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wijit

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wijit last won the day on May 2

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  1. Hi Moo. the most important thing is that you have begun the steps to seek help. That is hugely important for your own well being. as others have said-the police will not come along now. It isn’t often they turn up on the day, let alone later. a letter may or may not come. If any letter does come, read it but if it asks for any other details come back on here and post details. i would add that you are under no obligation to give security guards any of your details whatsoever. Whilst they can search your personal possessions, it can only happen with your consent. Nor are you obliged to answer any of the store’s questions. Only the Police have the right to search and only to the Police are you obliged to identify yourself. Whatever the wrongdoing, it is important to stick to your legal rights. i hope the help you get helps you a lot. Don’t worry about what happened now. It’s been and gone. Look forwards.
  2. Good afternoon all, thanks once again for the replies. Whilst not forced to go, I wasn't given too much of a choice. So far as the flexibility goes, more than once I have gone above and beyond. My only issue really is the time away from home. I had been expecting to be back by 5 pm on Monday but the visit lasted far longer than had been planned. Generally, it is not a bad place to work, but there are definite differences between how salaried staff are treated and how non-salaried staff are. I had said I would rather not go, but would if they really needed me to, which they said they did. I can see perfectly how they view it, but that doesn't alter the fact that I was doing their work, and in order to do that I had to travel a distance during time I was not due to be at work.
  3. I should also mention that my contract is quite vague as it is more implied than formal.
  4. Good afternoon transient, my other colleagues are salaried, but I am not. Only one of them took the time off in lieu, I don't know what the other did but the third one, I have just found out, is actually self-employed and so he invoices the company for his time.
  5. Good afternoon all. Thank you for your replies, they are much appreciated even if they don't give me an answer I was hoping for. For clarification, and background; As it is, I normally work shifts of 12 hours (2 on, 2 off, 3 on, 2 off, 2 on, 3 off) all 7am-7pm. Those are my contraced hours. However, I have been taken off those for project work and am currently doing 8-4:30, no weekends. We travelled to the other place at 5pm on the Sunday and arrived at approximately 8pm. 7:30 am we set off for the other company, arriving there at approximately 8am and left at around 7pm arriving back at my place of employment at 10pm on the Monday night. I did not ask, nor volunteer for any of the above, especially as the shifts I normally do are quite favourable in school holidays. As for being paid for 8-4:30 on the Monday, surely that should be a given, as I was working in any case during that time? It is the time outside of those hours which has caused considerable inconvenience (not to mention unsettling domestic silence!). My contract doesn't even mention going away, as my job is solely on the factory floor. If I am operating a machine at work, I have no need to be going anywhere overnight.
  6. Good Friday Ladies and gentlemen, A couple of wee ago I was aked to go to see a machine on another site (the site in question is the company who are manufacturing the machine for my employers, not otherwise connected to my employers) As this was a good distance away, my employers booked a hotel room for one night for myself and three colleagues (they are salaried, whereas I am paid by the hour, weekly) We left at 5pm on a Sunday and didn't return until 10pm on the Monday. At the moment my hours are 8-4:30 Monday to Friday. I questioned whether I should receive pay for the time away from home, but all my employers have said is that I could have an afternoon off in lieu. Personally, I do not feel this is fair but as the employee, I would feel that way. I don't expect to be paid for 24 hours, but do think the five hours from 5-10pm both days should be paid as I was off site, away from home (during school holidays!) and on company business. Could anyone offer advice as to how this stands legally, ideally with detail of what I should quote? If they are absolutely, legally, right then that is as it is and I wouldn't expect them to do any more.
  7. Good evening. I'm sure there will be more knowledgeable people than I come along, but as I understand this you have booked these holidays based on the days you work, so you had Wed/Thurs/Sat/Sun/Wed/Thurs/Sat/Sun/Wed/Thurs booked off to give you the ten days you had remaining. Firstly, if you had to fill in some type of holiday form or request form which then had to be agreed this will show the date you should start back as you understood it. If not then you need to ask at the disciplinary how the days are worked out regarding the days you actually work. They would surely have some calendar on which they record who is off and when, you could do with looking at this. If you are not contracted to work the Monday/Tuesday at all then they cannot be classed as holidays (but going slightly off, would be counted in terms of sick days). If you work for a large-ish employer, it should be a little easier for you to make the point that your return date is how you understood it, a lot of small firms can be very difficult as they tend to not be as reasonable. Did the manager explain why the days you were due to return were part of your holidays? Is it possible that individual didn't actually know the days you work? Finally, as you are accused of insubordination it appears that you have refused to go in on the days you had been rostered for. Did you contact your HR to discuss the situation when your manager had gone "livid"? This could've helped. I would listen carefully in the hearing to what is actually said, as sometimes people may say things which do not reflect the facts. Many places have an unofficial policy of supporting managers. Be prepared to ask directly how you can be expected to use holdays on days you do not work. Before all of this though, have a good read of your contract of employment, this may reveal answers for you. If you haven't been given one, then request a copy before the hearing so you can at least read it. Make sure you have either a trusted colleague or union rep with you, of nobody can be available on the day then request a delay until they can, this is your right and cannot be refused unless it would take an unreasonable time before such availability.
  8. Make any offer to pay in writing, by recorded delivery and keep a copy of the correspondence for yourself. Make certain you include reasons for not being able to go in person and that you are not being unreasonable. Also make sure you inform him you will only accept correspondence in writing. (He could say anything on the phone which you could not substantiate if needed). Give a reasonable length of time for him to reply accepting your suggested method, or to request a suitable alternative. However, any agreed method should not leave either of you out of pocket. If he wishes to pursue the matter via Small Claims then you at least have a record of your offer to pay, and so should not have the added burden of costs to pay. Worst case scenaio is that you will just pay what should've been paid in the first place. Yes, that was me trying to be ironic!
  9. There are some useful templates on here, but all I did wa identify all of the charges I was claiming and printed them out, listed neatly and showing all of the relevant dates and posted it along with my letter demanding repayment.
  10. It's the 40 Wakefield Raod, Leeds. LS98 1FD which is on all your correspondence. Address it to "Customer Services" and away you go! Good Luck.
  11. Dead pleased for you, friend. Double check before accepting, just in case you're letting them off with charges for services you never requested.
  12. You should be OK sending them together, but make sure you clearly indicate the details of the claims in your prelim.
  13. I don't know exactly what the sterling draft is, but the unpaid cheque fee (if it is a charge for the cheque not being paid out) can be claimed back. The other two depend on if they were requested by you. If they are a service First Direct provided because you asked for it, then no, you can't claim them.
  14. If the've had your LBA and ther time is up I'd go to moneyclaim at this stage. They might think you're weakening if you allow more time just because they haven't responded. Dont forget to add on your 8%, and read the FAQ's on here regarding moneyclaim. I'd have hoped someone else may have been in a similar position to you and posted here to share advice. Anyone????
  15. You can still reply accepting the offer, but only as part payment and you will be pursuing the balance.
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