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  1. Not sure if this is the correct section to post in,but could only find this to be the nearest to my question.Mods,please move it if needed. Basically,the workers rejected the company pay offer,and were balloted for industrial action.The management imposed the wage rise and included it in each persons wage this week,going against Union protocol. I have a copy of the companys financial report covering the last 5 years.Would it be illegal to put this report in the union cabinet/notice board?.Would a data protection breach happen?.
  2. Government announces Tech Fund to support disabled people and their employers READ MORE HERE: https://www.gov.uk/government/news/government-announces-tech-fund-to-support-disabled-people-and-their-employers
  3. Government announces Tech Fund to support disabled people and their employers READ MORE HERE: https://www.gov.uk/government/news/government-announces-tech-fund-to-support-disabled-people-and-their-employers
  4. Employers need to provide details for all Benefits in Kind READ MORE HERE: https://www.gov.uk/government/news/employers-need-to-provide-details-for-all-benefits-in-kind
  5. Hi, Can a company in the UK gain legal access to an employees previous court files, police reports, recorded interviews on DVD to check an individuals background for their own safety? Usually they do disclosure checks and ask for certificates which shows very minimum information not the complete story, but can they ask DBS for further information people involved, what you said, what they said? Thanks.
  6. Nearly 180 employers named and shamed for underpaying thousands of minimum wage workers READ MORE HERE: https://www.gov.uk/government/news/nearly-180-employers-named-and-shamed-for-underpaying-thousands-of-minimum-wage-workers
  7. My brother was harassed and bullied at work and is been off work for work related stress. He put in a grievance against the manager for that. Then his manager made his boss carry out the changes to his working days even though he told them clearly about childcare issues. Unfortunately this work related stress and bullying and harassment at work caused him depression and severe stress lead to him developing paralysis symptoms in one side of body for which he got signed off. The employers then persistently kept calling him in the name of welfare calls which his family told was affec
  8. Hi All I hope that you can give me some advice as I am not sure what has happened to me today is legal. I had to have the vet out to my horse last year and had to pay 500 in advance for his treament and then the rest on account. I had every intention of paying. The debt was in my married name (I have since reverted back to my maiden name) at an old address. My horse was treated however the vet made several mistakes (such as not adminstering him antibiotics which resulted in cellulitus) I disputed the amount at the time. The vet said they would redu
  9. I wonder if anyone could answer a query about tips. My brother in law is working this weekend at a famous racecourse parking cars for the attendees of the racing. He is working as a temp for an agency. He was told he would get an hourly rate plus he could receive tips. Whilst working the supervisors (not from the employment agency) have told him any cash tips must be handed in and will be given to a charity. He wants to be honest and has sometimes been given tips of £20 in cash but has to hand in. Is this legal? It is virtually minimum wage and the tips (which r
  10. I left work in March and I have contacted payroll who have failed to issue a P45. They also said I won't get a P60. Their explanation for this was because of the time I left . Can anyone explain this to me ?
  11. Hi I hope i have posted in the right place. Am new here, as needed advice. Sorry if this is long, bear with me. 2 months ago i applied for a job which was advertised as Receptionist for a glamping business, i still have a copy of the advert and job description. The role described was to deal with customer bookings, admin and check ins. I was offered the job at £10 per hour for 5/6 days a week 10-6pm but was told i had to be self employed. At the time i had no problem with this as the wage and hours were great. After the first week, it was clear to me that i was not a receptionis
  12. Hi I work for a small business which has no HR department. It's a combination of the administration manager and the finance department who deal with any HR related matters. I'm leaving the company and have asked for a note of my remaining holiday entitlement. They are saying I have no remaining annual leave as I've taken it all. I haven't. I've only taken 5 days. They say I've taken 16 days (I wish). I can prove that I was in the office on the days they say I was on annual leave but it's a proving to be a battle. When I first handed in my notice I was told I had quite a bit of
  13. Hi I would like to put a SAR in finding out what information my employers hold about me (I work for my local council). In particular interest are some emails which a colleague who left under a compromise agreement sent about me. My employer has email archives dating back ten years so I know they are still available but wasn't sure how to word the request to make sure that these are included. Any ideas Thanks
  14. Employers can read workers' private messages sent via chat software and webmail accounts during working hours, judges have ruled. The European Court of Human Rights (ECHR) said a firm that read a worker's Yahoo Messenger chats sent while he was at work was within its rights. Judges said he had breached the company's rules and that his employer had a right to check on his activities. Such policies must also protect workers against unfettered snooping, they said. The judges, sitting in the ECHR in Strasbourg, handed down their decision on Tuesday. Countries that have ratified th
  15. Hello I would like to ask for some advice on behalf of my nephew. End of December 2013 my nephew was sacked by his company due to their strict "time off rules". Since being made unemployed my nephew has not received wages that's owed to him. Before i go on, i must say the account he had with the Leeds Building Society, there must be the minimum £100 in the account at all times. Because of this rule and being unemployed he withdrew the full amount and closed the account. He had contacted his x employers on several occasions, letter,phone then out of the blue, a couple of mon
  16. DCA has now accepted token payments. They have sent me a budget form to fill in. Am I obliged to give them details of my employment i.e employers name/address etc. I am concerned that they will attempt to contact me there. Many Thanks
  17. Do lenders do this, I'd hate to think everytime I make an application they are discussing it with my bosses!?
  18. Hi Hope someone can help. Are prospective employers legally entitled to ask if you have ever been declared bankrupt or had civil proceedings taken against you by a creditor? Are you legally obliged to answer? How do they carry out checks? Surely that is private business that you should not be forced to disclose. Thanks in advance for any answers.
  19. My husband suffered an injury at work in October. He has been unable to work since and has recieved SSP which will run out this week.His employers (a public school) have not accepted liability for the accident and to be honest have been quite nasty. He works 3 days a week as a general maintenance man. He read somewhere that he could have holiday pay rather than SSP so he asked for 2 days from last year and 4 days accrued for this year. He received the following reply. Holiday entitlement can be requested at anytime during the holiday year but it is the employers decision when it can be ta
  20. Hi there, I'm hoping somebody will be able to offer me a little bit of advice. I've recently changed jobs, and in my final pay my employers didn't include several hundred pounds of shift allowance I should have had for my last run of night shifts. I chased a number of times, and was eventually told (by e-mail, so I have this in writing) that the outstanding overtime would be paid in the next pay run. When this didn't happen, I again chased it up, and was subsequently advised that my shift allowance was discretionary, and that as I was allowed full pay for a couple of emergency operat
  21. I’ve been an employee with this company since the 7th of January this year, I was employed on to a brand new campaign which the hours were confirmed to work 11-8 Monday-Friday which suited my needs and requirements as I have other commitments around these hours. Recently I was moved from this campaign onto another campaign, which I was more than happy to oblige to as long as they catered to my needs around the hours that I could work. I had raised my concerns about these hours in the boardroom in front of 15 other employees (that will vouch for me and agree to what was agreed) and I was
  22. First things first, here are the facts. I have worked at my current workplace for 3 years after initially declining the job due to the fact i didnt think they would be able to accomodate my disability, they imediately re offered me the post accomodating my working needs. I have been a blue badge holder since a child. The company i work for has 60+ staff and a £22 mil annual profit so its pretty huge. There are roughly 30/40 car parking spaces adjacent to the work building. I start work one hour later than all other employees so im the last on the carpark. Public transport is
  23. i recently found out from a `very` trustworthy source that the managing director at my place of employment gave the ok for the accounts department to take some money from the monthly wages of a junior director and give his wife a payslip making it look like she is working 20 hours a week so she can claim benefits but really its her husbands money. is this wrong because i think this would surely come under benefit fraud. if i were to report this does anyone have any idea what would happen to the three of them and also to my employers as i like a lot of the other senior staff who to my knowledge
  24. Hello. I'm in a bind. I'm off sick due to back problems, been off since FEB, and now on WRAG, but in my last meeting with HR with Union rep, in JULY, it was agreed I would give work my GP's report, and then they would set up an exam with their Occupational Health dept, with a view to seeing whether I could come back to work in a feasible amount of time. All very amicable and smiley-smiley, as is HR's fake wont, but my Union did mention the possibility of an action against them. Well, I did my bit with the GP report, and HR said they'd got it and would look at it and be in tou
  25. Hi all, This is my first post on the forum. I am a single father of 2 children (3 & 2). The children live with me fulltime. I am currently employed and work 37.5 hours a week. I have a childminder look after my children while i work. My employer has just announced that they plan to relocate 47 miles away. With the added costs of childcare alone, i simply won't be in a position to survive financially. I have spoken with my employers and they are willing to consider compensating me with an increase in salary, however they have indicated it unlikely. I have been
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