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    • just to clarify my point look at page 5 the right hand side black line to the right of the sig box is missing that sig info has clearly been copied and pasted by lowells on to that set of t&c's and if you look at other vanquis card CCA returns here on cag for that same set of T&C there has never been that box there anyway   Exhibit_NA1_(1).pdf
    • > they keep piling on charges and CRS are now chasing me for over £100. My membership was/is £9.99 a month. > So....am I at fault? Do I need to pay? You are not at fault. It is entirely their fault for making this whole process so difficult, and I'd love to seem them argue otherwise against any British judge. Have you ever met any other company who makes it this difficult to cancel a subscription? Probably not! Because it's a (sort of) legal grey-area. You owe them nothing. In what world does it make sense to charge a customer £90 for cancelling their (£9.99/mo) membership less than a month early? What other reputable company would do this? Nobody. This is not legally enforceable!     X4L/Harlands/CRS/Zinc are all part of the same group, and they all have absolutely zero legal power over you. They are not bailiffs. Nothing will happen to your credit and nobody will show up at your door. They will never dare take you to court, because they know that they stand no chance, but they might try to scare you. Pay no attention to this. You might get a few annoying emails/texts/phone calls, but do not answer nor reply to any of these - if you do, you're just giving them more to feed on. These people prey on vulnerable people who get fooled into thinking they're in the wrong. Ignore any and all communication with these scumbags.   Feel free to check out similar threads from 2010-2016 about X4L/Harlands/CRS/Zinc on this forum, you'll notice that every OP stopped replying after so long because these cowboys gave up on trying to steal money from them after they realised that they wouldn't budge. Their whole business is based on stealing money from innocent people. You'll be fine! Good luck. Keep us updated!    
    • looks like you still paid for ppi. {£236.03}   unravelling the crap in the letter it looks like your can make a PPI reclaim directly to welcome even though they were not GISC regulated, they are saying the underwriters were, but they cant say whom they were, but from other threads here it should be easy to work that out if needs be    so you had a loan of £2269.44 of which 236.03 was PPI   so ppi/loan*100=ppi%   236.03/2269.44*100=10.4%   so anything you paid 10.4% of it was for ppi so statint sheet time      
    • bang shot yourself in the foot why did you mention PPI in the sar request?  
    • Thank you for your response Eric's Brother. I have been out of the country and was told about this on my return. It is not clear yet whether the Company have paid this PCN. They have a flawed policy of paying these and asking questions later, even deducting the money from the employees wages if they don't get a response from the employee within a certain time limit. They couldn't have got a response from my daughter as she too was away on holiday which is why she lent her car to my son. I'm not sure this policy is legal ?. Anyway, I'm getting sketchy information in dribs and drabs. My son was visiting Wrexham for a one off event so is unable to get pictures of the car park signage or the ticket machine. I will get the image supplied by Parking Eye and post it up on here. Sorry for the incomplete information so far, but that's what I'm getting. Kids eh ?...no sense of urgency.
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Moohound70

EHCP can I ask for school holidays off?

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Hi All,

 

My son has special needs and has an EHCP in place, he has poor muscle tone and muscle weakness and I feel he benefits from spending time outdoors and being active etc. Do I have any rights to be granted leave during school holidays to accommodate his needs?

 

Kind Regards

 

Moo

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It depends how good or bad your employer is.

Asking doesn't cost anything,  so do it.

I suppose they know about your son's condition,  otherwise you must let them know officially. 

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Have you approached organisations that help people with employment rights, specifically about caring responsibilities for the disabled ?

 

As you are asking on a forum, it seems like your employers have no official position on helping employees with caring responsibilities for disabled ?  You would have raised this with your Line Manager or Human Resources first ?  They have said that you do not have a priority for leave, over other staff.

 

What have your employers told you ?

 

Here is a link that may help you.

 

https://www.carersuk.org/help-and-advice/work-and-career/other-rights-at-work


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Thanks for the replies

 

I asked the union ages ago but have not had a reply as the rep is on long term sick, I don't currently have a line manager as the post has been vacant for 4 months but we have someone starting at the end of the month. I am a Band 6 theatre team leader for a large NHS trust. 

 

My old Band 7 was flexible with the % of staff allowed off at once which is one at once and allowed 2 at a time and everyone was happy with that, she realised there needs to be a work life balance and that experienced people will leave if treated poorly.

 

 I am not sure how the new Band 7 will calculate it as she is quite inexperienced ( only 6 months as a Band 6) and it is a 6 month secondment and she will have to reapply  for a substantive post after that, I am concerned she may be budget and target driven, as I know she really wants to keep the promotion.

 

I want to know if I have any rights before i raise it with her, the matron or HR etc.

 

Kind Regards

 

Moo

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you only have rights if you enforce them so try speaking to any charity that deals with your son's disability and get their advice and then approach your employer armed with this information.

Normally if you want to bag certain dates for your A/L you need to get your holiday form in on the 2nd jan

I also note that you are already mitigating your failure before you have even started to do anything- stop it and be positive and assertive so when you ask for the dates you say you NEED them not "please can I have these, I know it may be awkward but be nice to me."

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I had help from the KIDS charity when we first applied for the EHCP and they were great, I will ask them. I do tend to not be very assertive with things like this. I do think I need a change of approach. 

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I wanted to avoid saying this because the employers masqueraded as union reps on this site will inevitably attack me as usual, but here it comes:

When I need holidays i tell my line manager: "I won't be in on these dates"

I give plenty of notice so to avoid problems. 

Only once a manager said that if i took holidays they would be unpaid and unauthorised despite an official large family reunion and 4 months notice.

HR informed and manager moved because he refused to see me in the office after my "betrayal".

But to do this you have to be in a position in which you're either essential to the business or ready to leave at the drop of a hat (or simply enjoy a good fight with no care for the consequences)

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Thanks for the replies,

 

I have found advice from ACAS about how to word your case which has been useful. I can't say "I won't be in on those dates" as we have a policy for booking leave and it has to be approved on our online roster system.

 

I think what I need to do is make the case that if I get the dates I feel my son needs there is less chance I will need to take emergency leave at very short notice leaving the service very short of staff. Also I think there is some scope for using anti discrimination legislation as his special needs are a protected characteristic.

 

I am important to the running of the service as I have more clinical experience that anyone else there and my skills would be missed if I left, My other option is to actually leave and work on the agency as and when I wish.

 

I have only known one other person have this accepted but that was when I worked at the other hospital in out group which had a large pool of experienced staff, and this was because she was widowed young and had no child care for her 3 kids.

 

I don't know anyone else who has applied for flexible working.

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Why don't you ask for it via the normal procedure and if they decline then think about all you can throw at them?

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We can request 1 year in advance, so have asked for 1 week at easter and 1 week at spring half term for next year I will see what happens, they have not been approved as yet.

 

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