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Found 14 results

  1. Hello All , I have a an issue I was hoping you can advise me on ,I work in security and have been on same site for over 15 years and we have 6 security personnel and for the last 7 years I have been working nights. I am the night Supervisor and my shift pattern was 6 nights on and 3 nights off rolling roster and my opposite did 6 days on and 3 days off rolling roster , the other guards did a 3days/3nights and the 3 off. On March 2018 the building management changed and so did the security company and we got a "security manager" as well. The new building manager wanted a small change whic
  2. Hi there, I recently fell asleep in a services area because I was too tired to drive. I then received a Charge Notice from the lovely people at CP Plus. Below is the relevent information for my case. Any help would be very greatly appreciated. 1 Date of the infringement 11/2/18 2 Date on the NTK 20/2/18 3 Date received: Didn't note, just screamed profanities. 4 Does the NTK mention schedule 4 of The Protections of Freedoms Act 2012? No, it mentions the Data Protection Act. 5 Is there any photographic evidence of the event? Yes 6 Have you appealed? I
  3. Hi there. I wonder if anyone can clarify this for me please: I am employed by a council in Scotland. My shifts either run early 07:00-14:30 or late 14:15-22:00. As I understand the Working Time Directive, a worker is entitled to an 11 hour daily rest period between shifts. So, I should not be forced to work a "late" until 10pm, then the next day work an "early" starting at 07:00. I put this to my employer and they directed me to 2 parts of the WTD: 8.3 Where a worker is required to work beyond their scheduled finish time, and will not receive the full daily rest period, compensa
  4. Sorry for the long post but here goes! I am due to start a new job on August 3rd and am working my current job up until then. I have had issues with my current job which have been highlighted to the store manager on numerous occasions. I have been signed off sick due to depression during christmas last year and returned to work to be given an incident report for 'not listening to management' which had never been raised with me prior and i disagreed with. I had another manager changing rotas last minute and then giving incident reports for not turning up when my rota stated i
  5. Hi all, Just a quick question; I've been off work for two weeks & wanted to rtw tomorrow, (I've worked there just over a year) not had any warnings / been late ect) Despite being told that was fine this morning I've just been phone by another person & told I cant rtw till I've been interviewed & an appointment has been made for Wednesday with the manager..… I've never heard of anywhere I've worked doing this… anyone else heard of this? Only thing I can think of that might be an issue is that I've emailed them whilst I've been sick (to let them know I was going to dr's &am
  6. I have recently been off work with depression for 3 months, I work shifts with 5 other people used to be 12 but they cut us to such an extent and then added more work that it made me ill. I am also a full time carer. they are now offering me a return to work with different hours I have mentioned that I would feel better just working nights and weekends where my sisters could help more with the care of my disabled mother thus giving me more breathing space. However one of my colleagues has complained that they should have a say in wh
  7. if my first shift begins at 0400hrs and my employer tells me (with only 9 hours notice...) that my next shift day will start at 0745 hrs, is this legal? does it not have to be 24 hrs notice if the start time changes more than two hrs either way of ( 0400 )? and, does the first shift day then count all week, ie; on the fith day the employer still cannot change the time by more than two hrs ( without 24 hrs notice ), either way. basically, can my shift start time be changed by more than two hrs without 24 hrs notice? thanks
  8. Hi guys I have a query regarding overtime rates for employees who receive a shift premium, i have scoured the internet but can't find anything relevant. I receive a shift premium for working day/back/night shift, averaging out at 37 hours per week, over 8 weeks. When I work overtime on day/back/night shift, my payment is calculated based on my basic salary, without shift premium. I would assume that my premium is paid for my contractual 37 hours a week and any further shifts I work in overtime should include an additional premium for those hours. Can anyone confirm if
  9. Hi, I work for a company that uses an electronic swipe box for employees to clock in and out at the start and end of their shifts. Failure to clock in and out correctly falls under misconduct, i.e. Not registering at the correct time of starting and leaving, forgetting to clock in or out or forgetting all together. Recently we have come under a lot of pressure to ensure that 90% of the clock ins and outs are accurate; so we are there when the staffing system thinks we should be. As a result of this the management team have implemented a one strike policy; if you forget to clock in or out
  10. I work backshift, driving for a total of 5 hours, It is not possible for me to have a break during my 'run' which starts 2 hours into my shift. Am I entitled to a break before my 'run' starts.
  11. I would really appreciate some help with permitted working hours. Today I go to work for a 7 hour shift 3-10pm. I am then required to sleep over on the premises for a flat rate of £31. This does not change if I am disturbed. I then resume work at 8.30am until 1.30pm. I find this regime exhausting. Regardless of how often I am required to do this does my employer have the right to ask this of me. Many thanks for any help you can offer. I am in the process of joining UNITE also in case they might be able to help.
  12. Let me start by saying when I started with this company, 10 yrs ago, I signed my contract agreeing to a 2 weeks notice for shift change, as you do if your wanting the job, anyway..... In August of last year 65% of the company was bought by an equity firm......which has been making various changes and thinning out management. Now I think its our turn as warehouse associates. In November we were told that 12 of us on 7-3pm shift would be transferred to either 3-11pm or 11-7am shift...we were then given the names, I was included, we had been chosen because since January we had all been
  13. hi, I hope somebody can help. I have work permanent night shifts for 8 years and was paid a night shift allowance. They have just told me that they are removing this allowance so they can give the day shift a pay rise. I have not had a pay rise since i have been there. Can they do this? Thank you
  14. I have a question about an issue that my employer is proposing to enforce on myself and my colleagues. Due to a recent situation where staffing levels fell short the management are proposing to enforce a contact change whereby employees may be compelled to provide shift cover with little or no notice. This would impact on the personal lives of myself (as a single parent) and my colleagues in similar ways. Is this proposed change to our contracts legal and is it something that can be imposed upon us considering the problems it will inevitably cause to all our personal lives?
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