Jump to content


  • Tweets

  • Posts

    • Movie theatres are welcoming back audiences on Friday hoping there is pent-up demand for a night out. View the full article
    • god where ever did you find all that twaddle rabbit hole stuff to go down .... no wonder you came here...we don't allow nor portray twaddle , neither lead people doen rabbit holes that then cost them money by sending PM's offering help of anything upto £360 for even a failed CCJ defence...   anyway enough of that BS. lets get you moving in the right direct , you should be ok as CEL are always losers if you do things correctly   can you fill this out please:   Received a Court Claim From A Private parking Speculative invoice?? - How To Deal With It HERE***Updated Aug 2016*** - Private Land Parking Enforcement - Consumer Action Group
    • A growing number of clubs big and small are using more technology to help performances on the pitch. View the full article
    • Where was the help for the environment, social care, renters, and to cover the future costs of Covid? View the full article
    • Hi All, I have received a parking ticket as RK (thats registered keeper right?) for overstaying by 16 mins in a well known wholesalers car park in Liverpool. I read some very confusing (and sometimes contradictory information on several sites) on how to deal with this. I followed the instructions to firstly challenge the validity of their claim. I wrote to them (no response) and emailed them. I had to guess at the email address because they provide only the registered office address or a 'claim line', which if i had contacted them on that, would have been agreeing to their idea of us having a contract in the first place (right?). i eventually got the admin email and sent it there, stating that i had already written to them with no response. I got a response saying that they do not respond to correspondence at that address and i should either write to them (already did) or contact via the appeals line or appeals email (again with the acknowledgement that its an appeal i need, rather than straight up confirmation). I asked in at the wholesalers customer/ member services in store about the car park ownership and they informed me it was a consistent problem and they didnt know the owner. I have contacted the head office in Herts for the information. (Customer services/ member services/ online services & complaints) for the information regarding ownership of carpark and the contract of agreement between them and the CE parking management with no luck. I received no further correspondence and therefore assumed that they had dropped their spurious claims. They acknowledged my letter with: "Response from representation team -  We refer to your recent correspondence. We accept for you to pay the original reduced sum of £100. The Parking Charge Notice has been passed to a debt recovery agency. All further enquiries, including payments, must be directed to them. Please follow the instruction on the correspondence you have received." I received nothing else until I receive a Northampton county court business service court claim. The amount is now in the hundreds (£274). I have acknowledged and sent back the form with nothing else written on it. now i have another week or so to mount my defence. I dont know anyone who speaks 'legalese' and frankly its giving me sleepless nights. Incidentally, at the time of the alleged 'contravention' there was a bout of sudden severe weather which was 'waited out' inside the wholesalers porch by several members and their children because the soft furnishings and electricals (for example) bought in store would have been destroyed by the downpour. Further investigation into the owner of the Civil Enforcement ltd has shown me that they are owned by CCP parking, who are in turn owned by Qa Nominees and are owned by people exposed in the Panama Papers scandal.   I am feeling like im a tiny part of a very big scam here, one that DVLA are profiting from. Under advisement, I have written a complaint to the wholesalers complaining about being treated so shoddily as a member. Under advisement, I have also written to CE ltd requesting a Subject Access Request. But I really dont understand the process or what steps to take now.
  • Our picks

    • I sent in the bailiffs to the BBC. They collected £350. It made me smile.
        • Haha
        • Like
    • Hi @BankFodder
      Sorry for only updating you now, but after your guidance with submitting the claim it was pretty straight forward and I didn't want to unnecessarily waste your time. Especially with this guide you wrote here, so many thanks for that
      So I issued the claim on day 15 and they requested more time to respond.
      They took until the last day to respond and denied the claim, unsurprisingly saying my contract was with Packlink and not with them.
       
      I opted for mediation, and it played out very similarly to other people's experiences.
       
      In the first call I outlined my case, and I referred to the Contracts (Rights of Third Parties) Act 1999 as the reason to why I do in fact have a contract with them. 
       
      In the second call the mediator came back with an offer of the full amount of the phone and postage £146.93, but not the court costs. I said I was not willing to accept this and the mediator came across as a bit irritated that I would not accept this and said I should be flexible. I insisted that the law was on my side and I was willing to take them to court. The mediator went back to Hermes with what I said.
       
      In the third call the mediator said that they would offer the full amount. However, he said that Hermes still thought that I should have taken the case against Packlink instead, and that they would try to recover the court costs themselves from Packlink.
       
      To be fair to them, if Packlink wasn't based in Spain I would've made the claim against them instead. But since they are overseas and the law lets me take action against Hermes directly, it's the best way of trying to recover the money.
       
      So this is a great win. Thank you so much for your help and all of the resources available on this site. It has helped me so much especially as someone who does not know anything about making money claims.
       
      Many thanks, stay safe and have a good Christmas!
       
       
        • Thanks
    • Hermes and mediation hints. https://www.consumeractiongroup.co.uk/topic/428981-hermes-and-mediation-hints/&do=findComment&comment=5080003
      • 1 reply
    • Natwest Bank Transfer Fraud Call HMRC Please help. https://www.consumeractiongroup.co.uk/topic/428951-natwest-bank-transfer-fraud-call-hmrc-please-help/&do=findComment&comment=5079786
      • 33 replies

Working days contract - employment law?


Please note that this topic has not had any new posts for the last 4078 days.

If you are trying to post a different story then you should start your own new thread. Posting on this thread is likely to mean that you won't get the help and advice that you need.

If you are trying to post information which is relevant to the story in this thread then please flag it up to the site team and they will allow you to post.

Thank you

Recommended Posts

Hi all! Need some advice, can anyone help? I am currently contracted to work Sat, Wed and Fri - 16. hours per week. My employers are trying to make me work Sat, Mon, Wed and Fri every week ( no increase in my hours) which would mean I would never have two days off together. i am unusual in my service in doing every Sat, as all other colleagues at my grade do every other Sat or none at all. I find this difficult as I am a single parent and it means less "quality time" with my children, plus problems with childcare. But I do it, as I can manage with Sun, Mon, Tues off. But with Monday put into my working week ( which will be a late night, won't get home until 8pm, more childcare probs!) I feel that it is unfair.

Any advice? Can I be forced to change my contract?

Link to post
Share on other sites

You should have a 48 hour break sometime within your working structure, cant remember where in the Working Time Directives it is but it does exist.

 

You really need to get somebody from your local Trading Standards to look at the employment practices in the company, they could be breaching a lot of other legislation without being punished for it.

Link to post
Share on other sites

Do you have a written statement of particulars of employment (a written contract), Ness?

If so, does it specify your working days, or just your contracted hours?

How long have you been working your existing Sat, Wed, Fri pattern?

Have you discussed this issue with your employer?

 

I must confess that I don't know much regarding parent/childcare rights, not being a parent myself (as far as I know). I'll have a look about for you.

It does seem unfair, given your situation.

Link to post
Share on other sites
You should have a 48 hour break sometime within your working structure, cant remember where in the Working Time Directives it is but it does exist.

 

You really need to get somebody from your local Trading Standards to look at the employment practices in the company, they could be breaching a lot of other legislation without being punished for it.

I don't agree, sillygirl1, sorry.

An employee is entitled to 1 day off out of 7. This can be extended to 2 days out of 14.

The WTR is a waste of paper, IMO

 

Trading Standards is a body that protects the rights of consumers. It doesn't enforce employment law.

Link to post
Share on other sites

Hi,

 

Just to ensure I've got it right, your employer wants you to work your contracted hours (16) across 4 days, instead of 3 that you currently work by adding a duty on Monday?

 

A couple of points here. 1st what iis the reason that you have been given about the need for this change?

 

2nd - what does it say in your contract/particulars of employment? i.e. does it just say that you are contracted to work 16 hours per week or does it also specifiy that you will do this on Sat, Wed and Fri? or over 3 days?

 

If it does not specify that you work them over 3 days / the specific dates, then provided you have been given 28 days notice then you would need to do it.

 

Also, with regards to the children ... how old are they? What is the issue re. childcare etc? Legally you are entitled to make a flexible working request, and you employer is required to seriously consider it (there are lots of easons why they can refuse a request). Whether this is worthwhile really depends on the organisation you work for and the reason why this change has come about.

 

However, for childcare, the likelihood is the response will be tought and you'll need to sort out something. You might be best pursuing the quality time with children apsect (but again, depending on the situation this may not be successful).

 

Finally - The working time regulations are not of any use to you in this circumstance (unless there propsals result in less that 10 hours between each shift).

 

If you want to discuss more... PM me.

Link to post
Share on other sites
Hi,

 

Just to ensure I've got it right, your employer wants you to work your contracted hours (16) across 4 days, instead of 3 that you currently work by adding a duty on Monday?

 

A couple of points here. 1st what iis the reason that you have been given about the need for this change?

 

2nd - what does it say in your contract/particulars of employment? i.e. does it just say that you are contracted to work 16 hours per week or does it also specifiy that you will do this on Sat, Wed and Fri? or over 3 days?

 

If it does not specify that you work them over 3 days / the specific dates, then provided you have been given 28 days notice then you would need to do it.

 

Also, with regards to the children ... how old are they? What is the issue re. childcare etc? Legally you are entitled to make a flexible working request, and you employer is required to seriously consider it (there are lots of easons why they can refuse a request). Whether this is worthwhile really depends on the organisation you work for and the reason why this change has come about.

 

However, for childcare, the likelihood is the response will be tought and you'll need to sort out something. You might be best pursuing the quality time with children apsect (but again, depending on the situation this may not be successful).

 

Finally - The working time regulations are not of any use to you in this circumstance (unless there propsals result in less that 10 hours between each shift).

 

If you want to discuss more... PM me.

 

Please keep any dicussion in the open and in this thread. this site does not condone advice being given via pm as such advice by pm maybe misleading and not entirely correct dispite the advice givers good intentions. It also will prevent other caggers with knoweldge of the specific subject from giving their advice too which may well or may not be better advice. So if you need more advice or want to give more advice please post here on the thread as all those that have posted so far will automatically receive an email and will response accordling. so theirs no need to PM unless you want to involve confidential information that can not be posted on an open forum or can not be edited out.

 

With regards to the OP original post i agree with those that have said about flexible working and you will find the following to links useful to you.

 

http://www.direct.gov.uk/en/Employment/Employees/Flexibleworking/DG_10029491

 

http://www.direct.gov.uk/en/Employment/Employees/Flexibleworking/DG_10037051

 

also if you have been working your current hours/days for a set length and it doesnt state anything about what days you work in your contract and only just the amount of hours your expected to work then they would have to give you notice of 28 days i believe, failure to do so and failure to take into account the addition childcare issues or parental issues this would course you would be unreasonable on your employers part. And you should applie for flexi hours under the flexible working times and then state your days and hours your willing to work. Note this will then become part of your employment contract so it will then state the days and hours you are to work.

 

If it states in your contract that your working days are SAT, WED and FRI. then they can not force you to work any other day without yourself agreeing to it. So simply inform them you are unable to work Mondays due to parental reason including childcare and quality time with your children and put it in writing, do 2 copies of it and ask them to sign and date both prior to letting them keep a copy. that way you have some ammo to throw at them if they try to force you into working mondays or if you suffer any harrassment bullying, descrimination or victimization for refusing, in which case tribunal action will be available to you and the ammo will prove very useful and hard for them to defend against or denie since they signed it.

Edited by teaboy2

Please note that this advice is given informally, without liability and without prejudice. Always seek the advice of an insured qualified professional. All my legal and nonlegal knowledge comes from either here (CAG),my own personal research and experience and/or as the result of necessity as an Employer and Businessman.

 

By using my advice in any form, you agreed to waive all rights to hold myself or any persons representing myself of any liability.

 

If you PM me, make sure to include a link to your thread as I don't give out advice in private. All PMs that are sent in missuse (including but not limited to phinishing, spam) of the PM application and/or PMs that are threatening or abusive will be reported to the Site Team and if necessary to the police and/or relevant Authority.

Link to post
Share on other sites
  • Recently Browsing   0 Caggers

    No registered users viewing this page.


  • Have we helped you ...?


×
×
  • Create New...