Showing results for tags 'employment'.
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I am embarrassed to say I got caught eating a product at tescos I did not pay for today, which I completely forgot about, long story short, the police didn't get involved they took the RLP route said a letter will come through soon. I know most members advise against paying these [problem]mers but I feel far too embarrassed and would rather just get it over with. My question is, how will the record they keep affect my future employment with Tesco themselves? Since I am a pharmacist and Tesco is a very big chain, would paying the RLP effectively prove that I'm guilty? Thanks in advance to anyone that can help -
Hi I work in retail with vending machines. These machines are new to company and manufacturer and many do not know how they truly work. The machines have a history of being temperamental. Now I am in the role and I have been reviewed as having lack of productivity as the machines don't work. I have been told by someone who said he was rusty on his knowledge of the machines, after he had been working since 4am in the morning. I was not given information of who to contact when the machine goes wrong or info. Luckily I found this out for myself. Whats my position as I do like the job, don't normally work in retail but I am enjoying it. -
Can anyone help, my daughter has been working for Costa since her 16th birthday September 2016 when she was issued her NI number with no issue, today she went into work as normal and was requested by the manager along with another staff member and handed a letter ( not on costa headed paper ) this is the letter. As discussed today, it has been brought to my attention that i have been acting against company policy by employing you before you have reached the legal compulsory school leaving age. As a result of this, i regret to inform you that i cannot continue to employ you at this time and am therefore issuing you notice to end your employment with immediate effect. I would like to stress that it is with regret that . I have to take this action and that this decision is no reflection of your performance. I would very much like you to re-apply to work with us once you have passed your official leaving age, IE you are old enough to legally leave full timr education ( even if you may or may not have chosen to stay on for further study ) As discussed, you will be paid 1 weeks full pay in lieu of notice and any accrued and outstanding holiday pay. Yours Sincerely Signed by the manager The actions of this manager was shocking, my daughter had no information and was handed the letter and told to leave the shop, no discussion she has asked for a copy of the company hand book and her request has been refused by the manager. My daughter is shell shocked the way this has been handled and not at any point was inform about this policy My questions are: 1, Can the company refuse to issue company hand book. 2, If they are terminating her employment have they followed the check process 3, By issuing the letter along with another person who was also told to leave, with no formal notice nor any discussion this must be breaking some tyoe of employment law. 4, Has anyone ever heard any such law relating to employing staff aged 16 Any advice would be very helpful as my daughter is upset the why this has been handled and is feeling :mad2: -
Hi Ladies and Gentlemen, Have currently been made full time by my current employer. It has been 3 weeks now. I was working for an employment agency ( removed by site team ) worst agency I have ever worked for, never paid the correct wages and took weeks to sort it. They have a finger print scanner to clock in and out, my new clock card system sits next to this. So, baring in mind I am full time and this agency knew I no longer worked for them, I occasionally just put my finger on the scanner just to confuse them, It was only a couple of times. On the 14th of April I got all of my holiday pay as expected. Last Friday the 21st of April, I got 40 hours of pay, the agency are saying I clocked in Monday to Friday. However, I was not even in work on good Friday. I have put the money they paid to one side, however, how do I stand on paying them back. It is obviously an admin error. They have an online payslip checker, and the payslip in question has been deleted, unlucky for them I have a copy on my mobile phone. Kind Regards Jason -
Hi all. A friend has been to see an employment solicitor (he is nearing the end of a 12 month 'career break') and was told that events prior to 3 months ago will not be relevant when it comes to an employment tribunal. Is this correct? I don't want to doubt the solicitor but it just sounds so surprising. Thank you all. -
Hello, I started a job with a 6 months probation period. I had a meeting with my manager at the 6 months mark and was told I had successfully passed my probation and was sent a letter confirming this. A few months later a new manager has started, I have been called into a meeting and told that I have not passed my probation and have been let go? Can they do this when I have the proof I have passed it previously and was fully signed off?
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Hi. A family member would like to know of how to find a good local(ish) employment lawyer to speak to about an employment issue. He is not in a union. Also, a good idea of cost for some initial advice would be good? Thank you in advance.
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Hi all, I've been offered a job and a (private) employment screening company have asked me to explain gaps in my employment history the last couple of months (Presumably to check I haven't been in Syria or wherever during that time). On their website they boast the ability to tally candidates JSA records with jobless periods, to see whether they match. I have stated I was jobless the last couple of months, and submitted the form, but dumbly forgot a period of nearly a month I was out of work (and claiming) in May. However, does anyone know whether the DWP would need my consent before disclosing any previous benefit claims falling in this current financial year? Thanks, Jim.
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Hi all! Until recently I was running my own business. Times have changed and I find myself in need of paid employment. A lot of companies ask for FULL EMPLOYMENT HISTORY since leaving school. I'm quickly approaching 60 years old, I've had numerous jobs since leaving school and don't even remember the salaries of most of them. I feel that if I were to submit an application WITHOUT a full employment history since leaving school, my application may only get as far as the waste paper bin. Any of you knowledgeable people out there know if a Subject Access Request to the DWP would give me the required info for these demanding employers? Kind regards
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Hi all, Apologies I hope this is in the correct section of the forum. Ok, about 20 months ago when I was 8 months pregnant with my second baby I was in Boots with my little boy (3) ..... he picked up a 1.99 eye liner when I was looking at some make up - I took it off him and placed it in the buggy hood - I then paid for all my shopping left the store and was stopped by a store detective and taken to the back office - even though I said I wasn't aware I had it - he was still insistent I was stealing and called the police. It was madness. Two PCSO came, and to be honest I remember the wording 'restorative justice' being mentioned, and first time offence etc - I didn't sign anything to do with the police - they said they were going to drop something through my door which never arrived and apart from being traumatised by the whole thing as it was so unjust I have put it to the back of my mind. Until, I applied for a new job which requires as enhanced DBS. Its within care so has to be clean, or no job - would this be likely to appear? I've been trying to research and some says it probably wont, others that it will - I just wondered if anyone has any advice? Thank you very much in advance -
Hi, I am currently representing my daughter on the McKenzie friend basis in her claim for unfair dismissal on the grounds of discrimination ( pregancy ) We have followed all the procedures through ACAS and we are currently taking her employer through the Employment Tribunal, which has taking about seven months to get to a Trial which has been listed for next week 4/5th February 2016, this was after a previous hearing. Today i receive a letter from the Tribunal stating that the trial might be postponed on the grounds that despite knowing for a number of months that in any event, the trial would be considered by a panel rather than a single judge because it is a discrimination case, to use this as a reason, and so late in the day does not add up, they would have known months in advance that a panel would need to be assigned, so in using this has delayed even further. The Tribunal are also aware that the Respondents are in abuse of process as they have failed to abide the previous order for them to provide a trial bundle, witness statements and further and better particulars in readiness for the trial next week? Because of this we made an application for the Tribunal to make an unless order for this evidence to be giving as all of it is central to the claim and it had been previously ordered. We have also written to the other side and in anticipating the Tribunal not making the unless order, which seems very reasonable, by stating that we would provide our own trial bundle and giving them seven days to object. Since all of this has happened in the last couple of days, the Tribunal as it would appear are bending over backwards in allowing the previous orders be breached and ignored and they have also giving the Respondents more time to defend a claim that evidently cannot be defended because of the circumstances which led to my daughter being dismissed. Whilst i am not legally qualified as to adjudge it would a appear that (a) she has been denied the right to a fair hearing because her opponents have abused orders which if followed would have allowed the trial to proceed and ( b) the Tribunal could have not only made the request for that evidence to be disclosed, in postponing the trial next week, giving those facts and the excuse of needing a panel, which would have been knowledge as soon as pleadings were made, i feel this is unequal and unfair as the Tribunal are not only allowing orders to be breached, they are also giving the Respondents more time to further breach the orders. My daughter i feel has a very strong case and my theory is that because of the strength of her case, the opponents and the tribunal are doing everything in their power to keep this matter out of court. It is hard enough and most times financially impossible for pregnant woman to establish unfair dismissal claims because they are pregnant, the Tribunal who should protect, if my experiences are anything to go on make it even more difficult by allowing employers the right to ignore orders and as in this case give further encouragement for this to happen again by postponing without reason or justification. Any help would be greatly appreciated by this angry dad:mad2: -
Per Chancellor Hammond: "We have over three million European migrants working in our economy and we have full employment. So clearly we need people to come and work in our economy to keep it functioning" in response to suggestion that “the impression on the European continent is that your government sees the future business model of the UK as being the tax haven of Europe”. http://uk.businessinsider.com/philip-hammond-suggests-britain-could-become-a-tax-haven-after-brexit-2017-1?r=US&IR=T -
I have no legal rep apart from my union rep who really does not seem to be helping at all. I received confirmation of a tribunal hearing date and three deadlines to supply information to the respondent. One was the 6th just past which asked me to explain my losses which i did......but that was not correct. It wasnt until i delved deeper i learned that i had to submit a schedule of loss. Now i filled this in with what i believed to be my losses, but my previous emplyers legal team have said that this was not correct as it does not contain any information on steps taken to reduce my loss (including any earnings or benefits received from new employment) now when i was dissmised (firstly simply because "it was not working out" and then when i challeneged this it was changed to gross misconduct) i was unempoyed for three months before i took my new job, i wasnt aware that that could be a loss. Please please can someone assist me on how to complete properly a schedule of loss...... ..their team have also said that my original email could not be accepted as the heading was "without prejudice" this was there because i simply replied to their email and that was in the heading. Now i sent this on the 6th and they have only responded to me today and said they may now not be able to meet the next deadline of the 10th because of this. Do you think it would be possible for me to ask them to grant a day extension to cover this. Hopefully someone can help as this is really stressing me and i have no legal knowledge. -
Hi folks Formerly received housing benefit but after moving house was told we`d have to reapply so decided to try the UC route instead. How does UC work with the self employed with regards to looking for work/sanctions? The missus is self employed doing sales and earns a pitiful sum from it. Would UC force her to increase her sales or look for work under threat of sanctions? She is a hair stylist to trade but since the birth of our youngest refuses to use her skills unless she opens up her own salon or learns to drive so she can offer a mobile service, but financially we cannot afford to do either. Would there be support from DWP/other agencies through UC to set up a salon, and would there be any requirement to earn more/look for work whilst in the process of setting up a salon/etc? TIA
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Hello Im new to this forum and wondered if anyone could help me, my husband has applied for carers allowance and I sent in all our business paperwork to be sent back a form to fill in listing certian ingoings and outgoings, part of our expenses my husband claims for are made up of Capital Allowanaces and I am trying to find out if they disregard the Capital Allowances when calculating your weekly take home money, they said they dont use HMRCs profit and loss figures to get the calculations from.
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Dear All, Hello. My disclosure is due today in my discrimination case. I am self-representing.I have done a word document with heading(claim information) and then I did a list of the documents just numbered 1-20. Can you please advise if this is sufficient or I need to do something more sophisticated (like the lawyers would)? Does anyone have a template perhaps? Thank you. Alesha
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Has the UK got the continuing-violations doctrine in its Laws. I was under probation with a company and I raised H & S issues. A lot of documented bullying occurred. My employment was later terminated and the director cited the contract I signed in which they have the right to terminate my contract without reason. Much later after the expiration of the time limit for the Tribunal I made a Subject Access Request. I discovered that my line manager has been telling lies about me all this time. And these are lies that are easily disputable (Like I was found sleeping while on that day I was over a 100miles away on training). In a personal review list done six months after I left the manager still wrote down a lot of easily disputable lies. Now if the UK has a continuing-violations doctrine or something similar, I will still be in time to take the case to the Tribunal. Please I would be grateful for any advice. Regards
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Hi, I am with a work program provider Ingeus who asked me to apply for a job with a local agency, this job was an immediate start and the induction was to commence within the week. A member of staff with Ingeus took my details and then said as we want a cross section may I ask your age please ? 2 weeks later I have heard nothing, I have mentioned it but they just brush aside saying they never took anyone on which I find strange. How would I go finding out if indeed my age was a factor, is asking the question about my age discrimination regardless and if so who do I take my complaint to. Any help advice appreciated. -
I've read a couple of posts about HMRC writing to people about underpayment on tax from employers, My wife has been working for Leeds City Council for 15 years she left one job and moved to another (2012) as working in a school so didn't take a break from the her employers. about a year later (2013) she received a letter to say there had been an underpayment of tax for £80. She contacted HMRC explained and they said they would look into this. We never heard anymore. Till 2014 when a 2 tax self assessment forms for 2012/2013 came through the post she wasn't sure what it was and neither did I so just ignored it thinking it was sent in error. Come 2015 3 seperate letters came through the post again it was the self assessment forms one for 2012 and one for 2013 with a reminder for 2014 will need to be paid as well. there was also a £600 fine for late payment in 2012/13. So we just ignored them as wife was working never been self employed. then towards the start of 2015 we got letters come through post to say there was a £900 fine for failure to send our forms back for 2012/13/14. So wife spent the best part for 1hr 30mins on the phone to get through to someone to say that she had called them years ago and it was being looked into. "he wanted the persons name we spoke to" wife was like really? it was 3 years ago and other than these letters coming through we stupidly though was a mistake turns out to be real. The guy on the phone said it looks like when wife called the person had past it onto someone and they had put her down as being self employed. So he said she would now need to register for self employment and then write a letter of appeal to which she did. This was over a year ago and the guy said at the time inbetween you doing this and them looking into it you might still get letters filtering through. So we got the odd letter of reminder and then it stopped. 8 months later OCT 2016 my wife recieved a letter from Fredrickson for the sum of £4397.21 All this for £80. So I called them up this was the first letter last week but they wouldn't deal with me all he would tell me was that they are an independant dept compny not part of HMRC's internal collection and that it doesn't matter at this stage if she didn't owe the money or not they have bought the debt off HMRC and we have to pay it now or they'll take our goods to pay it back and suggest wife calls with a payment. So wife tried to call HMRC yesterday and was on hold for 1hr 40 mins they answered the call then it went dead. Now recieved another letter today stating that their next step if we don't pay will be to take enforcement action. Any idea what we should do at this point as wife has always worked so never been self employed I'm not paying 4k out when she has payed her tax through her wages.
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Hi all, A friend has been bullied and harassed enough to quit his job after only 9 months. He resigned and I was wondering if he could still take his harassment to an Employment Tribunal or is there a time restraint for length of service. Thanks in advance for any replies.
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HELP! I have claimed unfair dismissal following whistleblowing and have a 3 days hearing scheduled in September. Due to funds I didn't take on a solicitor, but I am very scared that I have bitten off more than I can chew and will ruin my case due to inexperience. I have had support previously from CAG but in honesty have never been in a position to make a donation, if anyone can help my I will make a donation of whatever I can afford. So the situation, i was dismissed, 5 days before my 2 years service for a completely unfounded, ridiculous allegation of gross misconduct. I was actually suspended immediately after a grievence hearing which I had raised regarding my bad treatment whilst I was signed off work following and assault in the workplace. I was dismissed in my absence as I was infit to attend the disaplinary meeting and they refused to reschedule it. I had prior to this made a disclosure, first an internal one through the correct internal channels, then to the licensing body because my concerns where dismissed which heightened my concerns and made things 100x worse. I know that they know it was me, and I have this in writing. As to I have emails in which HR and senior management discussed me and plans to dismiss me. I also have notes of meetings about me which were held incorrectly and which were unfair and literally just going through the motions. I appealed my dismissal on the grounds of whistleblowing and this was dismissed, although they waited until 3 days before the 3 months tribunal deadline to inform me of this. I am now in a position where I need to send information as to what remedy I am asking the tribunal to award, this needs to be recieved by 4pm Monday and in honesty I don't know what to write nor how to word it. Any help would be much appreciated! -
Hi there, I have recently left my previous full time job and got my final pay slip. I was employed full time since November 2014. My contract states that my "core hours of work are 41 hours a week, Monday to Friday 9am to 5pm." However, one term which I failed to read properly states: "Where you have taken more or less than your accrued holiday entitlement in the final year of your employment, a proportionate adjustment will be made by way of additional or reduction from (as appropriate) your final gross pay calculated at 1/365th of Full Time Equivalent salary for each day's pay up to a maximum of 20 days. I have already contacted them to dispute this and ACAS. ACAS said they could not help and told me to go to a solicitor. I realise that I have signed the contract and thereby agree to the terms but wondered if there was anything I could do? I am not contractually bound to work weekends and never have. Can they do this? I have never worked anywhere where they have done this. I have received the following email from my previous employer's payroll department: "I refer to our telephone conversation of this morning regarding the calculation of your July salary. To confirm your salary was calculated as follows :- Annual Salary £25,000.00/12 = £2,083.33 as was normally paid each month. As your last day was 1 July 2016 you were entitled to one day’s pay (£2083.33/31)=£67.20. To confirm your annual leave was calculated as follows:- Your annual leave entitlement for the period 1 February 2016 to 31 January 2017 was 27.5 days. You carried forward 10 days leave less any holiday taken. The maximum annual leave payable on leaving is twenty days . The calculation was 5/12x27.5=11.50days Plus 10 days carried forward = 21.50days less any leave taken. Twenty days were therefore paid.(£25,000.00/365= £68.49x20)=£1,369.86. Please find attachments for terms & conditions (see highlighted paragraph) and your original contract." I have attached a copy of my employment contract with relevant sections blanked out and the terms my employer has referred to with this post. I would really appreciate any advice on this matter. Calculation of Salary.pdf Copy of Employment Contract.pdf -
Hi I have just recently had my hours cut at work by 4 hours a week. My holiday period on the old contract ( and new one) runs from april to april.... I had already taken all my holidays by the end of July - due to it being a special holiday that was all approved by my boss. Now my contract has been changed --- although i have NOT signed or even seen the new contract ...... I am being told that I now owe the company 15 hours in holiday time already taken !!1 Need some advice / help in resolving this as I think that i have not been treated fairly or in accordance with employment laws but i will need to quote "acts" or actual laws so that I can show my employer if i am being treated incorrectly Thank you in advance for any advice -
Hello. I've been with my employer just shy of 12 months, I started as an apprentice and qualified not long ago. when starting I was told I would be paid £6.50ph (NMW at that time) and would be collected and returned home by one of their vans. My position is a painter ( was apprentice, no formal change of title, other than the fact I have qualified ) I had no problems with the firm until october last year when they failed to increase my wage inline with the NMW increase to £6.70 an hour. They did eventually around christmas time 2015. I am techincally owed the missing wages , but I didn't chase it at the time. a few months ago, the company decided to deduct fuel allowances from the all employees wages of £60 per month. this of course meant my wages dropped below NMW before tax/NI there was no signed agreement , only a notice letter. they had previously allowed employees including myself to send in fuel receipts and reimburse the fuel. finally Today I have found out that they have not paid me any overtime that I have worked recently. They haven't explained when asked why. My supervisor suggests that I was in no position to bargain and I would not have a job if I start to query their decisions. I feel that I am not respected or valued as an employee,despite putting all my effort into my job. I therefore want to leave this job. however this is the first time I will have ever done this, So I am looking for advice on how best to approach this. 1. Can I reasonably request any money owed in underpayment during the time they paid £6.50 instead of £6.70? 2. Can they deduct wages taking the wage below NMW before tax and NI? If this is not allowable , can I therefore request the money be replaced to bring my wages in line with NMW? 3. I have calculated I still have at least 7.5 days holiday to take so far this year, can I ask for this to be paid with my final payment? finally , how to progress with the resignation process. can I put the above requests in with the notice to leave email? or do them separately? if they are wrongfully? denied, how would I proceed? Many thanks -
Can anyone advise? I have submitted an ET1 claim for unfair dismissal after being dismissed by new employers for gross misconduct by the new employers after the store where I worked was sold. It was taken over in Nov 2015 but now it appears the sale has not completed due to the new employers disputing the stock price.. What will this mean to me with regards to my claim??
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