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Found 133 results

  1. Hi, I (and my wife) applied for the 30 hours free childcare through the gov.uk website last year. I have been renewing/reconfirming the application details on the website every 3 months, as required. Last reconfirmation was in mid-January, but a couple of days ago, the HMRC have written to me saying the following: "Unfortunately, our checks have shown that you're no longer eligible for 30 hours free childcare for xxxxx because: • from the evidence we hold we have decided that you didn't have a reasonable expectation of your partner earning at least é ú1555.72 (no idea what the symbols mean!) between 15 January 2018 and 16 April 2018 However, you may still be able to access 30 hours free childcare for a short period, known as a grace period. You can check what your grace period arrangements are with your childcare provider. You can still access the 15 hour universal early education entitlement for 3 and 4 year olds. For information on eligibility, go to http://www.childcare-support.tax.service.gov.uk. What happens next Your childcare provider and local authority will be told that you no longer meet the requirements for 30 hours free childcare for xxxxx. If you don't agree with our decision Check the details you entered on your application are correct, you can do this in your childcare service account. If you entered the wrong information, and still want to apply for 30 hours free childcare, you can make a new application. However, if the information on your application was correct, and you've checked you meet the eligibility criteria, you can ask for the decision to be looked at again by requesting a Mandatory Review. You'll need to do this in writing within 30 days, and include: • your name, address and child's full name • reasons why you think our decision is wrong • the words 'Mandatory Review' in the title of your letter Send your letter to: The childcare service, HMRC, BX9 1GR We may ask you to supply original copies of evidence to support your Mandatory Review. If your Mandatory Review is rejected, you have the right of appeal to a tribunal. If your circumstances change Go to http://www.childcare-support.tax.service.gov.uk to reapply for 30 hours free childcare. Yours sincerely Childcare service team" I do not understand what has happened suddenly for them to reject it. My wife started working a contract job (by setting up her limited company) in November 2017. In the reconfirmation form on gov.uk, I have given her job as "Director of Own company", which if I remember correctly was from a drop-down list. Does anyone have an idea why this could be happening? Oh, and she earns more than £120 per week in her job and less than £100,000 per year.
  2. Hi Car was parked on double yellow lines - ticket inspector observed car from 1.02pm - 1.02pm gave a ticket 01 Parked in a restricted street during prescribed hours - one picture of the front of the car was taken at 1.02 another was taken at 1.04 when I got into the vehicle to drive off. (I was definitely there by 1.03. what's the best way of appealing this? technically its parked on double yellows - not on a restricted street during prescribed hours as there are no prescribed hours on double yellows? thank you for all the help in advance
  3. DVSA opening hours: Christmas and New Year READ MORE HERE: https://www.gov.uk/government/news/dvsa-opening-hours-christmas-and-new-year
  4. Hey guys, I just received a parking notice, the observation time is 10:19 to 10:27. I went and saw the same cars which were parked right next to me, and they didn't receive a parking ticket, but I did? I'm not sure how this has happened, it was a single yellow line, with no time restriction sign anywhere. Please help. Thank you in advance, if there is more information required from please let me know Cheers. Hope you aren't having a bad day as myself.
  5. Hi all, my first post here so hoping I am in the right place Its a bit long winded but I will try to be concise as possible. I work in local authority in care centre. The same group has a number of similar centres throughout the County. We have recently been subject to management restructuring and additional responsibilities have been added to my role and other staff who do the same role as me in the other locations. We also have regular review meetings where we get together and share ideas to standardise our policies and operating procedures throughout all the centres, so we all work the same way. However, at these meetings I have discussed working hours with other staff doing this role, and find that whilst my contracted hours are 18, most of the others are on 25hrs/week. I raised this with management several months ago, both verbally and in writing, requesting that my contract be reviewed to align me with my peers. This was verbally acknowledge with a "we will look into this" but I have heard nothing more since. I have also recently discovered that when I was recruited, I was put on a higher pay grade than my peers, through employer error, which I had no idea. I suspect that they are holding off increasing my hours as they are already paying me more than everyone else for the same role, but that does not give me more time to complete my work so is not a valid reason. I am struggling to keep up with my daily tasks and finding it very stressful that I have to rush and make mistakes/forget things due to time limitations. I am looking for alternative employment as I feel I cannot continue doing this job successfully on the hours given, but feel I shouldn't have to go through this upheaval if they just agreed to increased hours. I also suspect that should I leave, my post will be re-advertised at correct pay and 25hr contract to sort this anomaly. What are my rights here? It is their mistake that I am higher paid for the same job, but that doesn't enable me to complete the work in less time, so feel I am being discriminated against. I feel its verging on constructive dismissal, but I know the terms needed to apply this are very specific. Any advice appreciated, thank you
  6. Hi. The usual apology if this has already been covered or is in the wrong section. I hope someone can give some clear advice for my wife? Just to save time and before we go any further everything I’m about to say has been said to my wife's senior staff member and managers. Their answer is that it’s your job and if I don’t like it then leave. My question is; what hours are legal to work before and after a sleepover, i.e. back to back? She works in a care home and at least once per week she works 3pm x 10pm then stays overnight to do a sleepover and starts her next shift at 7am x 3pm so this is a total of 24 hours. To complicate things, until recently she was only expected to get out of bed and help in an emergency, i.e. resuscitation or as an escort to the hospital if one of the residents became ill. Since the law changed entitling her to be paid minimum wage for a sleepover her boss now expects her to get up and help as a matter of course because she's getting full pay instead of the £30 she did previously. There are 6 residents and from 10pm there are only two staff plus my wife who is on sleepover. One of the residents needs 1 to 1 care and so this leaves the other staff member to look after the other 5 residents. My wife often helps until midnight and then gets to bed about 12.30am. At 2am the 2nd staff member wakes her up to help her attend the 5 residents needs mainly because it is policy/law to have 2 people in attendance when handling them. She will get back to bed at about 5am and then be back on shift at 7am until 3pm with barely any sleep. Her job entails handing out drugs for which she is paranoid about making mistakes but she is also absolutely shattered during and after work. Senior Management have not officially told her, (verbally or in writing), that she is expected to work during her sleep/rest period but her senior staff member relayed a message from "a manager" that she must. Management have installed installed sensors on the sleepover room and the residents rooms. 1. To prove that the residents are receiving regular checks and that my wife is leaving her room to help out. It lets them record when she left and returned to her room. So in a nutshell she works 3x10pm Does a sleepover 10pmx7am but is expected to get out of bed and work for none emergency reasons. Works another shift 7amx3pm Is this legal? Thanks for your help, Andy
  7. Incredibly, EDF don't say exactly what 7 hours constitute the "low" metering period! It apparently varies by region and possibly changes depending on the time of the year. I can phone them and they will tell me what times apply to me, but their computer doesn't seem able to look this up for me when I log into my online account. It seems to me that I can hardly schedule my usage properly if I don't know when the cheap time is! How do they get away with this kind of thing? Haven't they got a duty to make that information easily available (and a duty to specifically inform consumers if the off-peak hours change)?
  8. I am writing this on behalf of someone else. Where i use the words me i or us means the person involved. Not me. I was employed as a mobile with a well known security company. My main job was to respond to alarms and deal with them. When i started my job off i was told that i was on a gauranteed 24 hour contract (weekly). I was not given any paperwork apart from some paperwork to show how and what i should be doing. I was told be my manager that i would recieve my contract in the post during the next 4-6 weeks. I also emailed my manager and he confirmed that i had indeed signed upto a 24 hr gauranteed contract that gauranteed me work of at least 24 hours a week. This manager left and work was going on well until october when my vetting was complete and i was sent a 0 hours contract by Human resources. I immediately phoned up and was told to query this with my manager. 2 emails were sent and nothing happened. Again in january this year my manager changed and i raised this again with hr. The new manager said he would investigate this. He came back to me and told me that the email i had was worthless and that i was on a 0 hours contract. Worst bit my days have been cut where i was without any income for 6 weeks. Since august last year i have put in several uniform requests and have had 0 back as manager keeps on claiming he has lost paperwork. This is despite sending 2 emails to him. I now come to the part After having nearly 6 weeks without work i started back a few weeks ago. The first night back i was pulled by traffic police and asked why i was watching a video playing while driving. The mobile is on a stand. I told the officer i was not watching i was only listening to the music and mobile was facing other way. Officer gave me words of advice and then took my details and after a few minutes told me i could go. No probs so far. He then phoned my employers and told them he was concerned for my safety. I only found out when a fellow officer came looking for me. As far as i was concerned the matter was finished. I did not log it either. Fellow officer told me that a call had been recieved and that the matter had been escalated to the manager. No probs here. The manager phoned me the follwoing day and told me i was suspended pending a investigation and that suspension would be unpaid. I have been to the investigation meeting and i was shown a picture of me sitting in my van with the mibile facing me. I was told this was taken by the other officer and he was allowed to do this. I have now been told that a decision will be taken and if needed a disciplinary will be held. I have been told not to contact any of my fellow workers. What do i do ?
  9. Drivers’ hours: changes to fines for commercial drivers READ MORE HERE: https://www.gov.uk/government/news/drivers-hours-changes-to-fines-for-commercial-drivers
  10. I am just asking for clarity. If i have a 0 hours contract . How long can i go without being offered any work ?
  11. Hi Just looking for some advice on this one please. We flew to Hong Kong stopping over in Dubai for 2 hours before connecting onwards to HK. Our flight was delayed in landing due to fog. We landed at 9.26 and our flight was due to leave at 9:55 When we landed, there was emirates staff fast tracking people flying to Auckland and Melbourne through the gates. Upon research today, both these flights were scheduled to leave at 10:10 We proceeded to the gate to find the gate closed and deserted and thought the plane had left. Upon further research, the plane took off at 11:01 We went to customer support and there was 8 in our party. 2 had travelled business and we were economy. We were told economy was full but there was space in business but would cost us £1200 to upgrade. This was on a flight at 7:10 that evening. We said no as we were all travelling together and some couldnt afford it we ended up all flying out on the 3:15 am flight. This resulted in us arriving in Hong Kong, 27 hours late. We also had prepaid for our hotel and missed out on 4 rooms at £180 per night for the rooms. My questions are 1. Do we have any for of monetary claim for the late arrival 2. Should Emirates have out is in business class anyway, irrelevant of us having to pay as we were the first ones chasing the space. 3. Can we claim for the lost hotel cost that we had already incurred. Many thanks
  12. What exactly happens under Universal Credit if you work part time, are you still expected to attend fortnightly signing so if I were working lets say 24 hours per week under UC, would I still have to go to the JCP each fortnight to make a declaration ?
  13. Concerning the issue of whether we are a casual worker or a an employee there is many criteria to consider for example the time we work for the employer, our skills, whether he employs us only in case of shortage or during peak time or he uses us in the normal running of our business...etc. However I would like to know if the conclusive evidence is not when the P45 has been issued because if it has been issued one year after the start of employment this means that we are now an employee. It is up to the employer to decide if he need us anymore or nor and as a consequence if he send us our P45 or not. If the employer decides because it is not convenient for him not to issue a P45 at the end of each project we could be consider as an employee There is also the issue of HMRC and in order the employer not to pay tax maybe a worker has to work only for a small period of time and not come back for a long time There is also the issue of the difference between temporary employee and a casual worker
  14. Ok Just start with some background. for the past two years 2014 & 2015 i have had relapses of prolapsed disks causing me to have long absences , after the last absence it was agreed that i would be covered under the disability act (or whatever its called now) also after i had my injections i had to have physio which the occupational health provided so i got back to work a lot quicker than if i had waited for the nhs . Now on to this year i had to be signed of sick because my shoulder had frozen i cannot lift anything of with with one arm , doctor has put me on pain killers and on the list for physio for the shoulder which will allow me to return to worl . When it was diagnosed i told my line manager to refer me to OH because the waiting list was 3 months and they could get me seen a lot earlier like last time , then when i spoke to them again after i was given another fitness note and again they saud they would . Also the reason i need the referral is that they could arrange to gety me back to work in a different area not doing the repetitive actions which aggrevate it while i am waiting for physio or sending me to their physio . The problem is when i go back i know i will face a meeting about my absence but i cannot afford to pay to go privte to jump the list also I cannot go back to full duties because even the gp said i would see you within a week again . So where do i go from here. I am unable to go to OH without the referral but without Oh i can see me being signed off until i get the phsio from the NHS
  15. Hello, I was hoping someone could advise on the below : Can an employee reduce your lunch break from 1 hour to half an hour without warning? Details : On starting my job (9+ months ago) I was informed I would be entitled to a 1 hour lunch break (verbal agreement), something I worked to from day 1 without issue or complaint. However, recently an email was sent out saying we would no longer be allowed this entitlement and must now only take a half hour lunch - No warning or discussion was given, just the email stating you must now only take half an hour for lunch as per your contract and on querying further they explained the 1 hour lunch was only supposed to be a temporary thing to relieve stress while the work load was high. However, at no point was I informed of this being a temporary allowance and on reviewing my contract it simply states the below with no mention of break entitlement Hours of Work Your contractual hours are 37.5 hours per week. Operating hours is Monday to Friday between 8am and 6pm and you will be expected to work on a shift rota between these hours. Overtime is not paid. HR is saying due to the 37.5 weekly working hours, listed on my contract, divided by my 8 hour day, I only get half an hour free for a lunch entitlement – They don’t pay for the other half an hour. I have since looked for further evidence to back my verbal agreement and proven work pattern and have now also found an email sent round just before I started. This email is from our office manager, and it tells us all that we should all take an hour for lunch due to the nature of the job and work load, with no mention of it being a temporary measure (something they are now back tracking on and from by claiming it was mistakenly put) in short do I have any right to appeal this based on the evidence and my prior 9 months + of working to it? And can they ultimately force it through/change it regardless? Regards Jay
  16. Hello, I recently got back from a holiday in Portugal where our flight was delayed by 3 hours going out there. I submitted the claims form and this is the rubbish I get back; Dear XXXXX Flight No. XXXXX Gatwick to Faro 25th June 2017 Further to your claim for delay compensation, we are writing to advise the outcome of our investigation into your case. Monarch Airlines aims as its first priority to provide its passengers with a safe and efficient service. We are sorry for the delay you experienced that has led to your claim for compensation. We would like to reassure you that every reasonable effort is made to ensure that our flights depart on time and in the unlikely event we are unable to do so through disruption, we aim to provide a solution at the earliest opportunity. As previously advised, in some circumstances passengers may be entitled to compensation for delay arising from such disruption under European Union laws. However, any monetary payments are subject to certain criteria being satisfied. Under these laws where the disruption is caused by an ‘extraordinary circumstance’ which the airline was reasonably unable to prevent, the carrier is not obliged to pay compensation. The Civil Aviation Authority and European National Enforcement Bodies have published guidelines regarding what can and cannot be considered as extraordinary circumstances and we base our decision on these guidelines. Our records show that due to high winds three of our aircraft were unable to return from Spain and were forced to remain overnight in Arrecife on 24th June. As a consequence of these aircraft being unavailable for their planned flights as a result of the weather, there was severe disruption across the entire flying programme. This led to a number of flights being cancelled leaving many passengers unable to travel to their intended destinations. However, and in order to avoid cancelling your flight, our operations team were able to implement changes to the flying programme and utilise our standby aircraft. Unfortunately and despite our best efforts this did lead to the unavoidable delay to the departure of your flight. Having considered the factual background of this case in accordance with the published guidelines and applicable case law, we are satisfied that the disruption was caused by an extraordinary circumstance that could not have reasonably been prevented by Monarch Airlines. We are, therefore, unable to accept your claim for compensation for the reasons given. All flight delays are fully documented in accordance with the requirements of our regulator and the relevant legislation in place. Please note that this documentation cannot be disclosed to passengers nonetheless we actively supply this to the Civil Aviation Authority and National Enforcement Bodies upon request. Yours sincerely XXXX XXXXX EU Claims Advisor Monarch I find this unacceptable as the delay was caused by flights the day before! Also if it was caused 24 hours before they had ample time to inform us. This also lead to us missing the first day of our villa as we didn't arrive until the early hours of the 26th June. I would appreciate your input on this and advice as to whether I am being unreasonable and I am not entitled to compensation. Or the best way to proceed in getting compensation that might be due. Kind Regards, tissot
  17. Hey guys, Looking for a bit of help. Got this parking ticket while dropping my daughters medicine off to nursery. I was literally in and out. I have checked the signs and road markings, I don't think I have grounds to appeal on those. My only saving grace might be the fact that the ticket was issued at 9.50 am and it was observed from 9.50 to 9.50. I know some councils have an observation period but I couldn't find anything relating to this on Havering councils website. I found some in Camden council (3 minutes) and Brighton council (5 minutes). Could anyone give me some advice whether I have any grounds to appeal this? Many thanks, Bogyo79
  18. Afternoon, I wonder if you can please help me with this ticket. Back in November 2016 I unknowingly made a mistake and took a wrong turn to the road where no right turn was allowed between XX and XX hours. I think about 2 weeks later I moved and was never aware of the offence until February 2017 I was actually nearby my old flat and met postman who I knew and who then handed me a mail which had that ticket with a penalty and from Northampton court etc. I then phoned Court, spoke with them and was advised to immediately submit 2 forms (out of time and something else) I Immediately processed them both and also provided them with my new address and that I understand I made a mistake and am happy to pay the original penalty charge. After about 4-6 weeks I received refusal letter from Northampton County court that they have refused my appeal despite me providing them evidence of my new address and that genuinely I never received any previous notices. I then phoned them again and asked what will happen next and was told to wait to hear from the council. I have since not heard anything from the council and have been told by new tenants in the previous property that they received a letter from some target collection company which I imagine would be for the same. The council and collection company still writing me to my old address? what should I do? write to council asking them to waive the fee and that I am prepared to pay the original amount or contact the agency etc . Please help!!!
  19. Hey, I just thought I'd throw this out there... I spend a lot of life at work so when I come home the last thing I want to do is cook! I've found that I can kill two proverbial birds with one stone! On a Sunday afternoon when I'm busy cleaning up the house and catching up with the weekly chores, I start cooking big "one pot meals" like Bolognese, Stews, Casseroles and things like that. Intentionally, I cook enough to feed about 5 or 6 people! (and all for a great reason)... I snagged some plastic punnets from the 99p store (which look oddly like the ones you get if you order a Chinese), but they're the perfect size for a portion. Once everything is cooked, I pack it all up in a bunch of punnets, set them to once side till they're cool then freeze them. That way, in the evenings (or nights) when I get in, I can nuke the punnet in the microwave (usually about 5-8 mins on 60%) which gives it just enough time to flash build some veggies, pasta etc... I you live alone, this is an amazing way to save some cash as you won't have to fork out for cooking very night, plus you can eat healthily with the delight of it being "Fast food"... Hope this helps! Hasta la pasta! Ade
  20. A friend has received a Parking Eye PCN after a car in his name was driven by a family member (with permission and insurance) into a small retail park when it was closed. The driver felt unwell on the way home one evening and drove into the car park, stayed in the car and then left 40 minutes later. The signs are clear and it does say no parking is allowed once the stores are closed so it may be that this unfortunate mistake has cost them dearly but if there's any way out of it I'd like to help them. Can anyone give any advice? (Apologies if this is already on here but I have one day left to write them and a long working day ahead of me so don't have time to read them all.)
  21. Hello, on Saturday evening i thought i'd give the Mrs a break and take us all to a restaurant in Bromley, we arrived and parked at 18:50. Looking at the signs it was a bit confusing i went to check the hours of operation also attached everything looked fine and i was happy that i managed to find parking on a busy evening. The restaurant was really busy and they told us we only have an hour as they have further reservations, we sat down to eat knowing we will be back just after 20:00, but that's besides the point. I am really surprised to be getting a ticket outside of the operation hours, and the 5 mins max stay just doesn't add up. I am appealing just need a bit of help please Regards fro
  22. Hi, I'll try to keep this short. Preface: So I am working for a retail company for last 6 years, and since summer last year I've been on an 8 hour contract to give me flexibility for my studies. I've been working for 25 hours a week for the last 4 months but now that exams and coursework deadlines are approaching I've asked to only work my 8 contract hours per week until they are over. I have been told by management that I need to give them 4 weeks notice as they have already done the rotas for the next 4 weeks and they can't be changed. I'm only contractually obliged to do overtime during December, all other times are optional. Question: Am I obliged to work the overtime shifts I've been given because they already put the next 4 weeks rotas up, or in the nicest way possible can I tell them I will work the 8 hours I'm contracted for within the availability I've given them, and refuse any overtime? Many thanks for your time.
  23. My wife was employed as a shop assistant when the local village shop was taken over by a new owner. She started on the day he took over the business just over 2 years ago. Since that day she has worked consistently over 25 hours a week, with an average over the 2 years of 31 hours a week. She has never been given, or offered a contract, but is paid through the books with pay slips, holiday pay and pension etc. There is a flat attached to the shop, and for some months its been empty. The boss wants to let that flat out on a private rental, but there is a codicil attached by the people who actually own the shop that whoever lives there must work at the shop and it cannot be rented out to anyone other than an employee. My wifes boss has come up with the idea that he will rent the shop out, but to swerve the codicil he will be giving the new people some hours at the shop. He has said that he will therefore be reducing my wifes hours to 20 hours a week, which in all honesty would cause us severe financial problems. When he told my wife the plan he explained that because there is no contract, no hours are guaranteed and that she is actually therefore on a zero hours contract. This is HIS interpretation of it, and therefore he can reduce the hours as he sees fit. Surely he is incorrect, and that because she has consistently worked an average of 31 hours a week, this is an implied contract and any changes to her hours MUST be agreed by her before he can go ahead. As far as I am aware, it is his responsibility to ensure that if he wants staff to be on a zero hours contract, he must say that when he employs people, and must provide a contract of employment that states this. He cannot employ someone on full time hours, then decide later on that because there is no contract in place he wants it to be a zero hours contract. What are my wifes rights here, and what should she do to approach her employer about it.
  24. What benefits is someone entitled to when on a zero hours contract and not given any work for weeks?
  25. Hi, Recently stubbled onto the site and wondered if anyone could help me. I currently work at a supermarket and have done since August 2016, I started on a 12 hour contract over three days (per week) but have never actually worked only 12 hours. I am consistently working above and beyond these hours ranging from about 24 to something 38 and occasionally entering overtime at above 39 hours per week. This is great, an I am not complaining but I am wondering there were grounds on which I can ask for my contact to be raised so I will be guaranteed more that 12 hours pay per week. Does anybody know if there law or legislation that I could use to back my case when i eventually ask for my contacted hours to be raised? I have read a discussion on here refereeing to holiday pay in a similar situation.. .as I have a weeks holiday booked will i be paid my 12 hours or the average of the last 12 weeks work hours? If I am entitled to the latter if I only get paid the basic 12 hours can i appeal this somehow? Thanks in advance, any information anybody has would be of great helps Thanks a lot Justsaying
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