Hi All, I'd really appreciate some advice and guidance on my query. I am very fortunate to work on a part time term time contract, however I am very flexible to the needs of my employer. For the past 2 years I have worked the summer for most of the weeks and have been paid for this at standard rate. I receive no additional pension payments from the company on this money and due to the way that term time is calculated I am at a detriment in relation to my pension. Since September I have been acting up in to another role to cover for a long term absence, full time, full year in a very demanding job requiring much longer hours than I am paid for and significant travel - I am paid an allowance (again un pensionable and do not receive PMI which if permanent in role I would receive). Our bonus structure (non- contractual) runs from 1st Jan to Dec 31st and is paid in April. The bonus structure works on a percentage basis depending on the performance rating you have been given. I was given an excellent rating which meant that my bonus payment would be between 8 -11% of my salary as at the 31st December. However term time bonus is pro-rata'd. I have been awarded nearly 8% (even though business is given the money to give 9.75% bonus) on a combination of my term time salary (8 months) and my full time salary (4 months). I currently cannot get the amount to meet the minimum of 8% it is £100 plus short. I have worked all year so feel this is unfair. If I had been promoted during the year and for example had of been earning £15,000 and then earned as of the 31st December - £25,000 I would have received bonus payment on £25,000. I feel that because I am a working mother and therefore benefit from a term time agreement that I have been treated less favourably than a full time counterpart. I would welcome your views and any advice that could be provided.

Hello all. I'm new here and looking for some advice please. I am going to have a few questions I expect but to start off, here are a couple. I am just filling out my ET1. I have been dismissed for medical inefficiency and am claiming sex discrimination as my main reason for unfair dismissal. I intend to post a full description of my case at some point over lunch but I just wanted to see if I could get a couple of quick answers please. At the stage of filling out the ET1, how much detail do I need to go into with regards to my ex employer not following policy? The thing is, there are loads of examples of them treating me differently to the mandatory policy and therefore I don't know at this stage whether I should be detailing each one or just stating that they haven't followed it. Also, as my three month less a day date is next week I am looking to submit my form this afternoon if possible to avoid the fee. I have yet to hear the result of my appeal which was held three weeks ago, but I am almost 100% sure that they are going to uphold the original decision to dismiss me. How easy is it to retract an ET1? I think that my ex employer is delaying letting me know the outcome in an attempt to make me miss the deadline and so I am worried about it creeping closer. I can see no other reason for it to take them this long to tell me the outcome and they have fobbed me off every time I have phoned them. Thank you for taking the time to look through this, I would be so grateful for any replies.

I made an appointment with a tradesman who refused to come and see me when he found out that my husband wouldn't be there. He says it's company policy to see all partners together... He then re-phrased this to "all decision makers". I'm OUTRAGED and HUMILIATED. Do I have a case for complaint and how do I prove it?