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nicurro

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About nicurro

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  1. Hi, Now that I am free from Acenden after many years of pain I have sent them a SAR to calculate the charges that were added to my account over 15 years or so. Today I received a reply saying that they could not verify my identity as no signature was on the request to match with their records. Do SAR’s need to be signed? The letter also has the details of Kensington Mortgagesas the data protection office which confused me as I was unaware that my mortgage was with Kensington. I took the mortgage out with SPML so I would have thought that they would be the data handlers not Kensington. Could anyone advise please. Nic
  2. Hi, Now that I am free from Acenden after many years of pain I have sent them a SAR to calculate the charges that were added to my account over 15 years or so. Today I received a reply saying that they could not verify my identity as no signature was on the request to match with their records. Do SAR’s need to be signed? The letter also has the details of Kensington Mortgages as the data protection office which confused me as I was unaware that my mortgage was with Kensington. I took the mortgage out with SPML so I would have thought that they would be the data handlers not Kensington. Could anyone advise please. Nic
  3. Hi, I was awarded PIP for three years in 2017 and wondered if I should receive an award letter each year as I cannot remember receiving one since the first award letter. Any advice appreciated nic
  4. Thanks King, I hope my trust is not misplaced and my Manager is doing the right thing after all it is a result if what he asked me to do and not me asking to do the tasks. Time will tell and there is always the grievance procedure if anything happens that is detrimental to my T’s & C’s. The union may be able to help but the local reps only have basic knowledge and to get the area official involved is not a quick process. I can discuss the matter with the rep and then see what occupational health say. Could I ask if Occupational Health representatives should send me the report prior to sending to my employer and I can refuse to give them permission to share the report if required. nic
  5. This Is why I feel that a supplementary statement may be helpful. I signed it as I I hope to be able to trust the Manager involved but now I am unsure, I always maintain that I should expect to recover fully and then be able to perform the tasks listed. Nic
  6. Hi Emmzi, I fear a cut in pay may be the driver for this as the tasks I have been doing were part of the duties that other workers should have been doing. Also there has been no adjustment to my role documented in the two years that I have been doing the tasks but now they are wanting to go through a capability process for ill health to record that I am doing them and that I am not doing the core functions of the original role which the salary was based on. The role I am doing could be paid lower as there is a set structure at the workplace for salary. I am not happy that I have had to sign a form which stated that I am unable to do the core tasks though I feel I am able to do them should the need arise. If the employer wanted to recognise the duties I am doing this could have been done in the two years already gone by without waiting for an occasion of absence to trigger a capability process. nic
  7. Hi, For over two years now I have been moved away from the duties I used to perform at work and given duties that assisted my direct manager and department. These new duties are what I consider to be my normal duties due to the length of time I have been performing them. Since undertaking these duties I have never been asked to do any of the previous duties. I have never asked for these duties but I didn't mind doing them as I hoped they would help me in future progression. In August last year I had an operation to remove metalwork from my spine and subsequently had a number of weeks off of work. On returning to work I had a phased return to work and during this return my Employer gave me equipment to help me with the day to day tasks, again I never asked for these. My Employer now has requested a second occupational health meeting for me but on the form they have said that I cannot do 3 duties which are duties that I have not performed or asked to perform for over 2 years. The policy at work covering this says that the policy should be used until the employee returns to normal duties. I have had to sign to say that I cannot do the duties listed though as my health improves I believe I will be able to do them in the near future should the need arise. Is it fair for my employer to list duties I no longer undertake ? I also fear that my employer is looking at reducing my salary which I feel would be unfair and possibly discriminatory. My condition is classed as a disability and in previous meetings my manager has said that my duties now are different because of my condition which is untrue. I also wonder if I should send a statement to my employer to add to the referral for occupational health saying that the duties listed have not been required to be undertaken for over 2 years and I would be able to do them now though it would be slower than a fully able person and that they would also cause me an increase in discomfort and pain though I would still be able to do them. Can anyone advise me on this issue please. Nic
  8. No Default date , just a start date , updated date and settled date.
  9. Hi, Ignored Intrum since last letter. Noticed this week that an entry has been added to my credit file from EON with a status of settled. Strange after over 6 years that an entry has been added. Any advice please.
  10. Hi, Response received to SB letter from Intrum saying that as payments were received in July 2013 this is not Statute Barred. The default was registered in 2011 and SB does not apply until July 2019. I have no recollection of the payments they mention being paid and I am pretty confident they were not made. How should I proceed now please.
  11. Yes they can stop paying it but they can’t change my contract without discussion and agreement as I understand. The contracts were negotiated via the Union , the rest of the workforce had a negotiated change to their Contracts due to the shift pay element. Our shift pay element has been renamed in error and it is now being classed as something that it isn’t to help settle complaints by other workers. All I ask is that the shift pay element is still recognised as shift pay.
  12. I know it sounds confusing but I will try to explain again: Old employer who gave contract paid salary & shift pay as itemised in contract and shown on payslip as salary & shift pay. shift pay rate was constant and increased in line with annual pay rise. Then TUPE happened On new payslip from new employer It showed Salary & Responsibility allowance being paid with responsibility allowance at the same value as old shift pay. Asked employer why name of shift pay had changed numerous times but was offered no reason but as long as I was getting same pay they said not worry it will be right. Employer had now decided to remove the responsibility allowance as they believe it is for call out, even though it was a renaming of shift pay. So where has my contracted shift pay gone ? How can they call something by a different name then decide it is nothing to do with what it originally was for ? Or make a story fit if they have lost my contract and they don’t know what it is for. This all makes me believe that Employer has lost my Contract of Employment. This is affecting at least 3 people in the department not just me. Their are other workers in department that also have issues and grievances lodged with employer relating to lower pay for same job. The Union have yet to be involved with the matter. No final decision letters have been received up to now and the decision was made 7 days ago. Hope this helps. nic
  13. The employer didn’t change the criteria with the rest of the workforce that were paid shift pay they renegotiated with the Union.
  14. I expect they can but even then if the criteria was met the payment should be made.
  15. Having read the contract the actual payment that transferred was called shift pay. There was also a criteria set for receiving the payment. nic
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