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chesham

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chesham last won the day on August 9 2010

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About chesham

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  1. Wow, I remember responding to this post - just over 4 years ago! Can't believe how much time has flown by! So glad to hear that everything worked out for you, and that you're still here @ CAG
  2. I think they may deem it to be cosmetic if it does not affect the actual working of the television - as the OP says, the scratch is there but may be missed if you don't look for it. Personally, in my opinion, if you have cover for"whatever happens" then you should have cover for all eventualities - however, my other opinion is that a company will not pay for a repair if the item in question is not [faulty] - in the way that they believe faulty means.
  3. So, kind of good service then? Weather permitting!
  4. I know it's indimidating, especially as people within HR are of a certain..."type" shall we say, but it's their job to look out for the both the company and the employee. But they can be a bit 'business like' and it can be a bit scary. But there is no need to be; CAG is a brilliant place for advice and support from people who have been through the same thing, and people who live and breathe it - ACAS is also excellent, and between the two, you can't go far wrong 8-) Get a good nights sleep too!
  5. Sounds like they have fallen foul of the TUPE regulations, under which they are required to give a consultation to the employees. However, the laws surrounding TUPE are quite complex, and it's worth seeking advice. For what it's worth, it does sound like you may have cause for some further action here. However, you are right about being in Scotland - it can make a difference. ACAS can be contacted here - http://www.acas.org.uk - they will be able to help, and have a regional office in Scotland.
  6. Absolutely, I completely understand that. But my concerns are that the circumstances surrounding the caution/offence were in excess of 6 years ago, therefore establishing the grounds for an appeal as you have previously mentioned are thinner than they would have been closer to the time. I'm not attempting to say that an appeal would fail, no one can say that, but the chances of success are smaller. If you did want to go ahead with an appeal, it may be wise to consult someone more specialised in an area of appealing a caution - convictions are more straight forward, as they hold an appeal
  7. Glad to hear that. But there are issues in appealing this caution, and the likelihood of it ever going anywhere is almost zero. I just wanted to make the point that sometimes it's better to find the best way forward, than trying to look back and make up for things that may not ever change...
  8. re-posted, for some reason it did not post all of what I typed
  9. Legal representatives are normally given the following advice: Legal Advisors should bear in mind and should advise their client accordingly when they are considering whether to accept a Simple or Conditional Caution that although a caution is not a conviction it is an admission of guilt and may be used in evidence against them at any future proceedings under the provisions of the Criminal Justice Act 2003. Depending on the offence, it can also show evidence of bad character, should a similar offence be committed. Therefore, by accepting a caution, you admit the offence, and the chan
  10. Some forces will delete the record of a caution after 5 years, some may continue to hold information for longer periods. However, the caution is "spent" and does not need to be disclosed unless specifically asked for under a more enhanced CRB or police check. Most forces will delete the record of a caution if you have no further convictions.
  11. Did you honestly tell your employer you "cba" to come into work? Surely there are other ways of saying "Sorry, I can't make it in today, but I am working later" ? I agree with the above, I would prefer my staff to bend the truth and be polite and respectful, than the blurt out the above, electronically or verbally.... Sure, it's rude and disrepectful, but doubtful that it's grounds to dismiss you - how long have you worked for this employer/company? Redundancy has to be handled fairly, and is enough to start it's own thread. Grounds for unfair dismissal are dependant on many facto
  12. You should receive pay for this day if you work, in lieu of the fact it's a Bank Holiday. But you should be paid on Christmas Eve..
  13. SSP is payable from the fourth day of sickness - you are not paid for the first three days of any sickness period. If you are off for less than 4 days due to sickness, then you will not be paid for this time. Once you return to work, then the three-day rule starts again UNLESS you have been off for four days or more in the past 8 weeks. However, in order to be paid SSP for the second period of illness, this must be a period in excess of four days as well - in this case, you will be paid for ALL time of sick during your second period of illness. The above is a mimimum sick poli
  14. By the way, before any capability procedure is put into play, the company has an obligation to identify the reasons for poor capability, and address any support which is to be given PRIOR to any formal action being taken. So it could also mean that they are trying to establish all of the facts before discussing how they will support you.
  15. I can see why you are concerned, however what seems to have happened within the last 18-24 months is that many larger companies have taken a great interest in people's sickness levels, due to reports which state how much sickness costs the economy, as well as the tight restrictions which have been placed on all industries. However, what you need to take into account is that what this company are doing is simply what the vast majority of employee contracts and handbooks tell you they will do - but have never done before. This is being done mainly by the larger companies who have big HR and
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