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    • Thanks DX.  I've ploughed through the pages and dug out what I feel are the relevant ones. Obviously, some of these are duplicates of what I've put up before.  Anyway, I would be hugely grateful if someone can look over and advise. Reading though other posts and on other cases that I've had help with from here, I don't think they have much of a case - given the weakness of much of their "evidence" - but obviously I would be grateful for some expert advice from the helpful souls on here.    Thank you.    B   Witness Oct19_redacted.pdf
    • You came here for advice, soem advice has been given adn you question the validity and source of that advice. We are all lay peopele, ie not giving professional advice but it is based on experience of the world and in some cases working in the field that advice is given on. Now you dont have to take our advice, we wont get the huff if you prefer to look elsewhere or do something else. when I asked what you think they would do with your NI number it is to prod you to think for yourself and question why they would ask for this when there is nothing legal they can do with the information so wouild you be wnating to give it to them knowing that they would want it to break the law if they processed it. Now you can take that up with the company at the top but TBH unless you want to spend money on a lawyer they will not answer the question or fob you off with some ridiculous answer anyway.   so for the moment read a lot about  RLP and similar situations to yours ans make particular note of what happened to the peopel in the end. You will find no threads theat ended by saying " thanks to you I gor sued by RLP and owe them a fortune". It isnt going to happen and the reasons why are explained in many threads. They rely on your feeling of guilt to get anywhere
    • you need to respond to their letter saying that you belive that you ahve been paid correctly ( or underpaid if you are due a small amount of accrued holiday pay etc) and demand that they show a full account of what you received, when and why and how they arrived at this figure. You then reconcile that with your P45 and use the figures to bat off any furhter demands if they still akke one. Come back if they dotn drop the matter and give us the full breakdown on hours worked, hourly rate, gross pay, tax paid  etc
    • @dx100ukI never got a response to my SAR from Octopus.   But I have just received a 'letter before court action' from one of their legal representatives, who have been "instructed to consider legal action against [me] if full payment, a settlement or your proposals to make suitable repayments arrangements are not received in the next 30 days."   I'm reading the threads now. Any advice on how to proceed? 
    • I would say let them do their worst, it will surely backfire on them. Now with restrictive contracts that stop you working fro competitors- these are notoriously vague so often not worth the paper they are written on. also they have to be fair so for example if there are only 2 companies in the UK that make a certain product your employer cant say you arent allowed to work for the other one. If you were for example trained as a hairdersser and you were going to open a salon in the next street to your ex employer then the restriction would apply if worded correctly. Dont panic about this, your new employer will be au fait with the situation and time spent worrying about a nastly letter will in their eyes take you eye off the ball so concentrate on the new job.
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Does my employer have to provide a proper changing room at work?  We currently have to get changed in the staff room, which isn't very private!  We have brought it up, but they say there isn't any room anywhere to put a changing room

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I think you will probably need to explain to people the kind of work you are doing and the extent to which you have to change your clothes.

I expect that the answer will broadly be – yes, they do. But wait for some more input


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Thanks for your quick response!  I work in a restaurant, and basically just have to change into uniform.

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That can cover a multitude of sins. Do you have to strip naked? Or just put a jacket over your clothes? In mixed sex company? With no curtains or what?

 

On a very basic level, yes, changing in a room (whatever it is called the rest of the time) which is private and not mixed gender would probably be ok. 

 

What is your objection to doing so? 

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56 minutes ago, sangie5952 said:

That can cover a multitude of sins. Do you have to strip naked? Or just put a jacket over your clothes? In mixed sex company? With no curtains or what?

 

On a very basic level, yes, changing in a room (whatever it is called the rest of the time) which is private and not mixed gender would probably be ok. 

 

What is your objection to doing so? 

No, I don't have to strip naked!  Have to take my clothes off to put my uniform on - but not completely naked! In mixed sex company (unless no one else happens to be in there), and there are no curtains

 

My objection is having to undress in front of co workers!

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So, to be clear, you are undressing - and by that I mean down to underwear - in front of colleagues of the opposite sex? In which case no, that isn't acceptable. Why cannot people of opposite sexes change at different times - it surely only takes minutes? Why not change before coming to work? What discussions have you had with the employer about this, and have you proposed solutions? Because if there isn't room to put in changing rooms, demanding one isn't really going to get you  very far - so what other solutions are there? 

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On 26/04/2019 at 16:04, sangie5952 said:

So, to be clear, you are undressing - and by that I mean down to underwear - in front of colleagues of the opposite sex? In which case no, that isn't acceptable. Why cannot people of opposite sexes change at different times - it surely only takes minutes? Why not change before coming to work? What discussions have you had with the employer about this, and have you proposed solutions? Because if there isn't room to put in changing rooms, demanding one isn't really going to get you  very far - so what other solutions are there? 

Sorry for the delay in responding.  Yes, we have to undress down to underwear in front of colleagues of the opposite sex.  We work on a shift basis, so everyone needs to use the room at the same time, and sometimes there's someone in the room on their break anyway, so can't really ask them to leave (although some staff do wait outside to give privacy)

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why cant you ask the other to leave? if it inconveniences your employer then they have to make a decision on how to organise the changing and so forth. If every person complained about thsi and resolutely refused to compromise the management have to come up with a solution to their problem.

Thsi wont meaqn building a new suite, just managing people a bit better.

It isnt allowed to change into chefs whites before travel so that isnt a quick answer to their problems but a 5 minute break before work starts is within ther powers. they will probably taek the time back at the end of the shift but at least they have had to consider the problem

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So when your have refused to do that, what had management said? Even if shifts start at the same time, it seems not beyond the wit of man to have five minutes for women and five minutes for men. Or change into uniform before coming to work. But the thing is, if you all don't refuse to change in these conditions, then you are agreeing to it! There is no magic wand that someone waves and it gets done for you - the employees need to tackle it. 

 

Oops and just noticed that I cross posted the same points. 

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