Jump to content

 

BankFodder BankFodder


  • Tweets

  • Posts

    • Don't think you have to inform Universal Credit of the Small Business Grant Scheme.  Reason is that it is supporting the business via local authorities, which is why it has been paid into a Business account.  It is not the same as the sell employment grant being paid out from June 2020, which is going to be treated as earnings for Universal Credit purposes.   DWP are updating the following linked page with any Coronavirus information related to Universal Credit.   As you will see the Small Business Grant Scheme is not noted.   https://www.understandinguniversalcredit.gov.uk/coronavirus/   You mention the Business is hers and why should you be affected.  Under Universal Credit, as a couple living together, your claims have been linked together as a benefit unit ( you don't have any choice, couples who live together have to have linked couple claims).  When UC issues the statement, it will be both of you as a benefit unit.  Therefore all of your joint information will affect how much UC you receive.  For example your state pension will appear as another benefit deduction, so will affect how much you receive as couple claimants.   Have a read of the Understanding Universal Credit website if you need more information on the benefit.
    • Hi  I do apologise as I don't know where to put this question.   My wife is self employed and her business is closed to to Covid 19. She has lost all future bookings  and has no earnings. I am retired with a State Pension. We have applied for Universal Credits which has been granted - payment middle of April , so that's great. We applied for the Small Business Rates Grant - £10,000 to help with business expenses - she intends to open trading again  ASAP, and there are obviously supplier contracts and services that need to be paid for, plus we modernised premises this year ( as we had lots of bookings) and our personal Credit Card debt is approx £9500.   To my surprise they have granted this and are paying money into her business account.   I know we would have to notify Universal Credit about the Grant, but would she still be entitled to U.C payments? The business is hers , so I presume I am still eligible for U.C   Many Thanks thedrunkenmonkey
    • Neighbour who has garden at end of mine (fence to right as they look down their garden but crosses various gardens as I look down from my house) is requesting that I repair a damaged fence as her dog keeps coming into my garden.   Am I responsible to repair it (my part of fence)?    I have looked at various websites but not very clear.   Neighbour said they erected and put up a fence to their left as they look down their garden but stressed that I was accountable for part of fence to the right.   Thank-you for looking at would appreciate any guidance for confirmation.    
    • Are you or do you wish to use the vehicle until we succeed with arguing and you succeed in VT?
    • Hi I hope all are ok in these trying times. I assume most of us will be in the same situation with employment etc.   I am obviously still intending to follow through my complaint against MB. However I do have to make decisions as I have found myself as will most people at this time left with a reduced minimal income, with all I can forsee is an impending up hill struggle for the forceable future.   So not sure what, if any options I still have, I am presuming VT was only an option earlier on and a court CO excludes that option,    I cant continue to honour the finance payments and cant even begin to estimate any timescales I would be again financially stable.   im trapped but want, no I need to get rid of MB all together, they can have the car and I learned the expensive way!   MB recently emailed a letter (which is copied below) in it they refer to a recent termination, this is the part that is very confusing as its my understanding they terminated the agreement in March 17.   They also inform they have placed the collections on hold, but then heres the cheeky bit, they do however want me to store the vehicle, tax and insure it, as per the agreement (the agreement that they already state was terminated) until they continue with their collection process;   Due to the Coronavirus (COVID-19) pandemic currently affecting the UK and wider world, we’re emailing to update you on what will now happen regarding the collection of your vehicle, following the termination of your Moneybarn vehicle finance agreement.   We won’t be collecting the vehicle at this time Normally, following termination of your agreement, we would arrange for an inspection and collection of the vehicle. However because of the current Government imposed lockdown, we are not currently able to collect vehicles until further notice.   What will happen next? Nothing for the moment. We’ll contact you as soon as there are any developments in the Government’s stance and we know that we’re able to resume our normal vehicle collection activity.   What do you need to do? We would appreciate if you can please keep the vehicle taxed and insured for the time being, as per the terms and conditions of your finance agreement. We hope this information is helpful and clear. Please stay safe and well, and if you need to contact us with any questions, please check out the latest information on the best way to reach us at   So they state termination, then expect to lay down instructions for me to comply with as per my finance agreement T&Cs. To look after the vehicle that they do intend to continue collection of.   If everythings terminated and in other words I have no right to the vehicle, Im not prepared to comply with instructions in line with a non existent agreement (I dont have to) and have a good mind to charge them storage.   However l would much rather just leave the car, send off V5 to change ownership and be done with it and concentrate on getting justice for their mistreatment.   
  • Our picks

style="text-align:center;"> Please note that this topic has not had any new posts for the last 1506 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

This is a strange one and been hard to answer so far.

My friend is a teacher and has handed in his notice to finish on Aug 31st (notice period in contract gives latest date of May 31st for Aug finish). This was done before Christmas. His circumstances have now changed and he wanted to change the finish date to April (notice period in contract gives latest date of Feb 28th for April finis). This is still well within the contracted notice period but the employer has said he will have to work his original notice or be sued for breach of contract!

Can this be the case? has he effectivly somehow signed up to a fixed term contract?

Answers on a post card please.

He will be taking legal advice but wondered if anyone has had previous experience of this.

Share this post


Link to post
Share on other sites

If he can still resign within the time period as a new notice of resignation then he should withdraw the current one and submit a new one.

Then the original promise disappears.

Share this post


Link to post
Share on other sites

The head will not accept a withdrawal of the original resignation though and previous advice has said they are within their rights to refuse to allow withdrawal hence it being an amendment request. Legal advice received as follows: " Your ‘new contract’ if you had one would be on the same terms as the old, eg. That you could resign provided you did so on notice with the notice ending at certain key points. So, if you are within your old contract provisions for resignation by Easter then that’s not a breach. Even if it were, the issue for the school you would be leaving is what exactly can they sue for? They have to prove that they have suffered a loss and generally speaking they make a gain in that they are no longer paying your salary. So, its hard for them to bring a claim anyway even if you were in breach. I think The HT is just trying to worry you and I would say that you have taken some initial advice and understand that you are able to resign even after an earlier resignation has been agreed. Stand your ground, I’m sure the HT will back down."

Share this post


Link to post
Share on other sites

The employer is not required to accept withdrawal of the original resignation. However, I don't see how they can refuse to accept a subsequent resignation if that is permitted by the contract.

 

If his contract says he is entitled to resign now and finish in April, I don't see how he could be said to be in breach of contract.


PLEASE HELP US TO KEEP THIS SITE RUNNING

EVERY POUND DONATED WILL HELP US TO KEEP HELPING OTHERS

 

Share this post


Link to post
Share on other sites

So the plot thickens.

Latest news is the head has said "Once an employee gives notice of resignation, it is effective and can only be varied or retracted with their employer's permission. Once notice is served, it is effective."

The head also states "We are not obliged to release you early from your notice period. Accelerating your leaving date would have an adverse impact on the school..........bla bla bla".

The head then proposes a compromise where he has to go in on afternoons and odd days to help with the Yr 11 exam kids.

The last part says that leaving early "will undoubtedly be a breach of contract" and that it will result in the school perusing for "breach of contract for the recovery of additional costs, which the school will be put by hiring in short term cover in the period after 11th April"

They will no longer be paying his salary which would be in excess of a cover teacher so this holds no weight whatsoever!

He is not interested in the compromise after being threatened with legal action. it would mean he had 2 jobs too so would also be taxed as such.

He will be forwarding this letter to his solicitor for further advice but it seems nuts to me!

Share this post


Link to post
Share on other sites

The stress is bothering him now which is not fair.

I have said phone union and let them deal with it as it is just going to end up a tit for tat letter writing exercise. Solicitor wants paying for further advice which is expensive and she already said the only thing they could sue for is losses which we believe would not exist as his salary works out at around £165 a day whereas a temp agency teacher costs the school £150 per day.

Why anyone would want to force someone to stay is beyond me!

One other thing the head states is that it is acting in bad faith to leave early (even though he gave an additional 1 months notice on top of what they expect) after they have acted in good faith by acting and relying on his original resignation date? strange statement.

 

I dont think the moving forward of a resignation date has ever been tested in court and believe any case would be expensive and complicated far outweighing any advantage. The fact that losses could not be shown would be a non starter imo. I asked the opinion of the HR dept at my work said they would never pursue this scenario as ample notice has still been given as per contract. They said if they cant recruit in the time allocated its not the fault of the employee so what would they even sue for?

Share this post


Link to post
Share on other sites

  • Recently Browsing   0 Caggers

    No registered users viewing this page.


  • Have we helped you ...?


×
×
  • Create New...