Low earners risk tax shock on workplace pensions There is apparently an anomaly on some of the auto enrolment schemes. You can read more in the article linked below. https://www.ft.com/content/40af7052-0361-11e7-aa5b-6bb07f5c8e12

Hello Friends, I have been working a my current firm for last 1 year 3 months at one of the top financial firms. I have to work very hard and extended hours to meet the business objectives of firm. My boss is being very unkind and dishonest with me. He basically wants to throw me out and bring in an old colleague at a lower salary. I came to know about his plan from one another colleague. Last Monday, there was a without prejudice meeting with firms solicitor where the boss started making false and flimsy allegations that my conduct has not been right in that I did not follow his instruction. He is citing just two occasions in a matter of one week. I have been able to prove one of the allegation as false and for the other my colleague can help me to prove wrong. He has no evidence of having given any such instruction of work though as it was communicated verbally. He is saying that he can get a few witnesses, who are again his friends from management side. What is best for me. Should I ask for evidence of such work having been assigned to me . Today again there was a without prejudice meeting with the manager and the firms solicitor, who is calling a case of break of trust and confidence as I have been performing poorly. Again this is a baseless allegation. I will come to this aspect later. My company handbook has a disciplinary processes which lays down that disciplinary matter is sorted in four stages. I want to know if the firm is contractually obligated to follow the disciplinary process. I am worried that if thrown out on basis of misconduct and poor performance, then PPI will not cover my mortgage and my career will be ruined. Can someone please advise me on this. Thanks

A friend of mine who is doing some research into today’s workplace for her university course has asked me to post this up although I have done it in my words as hers seem a little to complicated for me to understand and would like your honest answers, please not the political correct answer also. A 48-year-old ex-soldier was medically discharged from the army due to mental health issues over 15 years ago. He held down a job for 5 years at first working in a support role for a IT company but is illness got worse and he was forced to give up working, and was put on the sick with a lifetime recommendation in 2005. He is on the maximum amount of anti-depressants he can be safely given, and has tried to take is life several time over the last 17 years, but has not responded to any other treatments offered by the NHS and has now been “parked” as untreatable. Due to the recent rule changes to sickness benefits were mental health is no longer considered as a barrier to work, he is no longer able to claim Employment Support Allowance, and he is put on job seekers allowance and must try and find a job. His mental health issues have worsened over the years and he finds it now difficult to talk to people he doesn’t know well, and although he has a short fuse, he has never been physically violent to anybody, but does shout at people and then walk away. He needs several days in bed to recover from downer episodes and these may occur at short notice. He also suffers for frequent flash back episodes and has been reported to be in a drunken state after, although he is a teetotaller. The job centre says he must apply for up to 30 jobs per week in the local area but all his qualifications are now out of date, and he cannot afford the renewal fees or get any grants for over £20.000 it would cost to bring the up to date. What role would you realistically see him in at you work place or would he even stand a chance of working at your firm,

Hi everyone, looking for ideas, I manage a supervisor on another site, but because I am not based on that site the senior on site manager will take control if I am not around. This other manager dislikes that the Supervisor was made up from her previous role and her attitude right from the beginning has been that because she has that position she should magically know how to manage every situation, including complex technology problems that can be challenging and we have to rely on the I.T. department and the main company help desk which is an exhaustive and messy process. She accuses her of having no imagination and not looking at other options to support when there is a problem, this is not a fair summation of the situation and the supervisor contacts everyone and makes sure all are aware of the problems, I agree there are always options but instead of accusatory statements, I think these options should come in the form of suggestions from the senior manager which would show support and instruction and would help the supervisor become better equipped to deal with these issues more effectively in the future. The upshot is that this manager confronted the supervisor and has spoken to her in a very unprofessional manner in front of other staff in an open plan office about her lack of imagination & ability, this was after a particularly stressful couple of days where the supervisor was constantly running around testing equipment with the help desk and sending out emails to keep all informed. The supervisor felt that the managers behaviour towards her was bullying and she had a bit of a meltdown, at which point she became emotional and said to the manager I am not sure I even want to do this job, the manager sent her home because she became very stressed and was crying, but at the same time she also said she would get a form to downgrade her back to her previous roll!! I have since had a very tearful phone call from the supervisor who is afraid she may try to do this in her absence, which actually she cant do, so that is not a problem but ultimately I am a little lost on how to handle this situation. This is not the first time this sort of thing has happened and when I speak to the manager about any of these incidents she comes across as she was only making reasonable requests and a manager should be able to do that without ringing the supervisors line manager all the time, she also claims that she thinks the supervisor is not equipped for the job and she should not have been given the opportunity but she schmoozes when talking to me and tries to show this as concern for the supervisor. This manager has lots of on site support and this is going to be tricky for me to raise at a higher level, but I can not stand by and let the bullying behaviour continue, unfortunately, getting other staff to stand up against this person and admit she is a bully is difficult because they are all intimidated by her and I am not sure if the supervisor will do so either because these attacks always happen when she is on site and I am not there, she maybe afraid this will make things worse. I would welcome some advice please.

can anybody advise me as I seem to have got a lot of contradictory info here. I would like to know if the contribution an employee pays out of his/her wages/salary towards their workplace pension is in fact taxable through the normal p.a.y.e. system. Any help would be appreciated.

Hi all, Simple question really, it would seem that a pension I used to have (occupational) was with Tibbett and Britten group. The pension trustees apparently were wound up in 2012 as far as I can make out, but I still have around 8 years of contributions with this pension fund. What do I do ? How do I access my frozen pension funds from a fund that has been wound up ? This isn't my area of expertise, but I'm sure someone here is an expert

Looking for some advice for a friend of mine. He works within a department of between 10-15 people. The work all over the Midlands area covering diffrent stores. At the end of each season a cash bonus is paid to them providing targets are met. Some stores clear target when some struggle to make it anywhere near, they work out the bonus based on which stores you have covered 80% of the time. Some people work a variety of stores whilst a select few are allowed to be based at one store only. They find any excuse not to move these stores as they know and often boast about how they will be guranteed bonus if they stay put there. They are all on the same contract which dictates you will be required to move yet the employer chooses not to enforce these terms of employment, I guess for a quiet life? My friend has been told basically it is tough when he has had issues before about moving, yet these select few get away with it and no excuse they provide to not move is challenged. Is this fair? Are they allowed to do this? Many thanks in advance for any advice

Please only read this if you can provide useful help. I am just a small cog, in a huge manufacturing plant that has its own site security who man the gates checking lorries leaving. This morning I had to leave night shift early due to a private hospital appointment. This was pre-planned, and accepted by my boss, and I also had the proof letter. There are 2 lanes to exit, with retractable bollards, and safety barriers that can also be raised. As there was a long que of lorries in the left hand lane, I chose to use the open right hand lane as the first set of bollards & barriers were open. This is something we always do when usually leaving after a shift. As I approached, the security lady waved her right arm backward and forwards as if to indicate me to move forwards. She then turned around and started shouting to my surprise. I was by now past the first lowered bollards, and in the 'security box'. Ahead the 2nd barriers were raised, but the 2nd bollards up. She shouted, " I told you to stop, you need to reverse and go to the back" I told her don't be stupid it is dark and raining, and would she open the barriers. She got the hump and made threats to 'report' me for calling her stupid. I said, do whatever you need to, but can I just get home now as I have permission for my appointment, and I am in my own time. She refused, and then took my name & reg, and asked for my company ID, which I gave her. I told her again I needed to go and moved the car an inch. She stood in front of my car and stopped me there while she shouted to the other guard to close the other barrier preventing my exit. She now has my reg, ID and name, and still is refusing to let me go home. I said, and I quote "Look, you have my details, lets just deal with this Monday" She said "You wont have a job on Monday" I said "Well we'll see won't we" ...she carried on the radio for a few minutes when I just told her "look, I have permission to leave this site for a medical reason for which I will hold you responsible" She lowered the bollard and I left. Now this was 5 mins of my time I won't get back, and I do not appreciate being threatened by a hitler security guard on my way out of a very physical job. There are 2 lanes to exit. I did not think it was unreasonable as the left hand lane was full of commercial lorries being checked, for me as an employee who works hard, to use the right hand lane which was open. I did not appreciate having my ID taken, and kept against my will. I did not commit a criminal offence. This is all on CCTV as she told me. Great, I would like to see that as everything I have said happened they will see. Can I SAR them for the footage of me by any chance? It is data, and do they have to comply? What I would also like help with please is if any, is what workplace offences she, or I may have committed, as my workplace uses a kangaroo court style justice system where they trump up charges to boost their own ego. I have been through a tribunal myself, which I won, and I know that there has to be proof of EVERYTHING for things to stick legally. They cannot take one side over the other, which is what they will do anyway, as they like to get one over us on the shop floor by 'doing someone' regularly to show their superiority. Also, was I falsely imprisoned, threatened unfairly etc.. It is now 7am, 2 hours after I left work, and I cannot sleep due to this stressing me out, and I have to be up for the hospital at 12pm. Thanks for reading.

Hi All, Basically its like this. I work at a military establishment with a woman who is starting to drive me nuts, basically. She has obsessive compulsive disorder - don't get me wrong, I fully respect she has the condition but she's making my working life that much more unbearable. She's even confiding in a work colleague that she went to see a psychologist because she said that I stress her out at work and to hear that second hand from a work colleague was not too pleasant to be honest. I have had a problem with pen chewing and putting things in my mouth, chewing my nails etc. as far back as I can remember and there seems to be no signs of it letting up - despite my best efforts, I find myself relapsing and every now and again, which has become a bit more occasional of late, find a pen or something else in my mouth, be it my fingers for biting my nails or whatever. However whenever I have been at a workstation using the keyboard or been somewhere else and this is usually some while after I have bitten my nails, for example, then she is there cleaning the desk area and I am made to feel like a dirty person - don't get me wrong - I fully respect her condition but I'm being made to feel that I can't even put my hands near my mouth or pick up a pen in fear she's going to put in a complaint and I think that I am going to be on the receiving end of something unpleasant and the fact that she has a mental illness will work against me. Furthermore, she is rather cold toward me in the office and I feel the tensity in the office is going to reach a peak before long. We have been open and honest about our feelings in the office as well. I can't help what I do at the end of the day and as I explained, since I've been a nipper, its been a recurring problem for me. Can someone offer me some advice as to what the best solution is as I will not take kindly to an official complaint from my supervisor as I feel I've done little wrong and am trying hard to work on a problem I've had difficulty in resolving in the past. Regards

In my workplace there is two unions , i shall call them union A and Union B 90% of the work force is in union A and all the elected union reps are from union A For those staff that are in the minority union , who have no elected reps - can the union reps refuse to represent us that are not in there union ? They are saying they can go to a hearing and the like as a "companion" only but cannot represent us or assist with any problems we may have as we are not in there union , even though we work in the same place ? Surely if they are the elected work place union reps they should have to represent everyone regardless of which union you are in ?

Hi, I work in a large organisation of 500 employees where management is planning to reduce activity in our section and half the work force of our section from 20 members to 10. As a result, someone has decided to organise a petition of all 500 of the workers in the organisation asking management for an end to job losses and instead to negotiate an alternative plan with our section. I have argued that anybody who signs such a petition could find themselves in trouble with management but other people seem to think that any direct consequences such as dismissal or maltreatment would be illegal. I would be interested for any thoughts on this matter!

Hi there. I'm hoping for a bit of advice on where I stand with regard to workplace benefits promised to me but not provided. When I started working for my new employer in February 2013 I was promised enrollment into the one of the company benefit schemes if I achieved a certain target. I met the target in early July and had a meeting with both of my bosses (the company MD and the HR boss) who confirmed that I would now be enrolled with immediate effect. This was put in writing and I completed the application forms for the scheme that afternoon. I thought no more of it until this month when I had a need to potentially use the cover. I spoke to the MD about details of the cover and he directed me to the scheme administrators for further information. The scheme admin responded to my enquiry this week to advise they have no idea who I am - as it turns out the HR boss never bothered submitting my application, as he thought it was 'unaffordable for the company' to provide me with cover despite being present in both meetings where it was all agreed. Neither myself or the MD were informed of this decision. So now I have no cover (and have missed out on 8 months of a benefit I was promised in writing) and am faced with paying the full expenses myself without any help. The MD has promised the cover will be in force by the end of February but that won't be of any help to me. I'm not really sure what I'm asking other than do I have any rights in this instance to expect them to compensate me for the benefit not provided? Many thanks for any advice you can give. Lola

The company I work for has decided to pass on the cost of the WPL to its staff. which is fair enough. However, they have also decided to add on an additional amount of money which they say will go towards installing a new barrier and other controls. The amount isn't small either. If you want a 5 day permit, the actual cost is £334, but the company is charging £450. Is this legal and can I refuse to pay this additional charge? The more I think about it, it can't be right?! Your advice and thoughts would be much appreciated.

I have suffered 6 years of bullying from two line managers, and their boss. I work in the civil service, so I got 6 months full pay, and I have put in a grievance. My psychistrist has agreed and is willing to write a report in support of the stress that the bullying has caused, and my gp sent me to Lifeline, because I was so bad, I was suicidal. The problem now is they have cut my pay in half, without even informing me. I have put in a form for full pay, in seeing that the injury was caused by my work, but they don't seem to think I am elgible for it..... I know I am lucky I got 6 months full pay, but I would rather be back at my work, and not be ill.

Evening all, Im after some advice, Last friday i was taken in to the office by my boss and suspended on pay. There were two claims made against me by the apprentice. One that i had hit him over the head with a first aid box and another that i had hit him round the face twice for no reason. The first, hitting round the head with a first aid box, this was completely accidental, and rather than a hit id would of called it catching him with a box as i passed him, i apologised. Nothing more was said and i was surprised he moaned about that. The later, was rubbish, i hadn't hit him/ touched him whatsoever. Iv got a few theories as to why he may have made up the later accusation, he'd been dragged into the office twice already that week, his college tutor had been in and dragged his dad in for his poor attitude at work.He'd also told us that the boss had threaten to terminate his contract if he didnt buck his ideas up He does get quite a bit of banter thrown his way tbh by everyone even the boss, mainly for his poor attitude and stupidity in the job. Iv also been at the job a lot less than him( him 2 1/2 years apprentice, me 9 months fully qualified) and settled in considerably better than him, and looked upon alot better by the other employees. My boss is notorious for not being able to manage a situation and passing the book, which is what he has done in this situation. rather than drag me in the office and have a word with me/ asked me about the story he has gone straight to our HR department and asked them what to do. Obvs as soon as he has mentioned hitting to them, understandable they have said suspend pending investigation. I got a letter today outline my companys zero tolerance to bullying (there zero policy literally covered every possible aspect) and that i was under investigation for: "Striking an employee" "Gross Misconduct" "Bullying in the workplace" I have a meeting next tuesday with my manager also attended by the HR Manager. Im really after some advice on which way to go about the situation regarding the fact that i consider his main accusation a lie. Iv spoke to the lads in the workshop who have all said theyll support me should it come to it and witness that they have never seen any violence in the workplace. Iv worked there 9months+ and on a full contract passing my 6 month probation periord. Iv never been in any othe trouble there and worked the most overtime out of everyone there over a 6 month period. I feel personnally im a valued member of the team. The lad is only 18 and very immature, personally i believe he is trying to take some pressure off himself and put it on to me, with the recent whispers of contract losses in the pipeline. Im now worried about getting sacked but feel it would be ridiculous due to being innocent Any help or advice gratefully received.