TheBrightSide
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I've just received an award by CEDR (Centre for Effective Dispute Resolution) against CIGA for the removal of Cavity Wall Insulation which was installed in 2012. I've had horrendous problems with damp since and put a claim in myself. Also been awarded redecoration costs and an award for poor customer service. My query was relating to the redecoration costs, the award states mould treatment, repainting and repapering. Some of the plaster on the walls has crumbled with the damp, will they sort the walls out before they paper over them. Also the bathroom which is another area where damp has been a problem has tiles on it, as the award states repapering will they not do this area. Damp is in the electricity meter cupboard, will they make this safe? I know it sounds like I might be worrying over nothing however the way I've been treated by CIGA to date has given me reason to be concerned. Thanks Dex
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Good idea, I'll try and talk to my brother as he might not realise the scale of it as the letters go to her parents. Cheers Dex
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I had a good look through the site before I posted asking for advice. To be honest I wish I had never found out, it's made me see people I care about in a different light. Cheers Dex
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You both make good points. I guess I was taken aback by what they were doing and also concerned about the consequences of them getting caught. I thought if I say something and she does eventually get investigated she would then assume it was me who'd reported her which would cause huge family issues. However I've spoken to her and shown her the articles I've found. Unfortunately all she took from it was not to post stuff on Facebook!! She then said "it's no problem, everyone is doing it" I'll step back now and hopefully they'll come to their senses. Cheers Dex
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Hi, My brother works full time and she works part time. I have done some research, there are a lot of high profile benefit fraud cases at the moment I have printed off some information. To be honest I feel Mariner51 is probably right, I don't see her coming clean voluntarily and I can't see the conversation going well! She doesn't even hide the fact they are together, always posting on Facebook about their holidays and pictures of them together at home. I'll let you know how I get on. Cheers Dex
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Excellent advice, thank you both. I'll get some information together and start what isn't going to be an easy conversation. Cheers Dex
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Hi, I've got an issue I need advice on please. My brother has lived with his girlfriend and their daughter for five years. I was talking to her the other day when her dad came round with a DWP letter for her. She cheerfully explained she claims benefits as a single parent living with her mum and has been all the time she has been living with my brother! She says she does really well from this and even gets free healthcare. I tried to discuss it with my brother, who seemed to be oblivious to what was happening. So now my dilemma, do I Report her to the DWP, I hate benefit fraud but this feels underhand plus it could affect my neice. Ignore it, again this doesn't seem right. Tell her I'm going to report her, this could cause family problems as she has a dreadful temper. Write to her anonymously saying I'm going to report her but then dont. Any thoughts? Cheers Dex
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Hi, Can anyone recommend a good home insurance policy with legal cover add on. I have a lot of employment issues at work mainly disability related and want to make sure I'm covered in case I ever need to take legal action. Or is there a stand alone legal policy available which I can buy. Any advice would be much appreciated Cheers Dex
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Grievance Process Query
TheBrightSide replied to I'mConfused's topic in Employment and minimum wage problems
How long did they take to investigate your grievance and was it a lot longer than the policy stated? Cheers Dex -
Union Rep and training
TheBrightSide replied to TheBrightSide's topic in Employment and minimum wage problems
Hi again Hope it wasn't perceived I was criticising my union rep, he has been a real rock. He even came with me to a meeting to discuss an issue where I felt I was being discriminated against at by management and he intervened. It was only after when I asked what training he had to cope with awkward situations like the one we had just been in that he said he had not had any training just picked it up as he went along. I really believe I would have been hounded out of work a long time ago if it hadn't been for the union. I'm unfortunately at the point of deciding whether to lodge at ET1 and he is still helping me along with assistance from a area rep. Cheers Dex -
Union Rep and training
TheBrightSide replied to TheBrightSide's topic in Employment and minimum wage problems
Hi yes I only pay my union dues but nothing extra. It's good that the courts don't penalise for unskilled advisers Thanks for clearing it up for me Cheers Dex -
Hi, Random question, My union rep who has been representing me on and off for years has just told me he has never been on any training courses and has just picked it up as he has gone along. I thought that there was initial training which they should go on before they should represent a member. Anybody any experience with this? Cheers Dex
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Hi I broke my shoulder and wrist in a car accident four years ago. The other party admitted liability and I have accepted their offer. My solicitor sent me a letter for me to sign to accept and the last part said I gave my permission for the other party to pay my compensation directly to my solicitor. Has anybody got any idea if this is this normal? I know their fees are being paid by the other party Thanks Dex
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Good advice, I'll pass it on to her Cheers
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Well it's all gone a little pear shaped! The department head had a quiet word with her ex, who said he would leave her alone and he only did it because he was missed her. It was all quite for a couple of days then she got a series of ranting texts saying he would destroy her, he phoned from a withheld number shouting down the phone.....my sister is in bits. She terrified she'll bump into him at work and doesn't know whether to update the department head or see if he calms down. It's making her really ill. Personally I think she should say something but she is understandably worried that things will escalate? Anyone got any ideas Cheers Dex
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Excellent thank you I'll tell her what you said. She has already had to take her phone into the head of department's office and show him the texts. Also he had already seen the Facebook comments her ex had posted about her. She can't take her union in with her to any meetings as her ex is her department's union rep so it's a bit awkward, I'll advise her about taking a trusted colleague. Cheers Dex
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Hi, Need a little guidance please. I'm posting this on behalf of my sister who works for a large government organisation. She was involved in a relationship with a senior work colleague who is employed in a different section to her and the relationship ended last year. He started bombarding her with texts about how much he loved her and that he hoped she was safe. He then started saying nasty things about her to work colleagues. It really distressed her and started to affect her work, eventually her line manager ended up having to involve her head of department. My sister is terrified of repercussions and doesn't want to be seen as a trouble maker. Her head of department, says it's sexual harassment and will deal with it that way. Is this correct as he never made any comments of a sexual nature? I thought it would have been more bullying? Just wondered if anyone could shed some light on this please. Cheers Dex
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Thank you, that's a brilliant link, explains it really welI.
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My sister has said she will attend when invited to the sickness meeting about the warning then appeal the warning on the basis she took personal responsibility for her health and if her employers had acted in a timely manner she wouldn't have ended up going off sick in the first place. See what happens from there will post an update when I get one. I'm still curious about section 15 of the Equality Act, does anyone have any insight.....just an example preferably relating to mental health please.
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In the last four years, in addition to her current sickness, she was off once for seven weeks with six weeks reduced hours. In the four years prior to that 17 days. The only attendance appeal seems to be related to termination under the policy. She's never had a warning so she could accept one and keep quiet, although personally I think she will find the whole process really stressful.
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That sounds a good idea, I've said I'll help her draft the grievance if it comes to it. She's going to go back into work and see which formal arrangements they try to put her on then I'll post an update Thanks for all the advice,
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Wow there are so many polices it's unbelievable.... There is a disability policy (8 years old) which says disability related sickness absence can be discounted but doesn't have to be it's at managerial discretion. Also an unacceptable sickness levels policy (11 years old) which says if capability action is being taken she needs to be invited to a formal interview where targets will be set and timescales monitored. This has never happened as yet only been to sickness meetings. And a recoup duties policy (8 years old) which says a risk assessment should be performed every time someone goes on recuperating duties and this should be put on the employee file. This has never happened. I guess the thing she has to do is ask which policy they are acting under and make sure it is being followed?? This was why I was curious about section 15 of the equality act, the policies are so old they all pre-date the 2010 act and only mention the DDA.
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Ah I see what you mean. I asked my sister and it was never mentioned at the appointment. Just looking at the referral letter from her management and it never asked specifically about attendance just about her ability to do her role or if she was too vulnerable to perform her role. She is due to have another occupational health appointment in a few weeks, is it worth getting her to ask? Also is it worth getting a GPs medical report fully documenting her conditions and how they manifest themselves and how they need to be managed, I'm confused about whose side occupational health are on, are they supposed to be neutral?
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It was done in the first week in February and looks to be very supportive. It said that she did everything to keep herself well and can manage her conditions. She needed management to be supportive and transparent in their dealings. Had to have a suitable work environment
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That's a good point. The assessment was supposed to be revisited every year as an HR process but never has been despite her asking every year to get it done. The one positive thing in all this is she does everything in written form which is one of the ways she manages her condition. This means she can show that she was asking for this to be completed which I guess is part of her personal responsibility to manage her health and stay well
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