I may be wrong, please correct me if anyone knows different.

U will be consulted and maybe offered a chance to counter offer a middle ground. However your employer can put the new changes in place, and all u can really do is resign and claim constructive dismissal. Very difficult to win especially if your employer hits out with its reduce holidays or redundancy u will in my opinion lose ur caseJ. You would Also have to resign ASAP after the change otherwise you will begin the process of acceptance by continuing to work, this will give you a better chance of claim, but as I said it will b difficult in the first place.

She should ave had a written contract, but as she doesn't it will be harder for her to fight it. Does the company have a policy on variation of hours, patterns. Request a copy of it in FULL. This will allow you to see where ur wife stands with this. Most organisations have a policy that will state that hours can b varied to meet business needs. J

Depends on her contract of employment, if it shows that times, days and hours can be varied to meet needs f the business they are within there right to do so. Reasonable notice is usually required though. J

Ashmk, think your comments where a bit harsh. This site is for valuable advice not criticism on what you believe to be the case. This type of thing is fairly common, places follow recruitment process then are too unorganised to follow it through until some months later, which they then try to cover up by passing the blame. Jx

I don't. But as you implied u got paid on Saturday even when planned to be paid on Monday, I assumed that this was the case. J

It depends on your employers bank. If they are same bank as yours then it can go in early. Looks like your employer is with Barclays, so you probably won't get it in on sat. Hope this helps J

It all depends on your organisations sickness policy. When I managed a service any staff had to phone in every 2nd shift for first week then it was assessed per individual. 9 out of 10 times staff had to call every 10 days with a check in.

I am with the employer on this. When I was managing a care service I ensured that all staff handed there mobile in at start of shift, as they had no breaks as such they could check when it was quiet. If someone was caught using Facebook or other social network they could be disciplined. Whilst you are at work, ur employer owns your time. U have sold them this time in agreement for wages. They can do as they wish as long as in line with law, policy and procedures and contractual. As a mobile is not a tool for your job it could b seen as a distraction and possibly breach of health and safety as you are not fully concentrating on your tasks. I think this is a lost battle and IMHO a grievance will coz more issues as they may bring in stricter policy meaning they could possibly discipline you for use of mobile regardless of reason. J

A company can only dictate what staff can do on breaks if they are paid breaks. If they are not paid for their break they are free to leave there workplace and do as they wish. Sounds like the company are clutching at straws. J

Sorry ibruk for repeating what you said, must have been typing at same time. J

Unfortunately your employer can get rid of you at any time within your first year without following there disciplinary procedure. This is what is usually refered to as the 12 months rule. However if it can be proven that you have been dismissed due to sex, race, religion, sexuality etc then the 12 month rule does not apply. You would have to show a tribunal that this is without doubt why you where dismissed. J