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  1. Hi all, thanks in advance for reading and any advice. I'll try to be as concise as possible. I have an iPhone provided by my work. It states on the iPhone Policy that if you lose the phone or it is stolen, you will have the price of the iPhone taken off the next payslip. The only exception is if you can provide a police certificate that it was stolen, but there is a sub-exception here that states you still have to pay if the theft was facilitated to clear negligence on your part, e.g. leaving it unsupervised in a public place. In November 2015 there was a fire drill at work. I immedi
  2. Having been of work for 2 months with depression (GP sick note states this) following a work OH assessment, I've been called in for a capability meeting. The OH Dr believed due to "depression" I'd be better off back in work, therefore, he stated to my employer I'm fit for work. I've spoken to my GP about this, my GP disagrees, currently, my GP advice, I'm still not fit for work. Who takes precedence with my employer, the OH Dr who stated I'm fit for work, or my GP who states I'm not fit for work?
  3. Good afternoon CAG, I have been working at my local nursery for 3 years. I started off as an apprentice and then qualified at level 3. Upon qualifying, I have worked for more than a year on their payroll, I am not and have never worked for an agency - I work with them directly. But the persistant problem is, they have never offered me a contract. It is also unfair that newly qualified practitioners got their contracts last month, and I have yet to see mine. Now they keep cutting my hours (cut more this morning) and they have held interviews for my position. I have no disciplinary records,
  4. Hi, Whilst filling out a tax return I checked the information HMRC held regards PAYE from what is now a former employer. The information shows the dates, taxable income, income tax paid and National Insurance paid, all totalled up. The amounts I noticed didn't add up to the totals at the bottom of the page. It seems one month a payslip was issued, then a revised version issued. The totals on the revised version were correct but the following months payslip uses the totals from the original payslip. I contacted HMRC and they said yes it doesn't add up but we can't say w
  5. I wonder if any one can help. My husband works as a Chef, he has been working as a chef for over 20 years. he has a medical Condition Called Menierse disease. He has had it about 5 years. It causes him to have attacks where he colapses, becomes extremely, dizzy, vomits and he can’t stand up. He has to take medication when he has a attack and ends up in bed for 3-7days. After an attack he is left feeling very tired. He does not have attacks that often, but they are normally triggered by stress, being over worked and tired among other things. His employer knows
  6. Hi everyone, My son works for a sole trader and yesterday informed my son that due to a PAYE error (which he admits was his mistake) my son had underpaid tax for the past three months and an amendment would be made to this months wages. This morning he checked his pay with the bank and found that his employer had deducted almost £1,000 as the unpaid tax (incidently, he only pays about £1200 for the whole year. He is now left with insufficient funds to pay his rent and other essential bills. His boss freely admits that the error is fully his error. The HMRC haven't noti
  7. Hi, I work in sales and my contract was amended some months ago to give me 1% commission on all combined sales above a target figure. The target was designed to be easily achievable as my base salary was lower than I'd liked and I was effectively doing two jobs - both sales and IT. The commission became due so I requested it twice via email (no response) I then raised it again via telephone. I got sat down in a meeting with my manager and the finance guy, they tried to tell me it was not payable for several months longer and also that the company didn't have the money.. Aft
  8. Hi guys need your help and advise, i had been claiming ssp when i was employed on my July wage slip there was a discrepancy of X amount short, had a chat with the employer he admited it was his error, he paid this back via Bacs in August, when i recieved my last wage slip September he had taken it back and marked as a deduct pay advance, when i asked about and said it wasn't an advance it was what you had miscalculated it his words where it is correct and inline with HMRC guidlines. which now brings me to another question i went on to the Gov site where you c
  9. Hoping this is the correct forum so apologise if not. After a good two years being ill I managed to get a job starting last January at a local SEN school as a Teaching Assistant. Upon calling me with the news the Head told me not to get too excited as it was only until July. A few days after I started I was conversing with the HR Head about something else when I mentioned to her about this Fixed Term Contract. She told me that I was on a Permanent Contract so I assumed that the 6 months the Head was talking about was the 3 then 6 months probation. Got through 3 months fine but
  10. Hey Guys, See if you guys can assist me. I have been working Flexible Working since 2015 as I look after a disabled wife and a child. Recently during a meeting with my manager, my manager informed me that he wants to cancel my flexible working and wants to increase my working days from 3 (under flexible working) to 5 days a week. I was given 2 weeks notice and given a date when this change will be applicatble. I objected to this decision, but the manager simply announced his decision and ended the meeting and said no further discussions. I received his decision in writing w
  11. The tribunal was a few years ago and i didnt have the evidence then but i have it now. The employer lied to the court about details which the tribunal took as true and used them to find my dismissal fair. Without these false details the court would almost certainly have found in my favour. It wasnt a case of they made a mistake with the details, the evidence i have shows they knew the correct details and told the court something else. I didnt appeal because i didnt have the evidence then and you only get 42 days to file an appeal. Ive heard of perjury cases being brought up
  12. Hello, looking for some advice please. I'll try and keep this as short and to the point as I can given the complex circumstances! I started a new job last month & my contract (that was advertised in the job description is 35hrs per week Monday to Friday.) But my line manager (not my 'overall' manager), who interviewed me for the job said at the time that occasionally there will be weekend work i.e. if there are small events on and I said to him verbally, that's fine. However, since I started just over one month and a half ago, I've currently worked three weekends (Satu
  13. I believe that a former employer may have acted unfairly against me whilst I worked there and I'm intending to SAR them to see if there is any evidence of this which I can use. I do not know where the evidence may exist or in what form, whether it is in emails, phone calls (which I know to be recorded and stored) or paper records so I would like to make a SAR for every piece of information they have. I also obviously do not want to disclose the reason for my request and find that the evidence I'm looking for may miraculously disappear. I am uncertain whether it's better to make a SAR
  14. Hi all, I am new to this forum and have a query about an interview I attended in the UK. The hiring manager beforehand said certain questions would be asked a specific test would be given. I was disadvantaged compared to other candidates when I spent so much time preparing only to discover on the day that the test and questions were completely different, hence why I was unsuccessful in landing the job. Also, an interview question was more restrictive when asked to myself compared to other interviewees. Is there a potential case I can bring to an employment tribunal to s
  15. My wife has been employed by the local pub owner who took on the lease of the village shop three years ago. My wife was employed from the outset to work in the shop. Since day one she has consistently worked over 28 hours a week at a rate above the NMW. She has been paying tax, NI, pension etc and has received holiday pay. However, she was never given a contract of employment. The pub owner has now bought the land that the shop is on, and plans to demolish it and build houses on the land, meaning the shop will close. He is however going to open a small "shop" within the pub to sell e
  16. Hello. My employer has CCTV pretty much everywhere on the premises and uses it in Disciplinary matters. I notice that they have not registered with the ICO to use the CCTV. Should they have and, if so, why wouldn't they have? Laziness / didn't know that they had to, etc?
  17. Hello. Early last year I suffered an accident at work when a large object fell on me. What followed was a pretty unpleasant 6-9 months but I am almost back to normal now. The accident was reported and I completed an accident report verbally which was recorded. Before Christmas last year I verbally asked to see the CCTV footage of the incident and was told that I could but then I never got around to it again due to the Christmas break. Last week I asked the head of Health and Safety if I could see the footage and he told me that he was 99% it had been lost. I asked how th
  18. Hi all. My friend recently sent an SAR to his employer. He asked for 'any personal information you hold about me. This is to include, but not restricted to, copies of my medical records, sickness records and certificates, letters to and from you, minutes of all meetings that I have been involved in, letters relating to grievances, any letters, emails or internal memos to which I am mentioned in.' He received his data which did include minutes from meetings but not the handwritten notes that HR make. Should they have been?
  19. My son used to work for a big retail company and had a company car. The company failed to inform HMRC that he had a fuel card with his company car and now my son has been hit with an unpaid tax bill for £1700. The company only sent off the proper form declaring he had a fuel card when he left the company. He is very angry to receive this bill as it appears that he is being billed for the actions of this company and it appears malicious that they only sent off the form when he left. Is there anything he can do about this?
  20. Background 4 years service continuous, rocky employment. Currently working my notice period due to evident constructive dismissal. Despite a grievance being submitted with my resignation no investigation has been commenced and a meeting was held where i was offered a PILON payment to leave that day. How do I approach a settlement agreement proposal with the employer it's an evident breakdown and It will save a lengthy tribunal process
  21. My line manager recently resigned, a new director has taken over the team in my first conversation I have with the new director he tells me "You are going onto a PIP". I was pretty shocked as had no warning from anyone, written or verbal, that this was coming. I was already feeling stressed prior to this and this tipped me over so I have been on sick leave for past 2 weeks and just been signed off for another 2 weeks. (I have had virtually no sick days in 12 years prior with my employer). The PIP objectives themselves have not yet been discussed or agreed / signed by me.
  22. I lodged a grievance against a colleague. A thorough investigation was carried out and my grievance was upheld. There were a number of recommendations made in the report in Oct 2017. One of the recommendations was that me and the colleague attend mediation. It also recommended that if she did not engage in mediation action should be taken via breach of Code of Conduct and/or Dignity at Work Policies. She is saying that her husband is not well so she is not able to participate in mediation at this time. My employer is saying she is not refusing but is delaying. Othe
  23. Hi there I wonder if you can help with this. It seems fishy to me. My fiancee is a support worker (supporting disabled people who have their own tenancies) for an agency on a zero hours employment contract. All of her shifts involve supporting people in their own homes for the local city council (in Scotland, if that's relevant). On average, she works around 37 hours per week (sometimes a lot more), and does additional "sleeping" shifts (paid at a set rate) when they are available (on average one or two of these per week) My fiancee has been with the agency full time for around 18 mo
  24. Hello , I have found this to be a great site giving invaluable help and advice and would like to ask if anyone can advise on my problem. I will keep it as brief as I can. I was employed for 6 years with a retailer who recently changed ownership. I was on a salary contract. I left last December to become a full time carer. In the summer of 2016 I had family problems and informed my employer I would be resigning. They were initially supportive and my manager said I could work a reduced schedule while I sorted my problems out. This was agreed for 3 months initially.
  25. I was recently told that the department that I work in as a field engineer has been outsourced. The new company will take on all the staff contracts. I have been with the company for many years and would be happy to be made redundant, however they say that it is not possible as I either go over or will loose my job through choosing not to go. Is this correct or can I push for redundancy?
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