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    • @Jaybee in CF Claimant commitments are agreed between yourself and the Job Centre Work Coach.  So you will be able to discuss the local jobs market, transport available and all of the local issues.   As it is a two way constructive relationship, you can research all of the relevant information, so when you have your claimant commitment agreed,  the information you have obtained can be considered.              
    • look up on land registry who owns the property then get in contact with your local environmental heath dept.   dx  
    • Hello all,   I have recently moved into a new property. The bedroom window is facing a bunch of commercial crates which have trash on top of them. The trash is maybe two metres away from the window, making it impossible for the window to be open (I am also afraid of rats being there).   The other windows of the property are facing a communal, enclosed area, which is making it difficult for the property to be properly ventilated. I have already raised this issue with my estate agency and they are trying do to something about it (to be honest, if I leave everything to them, this issue won't be solved until my tenancy is finished, and that is more than one year away).   I am asking for advice, or how could I approach this issue.   I have spoken to my council and, since they do not deal in private property, there is nothing they can do, at least this is what they have told me.   The property with the trash is not owned by my landlord. It is an open space, with big crates, closed off by a fence. If I could, I would climb those crates and remove the trash myself but I cannot. I also cannot climb out the window to reach the trash, as the window is too small.   At times, I see a car in that property but I have never seen the driver. I left a note in the car's window explaining the issue and giving my number. This was around a week ago and nobody came back to me.   
    • Hi   First off ALL Tenants need to re report all the different repairs again via their repairs procedure. Yes its good to get a list of all properties repairs with photo/video evidence signed by all property tenants but you all need to fight this individually as well as a group.   Next you all need to look up your rights on Repair i.e. The Right to Repair Scheme and also their Complaints Procedure.   http://www.legislation.gov.uk/uksi/1994/133/made   https://england.shelter.org.uk/housing_advice/repairs/right_to_repair_for_council_tenants   All Tenants need to take control back with these repair and ask in writing titling any letter 'FORMAL COMPLAINT' and stating the repair and why it hasn't been carried out to date and an exact date when it will be completed.   You also require clarification whether these Repairs come under the Right to Repair Scheme and if so why we were never informed of this. (delete or amend)   You also require copies of the following:   Right to Repair Scheme Policy (Not the Leaflet Repair and Maintenance Policy (Not the Leaflet) Solar Panel Policy (Not the Leaflet) Complaints Policy (Not the Leaflet) Equality & Diversity Policy (Not the Leaflet) When you get the above policies you need to take your time reading them and just think to yourself 'DID THEY DO THAT' in relation to your issue and if not mark it this way you build a list of what they haven't done/followed as per there own Policies and use it against them.   They will have time limits to complete repairs within for Emergency, Urgent, Routine repairs and if they exceed that time limit and need to extend it remember it is with you the tenants agreement not them telling you and tough you can wait.   (bear in mind any repairs during COVID-19 the time limits are now different and most routine repairs are stopped)  
    • I was on UC in late March, and recently received some quite non-committal message that the commitments would be returning, but no indication when.     If I remember correctly the expectation was that we could find at least one job per day to which to apply, or some such nonsense.   Given that the government can only guess how many workplaces will be safe :  1) to commute to/from at the time of job application; 2) to work in at the time of job application;    3) to commute to/from at the date of starting a job ; 4) to work in at the date of starting a job,  5) to commute to/from at the date permanent WFH is dropped; 6) to work in at the date permanent WFH is dropped,    and given that we have lost 20% of our economy, I fail to see how they can both reasonably and immediately mandate any minimum figure of jobs we must apply for whilst this virus just killed over 135 people in the UK (stats released today).  That is only down from 155 last week, and about 175 a fortnight back.   At this rate it will be another 7 weeks MINIMUM before the mortality rate is zero - if it ever reaches zero before the inevitable second wave.  
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    • Hi,  
      I was in Sainsbury’s today and did scan and shop.
      I arrived in after a busy day at work and immediately got distracted by the clothes.
       
      I put a few things in my trolley and then did a shop.
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Can someone help?

 

I work for a company which is amalgermating with another. The essentially meant that there were two people for every job. Although many of these can be accommodated one which cannot is mine and my opposite person. I was offered another role - this was discussed initially without me present amongst the partners. At this point there was no discussion of a competitive interview. My opposite person was offered the overall management job. Initially I agreed as the position they offered me was good for the skills I have and took all of these into account, however soon the doubts set in. I was visited by one partner who said that if I wanted the job to go to competitive interview then this could happen, but this was after my opposite had been offered the job and after I had been offered the job I had been offered. I was told that a job description would be raised and this would be sent to me for me to look at and then discuss. I had assumed, probably stupidly, that the job description would be given to me or written with me being included from the beginning, by one of the partners or someone outside of the company. However this was written by my opposite person, who at that time was my contemporary. There initially was no discussion or input from me at all. We did have a meeting to discuss the new role and the job description, which I have to say was very poorly put together, and I requested that each point of the description was discussed. Whilst the meeting was taking place I was verbally attacked by my opposite person, my contemporary - this was one week before the new positions became valid and in place. It was stated by him at this point that he felt that he did not think he could work with me as I was having such a problem with the way the description was worded. I stated that it was important for me to get it right as this was my future my job and not his. The other two people at the meeting did not say anything to him at the point but I was told that he was told after the meeting that he should not have done what he did. I have to ask myself 'why did they not raise the issue with him at the meeting'. I left the meeting quite shaken and was told the description would be re-written and an updated version sent. This did happen, however it was not put together exactly how it was discussed at the meeting and I put the corrections as I saw them to the two people responsible and waited for a response prior to 1 April as this was the date that the positions would be taken up. Consequently this did not happen I was told the people were too busy to open their emails and read and respond. Unfortunately I have been off sick since 15 April - not due to this, although I am sure it did not help, but due to ending up in hospital with a serious illness.

 

During the Easter holiday I had thought that I would take out a grievance against the company because of the way in which I had been treated, but with ending up in hospital this did not happen. Since my discharge from hospital they have sent me a letter requesting a meeting to discuss issues that have arisen at work which they consider to be misconduct. I have had a traumatic illness and a difficult recovery at home and have not been able to attend the two meetings they have suggested. The letter I received last week offering another date, gave an incorrect date and did not give a time. I received an email today at 6.05pm stating the time, but still the date was incorrect. I have already written to them stating the date was incorrect and the time was not given, I have also stated that I am taking the situation under advisement and have asked for a copy of the grievance procedure and my contract of employment. I really am up in the air at the moment. I think they are going to try to dismiss me and are looking at issues which I am not solely responsible for and for issues where I have been expected to carry out duties with no formal training etc.

 

Although I really do not think there are any question to answer per sey, any advice would be greatly appreciated. Is grievance the route to take?

 

Would this change in job, as dramatic as it was, constitute a change in contract. I was offered another management position but had no staff to manage - it really did feel like a demotion.

 

As my job does not essentially exist any more should I have not been offered redundancy?:sad:

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