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Found 8 results

  1. As the title says really, i've been asked if i'd provide a reference, which i'm willing to do as former employer really took advantage of this guy for several years and then sacked him the day after he finds out his wife was pregnant. He was a good guy, hard working, gave it 110%, but used to get a lot of hassle/blame he did not deserve, mostly because of his age and inexperience in dealing with work politics.. I'm wondering what sort of reference is this, obviously it can't be personal, but how much can I say about the way I feel he was treated?
  2. A work colleague received a pcn from ukpc ltd for parking on a kerb on private land where he lives. I drafted a letter of appeal for him to ukpc ltd, as if it was the colleague drafting it, stating that ,I have a parking permit and so am entitled to park up on the premises. The fact that all the parking bays were taken on a first come first served basis has no relevance. The fact that I live in an apartment ,on the land, allows me to park , and ukpc do not have sole rights to change the contract, lease, or covenant on the land. Needless to say, ukpc declined the appeal and it went to POPLA. Here is their reply. Incidentally, that makes it 54-0 to me on pcn's.... .4 successful county court cases out of 4, of which 2 were won at court, the other 2 were settled out of court... .2 alleged speeding charges dropped. 1 was fought in court and ended up with the cps dropping the charges, the other 1 was timed out, for a colleague. Loads of consumer challenges and all won. So far , since 1994ish when I took my very first case on (Boston county court), I have still got 100% success rate....... .I am not bragging, or being big headed, it is just that I use the law where it is needed and when it is needed.
  3. She was stopped in a public place having dropped a butt outside of a shop before going back in. After she came out the shop, 2 men approached her asking to see her immigration documents (shes European and has every right to be here). They both were apparently very aggressive to her. Anyway she gave them a fake name, and an address she lived at many years ago. What could happen now? or is she in the clear?
  4. Hi All, Posting on behalf of a colleague. Col, as we'll call him, was removed from a club for being over-intoxicated. Unable to contact the friends with whom he had gone, in a city away from home, he entered a casino, clearly worse for wear, and proceeded to use his debit card to gamble away £400. He has no recollection of most of these events, only becoming clear after checking his statement. He intends to ask his bank to make a chargeback to reclaim the funds (each transaction over £100) - however, I am concerned that by doing so this might be considered fraud (if the bank even reimburses). I'm tempted to advise that he chalks it up to experience, but he argues that he was clearly too drunk to consent to gamble, and the casino have taken advantage. Thoughts?
  5. Hi Guys, Some guidance would be hugely appreciated please. I've been working in a frontline NHS department for three years, and previously another three years in another department. A new Dr started working here approx' two years ago and made his strong religious beliefs widely known. He's made a few comments here and there regarding his disapproval at my same-sex relationship amongst other things, albeit always polite (and slightly condescending) He has also made comments to nursing staff regarding his disapproval at their being pregnant whilst unmarried etc. Several members of staff, me included, have raised our concerns informally about this. A few weeks ago however this Dr approached me whilst I was working alone (as usual) and told me he had seen the news regarding gay marriage and said it was "a very sad day for the country". I said that I preferred to call it equal marriage and thought it was wonderful news. Then followed about ten minutes of the most offensive (weirdly polite) rant. He said God was not not happy for me and that he would appreciate the opportunity of changing my thoughts about my sexuality. He said I would be his "ultimate". He said I needed to think about the end of my life and what was beyond it and kept repeating that he wants to try and change my thoughts. Eventually I said that I did not believe in his God, or in pixies and faries for that matter, and what exactly would he like to achieve by following me around asking for the "opportunity". I asked if he would prefer if I ended my 17 year relationship. He said yes. I told him if he ever tried to have this conversation with me again I would tell him to F*@k off. I'm 38 years old and felt like I was 14 again. I was so upset. I actually felt like I was seedy / dirty. I reported him to his lead consultant and an investigation has started. But what has really p*@sed me off is that for two days following the formal allegation we continued to work alongside eachother with him repeatedly trying to speak to me. Hence I was pretending to be on the phone, hiding in the loo, making excuses to leave the department etc. Eventually after two days I took a days holiday on the last day so as to avoid him. Is this right?? Shouldn't he (or I) have been sent home or put on garden leave?? I have been on leave and have to return on Tuesday to attend a two hour formal interview (recorded) and after which will be starting my shift in the department although thankfully he will be off that day. During that day several of my colleagues will be removed from work to attend meetings of their own as witnesses to my complaint. My stress is absolutely off the scale. I'm not sleeping, am taking sleeping pills, can't concentrate on anything else and have never felt so tense in my life. I considered speaking to my GP and possibly taking stress-related time off whilst this investigation is ongoing (a couple more weeks) but am also worried that this would prohibit me from also attending these complaint related meetings also? (From HR's perspective?) I don't want to have to use up all my holiday leave either. Any help here would be enormously appreciated. Thanks. Stressedreceptionist.
  6. Hi can anyone help me before I get myself into trouble? I have a young colleague (21) that keeps snitching on me to our boss. I am finding this very irritating and would like to put in a complaint against her. For instance I recently called in sick due to a stomache upset that I had been sent home from work for. That morning I drove my son to school and she passed me in her car but did not acknowledge that she had seen me. By the time I got back home I had received a text from my boss requesting to know why I had called in sick if I could drive my son to school as this person had informed her. Then today our CEO sent an email informing the company that we had taken over another company and that it would manly affect our department. I addressed the email and then was told by every person in my department that they already knew is some shape or form, i then stated that I felt leftout and thought that I should have been informed if everyone else knew. Within half an hour of the tell tale colleague leaving my boss who was out of the office called me to say that she had received a call from the grass and why was I voicing my opinon about the take over and getting my knickers in a twist. I explain that the others had informed me that they all knew and that i simply said that I felt left out. Why did she feel the need to call my boss and am I right to want to put in a complaint because I feel that this may be happening more than I am aware of?
  7. Hello. I have worked with the NHS for 9months. Sometime during October 2012 I began working alongside a colleague (NC), we were discussing some workplace issues they were having regards their team leader. In particular, this colleague didn't get on with their team leader and proceeded to tell me how they would have preferred to be offered my job (we were hired during the same recruitment drive). At the time I said that if they were really unhappy with their base of employment I would be willing to swap as I got on well with all staff. They said they would think about it. Around the same time this colleague became aware of my sexuality, and remains one of only two members of staff who I have disclosed this information to. Around the same time I began having trouble with my own team leader (an admitted control freak) who, due to my line manager not communicating my absences or holidays, requested that I begin signing a register each time I started and ended a shift. No other member of staff has, or was requested, to do this. During some of my absences NC and my team leader arranged for them to cover my shifts, this continued long after I had returned to work. During a week long holiday in December 2012, I discovered that my team leader and NC had arranged between themselves for NC to begin working at my base during one of my shifts on a regular basis, thus making me surplus to requirement. In November 2012 during a break I updated my status on facebook with an insensitive remark. The remark did not identify any confidential data, nor did it reference any person whom I worked with. Although insensitive, the comment was bland and would not have raised much concern from any of my friends or family who were able to view it. As I am wary of security settings on Facebook, my employer remains visible only to myself. I had only one work colleague added, but my posts were visible to the general public. (You can probably guess where this is going!) This colleague has reported the comment made, citing that it could bring the Trust into disrepute. Less than 24 hours later I was brought before my line manager and read the riot act, I was immediately remorseful and apologised profusely. Agreeing with all requests that I remove the post and make a formal apology. I attended an investigatory interview in December 2012, during which I felt that I should mention to the investigating officer that the person who had reported me had also made such remarks in the passed as for me to question their intention. I was told to "park it" and told that raising this would "not make things easy for me". This was not noted in the minutes provided after the meeting. In response to this I told the investigating officer that I felt it was relevant, as I felt it was part of a wider act of victimisation. This was misconstrued in the meeting notes as me saying that I felt that the insensitive remark was relevant. Something I did not say, and have asked to be redacted. During this interview I remained regretful and apologetic, demonstrating that I understood the seriousness of the matter and did not wish to dispute that what I had written was insensitive. During the interview I was told that the likely outcome would be a sanction, and that if I agreed to Fast Track this then there would be no need for a hearing. I agreed to the Fast Track. This was denied, and my Union Rep was notified in December 2012 as to why. I was not told this until January 2012 when I received new paperwork pertaining to a disciplinary hearing in March 2013. The main reason for the disciplinary is stated as "bringing the Trust into disrepute", however if my employer was only visible to myself, and only the work colleague who reported me knew exactly where I work I am unsure how this can be the case. I do not wish to take my Union rep along to the hearing as they are utterly useless. I am at a loss as to what to do though. I have already begun searching for a new job as this process has affected my mental health adversely. I have had to increase my anti-depressant medication, been attending staff support for counselling, and have become very anxious, stressed and depressed. I don't know if anybody will read all this, or be able to suggest something but I just needed to "offload" as I cannot trust anybody at work at the moment.
  8. Hello, I returned from holiday just over 2 weeks ago and on Monday I found out, by accident, that I have been demoted and my job has been given to my colleague (all this having happened when I was actually on holiday). When I challenged my boss he said that it was just a breakdown in communication! When I asked what grounds he had for demoting me he told me that I hadn't been doing my job properly. When i asked him why I hadn't been approached regarding my performance he couldn't give me an answer. I work for a large national opticians and following the conversation yesterday with my director i looked up the company grievance policy which he has, obviously, not followed this. The store is actually a franchise and wondered if that meant he didn't HAVE to adhere to this policy? Any advice anyone has would be greatly appreciated, thanks in advance!
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