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Found 12 results

  1. I've read on the Benefits Handbook that both ET awards and settlements for unfair dismissal are counted as 'earnings' rather than capital. Can anyone clarify what this means in practical terms if you are in receipt of JSA? Earnings refer to a specific period of time when you were being paid, however, this would be a lump sum, hopefully substantial, but paid all in one go, how would the DWP consider these 'earnings'? I always thought it would be regarded as capital and there would be deductions according to the amount, or no benefits paid if over £16k, at least not until balance went down
  2. I was enrolled on an advanced level 3 Ict apprenticeship working for xxx. In my interview I was told that I would be building computer systems, installing and maintaining software and dealing with computer repairs. I was also told that up until Christmas time I might have to work in the warehouse for one week every month as they were understaffed in that department. It was November at the time and I agreed as I was desperate to find a placement and this company seemed perfect for what I wanted. I signed a contract with them saying that I was to work there for 12 months and that I was entitled
  3. Dear CAG. I have taken legal action against my former employer on the ground of unfair dismissal and racial discrimination. My claim for unfair dismissal is based on the fact that in February 2013 my former employer, with whom I worked since October 2011, had left me without any work, and because of that I was forced to seek new employment, which I did. The situation with my former employer is a bit complicated due to the fact that I was employed on, what is called, a "zero-hour contract", and it is clearly written down in my contract of employment with them, that they have no o
  4. Hi, I have my case accepted by the Employment Tribunal and I need to set out in writing “what remedy the tribunal is being asked to award”. I am claiming unfair dismissal and outstanding payment. Last week the respondent received the claim and decided to pay my wages… they already paid half of the money and promised to pay me the other half in 2 weeks… PS: I don’t believe them, as they have sent 2 cheques to me and they stopped the payment on both. I would like some advise on what I am requesting as a “remedy” (I have 5 questions): - [1] Outstanding wages (only the half missing, right?
  5. Hello, I was employed by a large , well known company within the public sector for just under 3 years. (I don't want to say their name but they deal with "offenders" in the capital) At the end of June 2011 I was dismissed, the reason they gave on the official confirmation letter was along the lines of incapable through sickness absence. My sickness record there is as follows: July 2008 to end of 2009 - 26.5 days sickness on 6 occasions, 2010 was 36.5 days on 6 occasions. The main periods of absence were approx 1 month due to my partner suffering post natal depressio
  6. I had a return to work interview (after more than a week off waiting for OH assessment that advised I was perfectly fir to work, as the hospital had stated on discharging me), immediately followed by a 'management restructuring meeting' where I was invited to resign or take redundancy. I asked at the start of the meeting when I realised where it was leading whether I would be supplied with minutes; the response was that it was not a formal meeting, so no minutes would be taken/available. I followed up the meeting with an email with my notes of the meeting. A reply came back with employers
  7. Hi I was sacked for gross misconduct on Thursday relating to poor performance at work. What I would like to know is how can they not have given me a warning first. I worked there for 3 years and they found I had made a couple of mistakes back in May 2011 which were picked up in June 2011 but I was never advised I had made a mistake then. The company now state it was gross negligance and poor performance but I didnt make the mistakes on purpose. They reckon with the mistakes I had made I kcould have jepordised their business. Do you think I was fairly dismissed?
  8. Hi everyone, I have been having alot of problems at work for around a year and a half and in March I was verbally abused by my work collegue whom also pushed me. I put a grievance in following which was upheld, yet I have still been kept off of work for a month so far until the situation is sorted, for my own safety yet the other individual is still at work. I have been treated differently and even the manager has been treating me badly she doesnt even talk to me anymore as she is very good friends with the other individual and it is a small company. I have told my manager previously abou
  9. I was just wondering if anyone would be able to help answer a question? I wondered if an initial disciplinary letter stated that a verbal warning could be the possible outcome of a meeting, but I was then suspended and terminated is this unfair? I mean shouldn't they have said the consequences could have been dismissal not a verbal warning? Thanks for reading.
  10. I arrived home to find that my girlfriend had been dismissed from work, apparently due to the fact that she did not have a reference. She got in touch with the person who made the reference and confirmed that indeed a reference was sent in the post two weeks ago. The problem is that she can not physically prove that the reference document was sent, however the person who made the reference is willing to testify that it was. Does this amount to unfair dismissal as all the agency says is the deadline has passed. She was working for an employement agency on a full time basis and commended fo
  11. Hi all, I'm preparing an ET1 for my wife who's been unfairly dismissed. I've read a fair bit of stuff on the web, but not sure how much info to put on the form. There's a lot of things happened and I don't want it to end up as a long "witness statement". I've started with a basic timeline of events and think I now need to put down the reasons I believe the investigation was flawed/biased, etc. I'm worried that I might miss something vital out and be prevented from using it later. Bottom line is how much detail should I put in? Many thanks for any advice. Nick
  12. Hi everyone, My sister works in a small school with 7 teaching staff. 2 of the staff are on fixed term contracts with an end date of 31st August 2011. The Headteacher has recently written to all teaching staff informing them that if pupil numbers do not increase then 2 members of staff will be at risk of redundancy from 31st August 2011. How can the permanent staff roles be at risk when the most obvious course of action would be to just not extend or renew the fixed term contracts? Does anyone know? If a perm was made redundant then that post would need to be filled by either
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