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millitant

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About millitant

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  1. HR do not themself have to be in a disciplinary meeting, all thats needed are 2 managers, one to take minutes and a work place representative if requested if it is proven beyond doubt the meeting room is being kept under survaliance then that would be grounds to resign and claim constructive dismissal but you would need hard facts on this and you are treading on dangerous ground
  2. is magna carta great paper or great charter my latin is not that good
  3. the Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 1999, consultation has to be with a trade union where one is recognised, or with other elected representatives of the affected employees where no trade union is recognised. (Employers continue to have a duty to act fairly and reasonably in handling redundancies and informing and consulting affected employees individually, regardless of the number of dismissals)(11). The consultation must take place with a view to reaching agreement with the appropriate representatives and must include di
  4. The Trade Union and Labour Relations (Consolidation) Act 1992, as amended by the Collective Redundancies and Transfer of Undertakings (Protection of Employment) (Amendment) Regulations 1995(10), requires employers to consult about redundancies in circumstances where it is proposed to dismiss 20 or more employees at one establishment over a period of 90 days or less.
  5. your employer should be doing this through a workers rep if you do not have a union give ACAS a call they will advise on the phone in confidence on any employment issue including redundancy
  6. they are cutting it fine they have to anounce when the consultation period will start has has a minimum 30 day period for 20 staff to anounce redundany A minimum consultation period of 30 days applies where between 20 and 99 employees are potentially affected. you are governed by statute legislation now which the employer cant overide
  7. if the company has decided to move then yes, redundancy has to be offered if it is unreasonable for you to travel your company will state the reasons for moving and give you your options work as normal work under protest resign and claim constructive dismissal those will be your three options at the end of they day besides taking redundancy how long is it till the move has the consultation period started yet, one 2 one for example
  8. link do this all the time just request a copy of the agreement (cca request) from link should put this one to bed
  9. a lot depends on how many people are expected to move to this other unit 47 miles is unreasonable to travel without any financial assistance. i believe a tribunal would expect up to 30 miles traveling distance as reasonable in this case. the norm is the company would offer some sort of financial arangement say up to three years if you decided to move. milage allowance for instatce as the company would like to hang on to qualified staff and offset the milage against traning costs. the sinario is not guaranteed and is subject to redundancy negotiations your only option would be redunde
  10. i will have to do some checking but if you took out a student loan before july 1998 then it is covered under the old act and not enforceable as to the statute of limitations after that date it is fair game when did you sign for the 1998 loan is the key
  11. you set the standing order up with the bank, not the PDL company THE PDL company just send you their bank details and payment reference number, you yourself put the form into the bank
  12. quick question and not going off topic we all know that any tax . be in income,poll tax,CSA,whatever do not become statute barred and you can be chased until you are six feet under, so to my question how can the CSA or local authority make you bankrupt when the CSA,council tax cant be included in the bankruptcy PETITION sort of defeats the object
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