Serco are not up to the job, but director's of Serco are buddies with Ministers handing out contracts like confetti on the back of Covid. Track & Trace and Isolate should be a LA competence, not private firms on the make.
Interesting blog today, the genesis of the crisis started with Blair in 2005, subsequent administrations did nothing to improve responses to pandemic.
Independent Sage met yesterday and has a new report out.
They think the national test and trace system doesn't work and are urging the government not to renew Serco's contract. They say the job should be done by GPs and local public health people who are already deal with the more complex cases and care homes.
Thanks for your reply.
I don't have the money to get the repairs or inspections done to be honest.
It's a BMW 1 series.
I've learnt my lesson. I was having a pretty hard time with my health to be honest at the time. I bought it as a present to myself but was too trusting.
This is a tricky one, BMW's , wide wheels, low profile tyres, stiff suspension over deviations, German Cars are known for that. It might have winter tyres on, that would cause a rumble. My Volvo is also very weird like that. It could also be a wheel bearing, which isn't expensive but would need to be done. Why not take it to your mechanic for a an inspection, or the AA/ RAC also do that. I've learnt the hard way that's what you need to do before you buy the car,
What BMW is it? I would only buy this brand of car at that age if it had a full history of every service and everything that has been spent on it during it's lifetime.
If you get somebody to cover for you on those last three days, are you saying you are OK? ie you don't need to go to work in your old job and you can start the new one? So that gives you what you want - yes?
If you can't get somebody to cover for you, you've got two potential courses of action - which may or may not be mutually exclusive. First, ask if you can move your termination date forward by three days. Obviously you won't get paid for those three days and whether your current trust will agree to this depends on what sort of relationship you have with your manager and how much they will need you to work those three days - or how easy you will be to replace. If they say OK - you win.
Second, you don't turn up for work on those three days. You will then technically be in breach of contract and in theory the trust could sue you for any financial loss they suffer as a result. This would be the cost of employing somebody to replace you for those three days. Will they need to replace you? I suspect they would not bother to sue you, but nobody can guarantee they won't. And what if you want a reference from them in future? If you've already asked to bring your leave date forward, and they've refused, they may rightly conclude that you are taking the pi$$ if you don't turn up on those days, and they won't like it - or rather they won't like you...
Or, as I said before, get your new start date put back three days.
The thing is, your current employer can't extend your notice period unless you agree. If they won't allow you to take leave owing to you during that notice period, they should pay you for it. Whether you should write to them as I suggested earlier is more complicated because the situation is much less clear cut than you originally outlined. (You had implied that they had already refused your request to take leave owing to you during your notice period and that you would have to extend your notice period to allow you to take that leave. That isn't quite the position, is it? And they haven't actually said they won't pay you for any leave you don't take, have they?)
Two other things: first, are you changing employer within the NHS? If you are, it's a possibility that questions may be asked if you are in the pension scheme and you have two periods of full-time employment that overlap.
Second, your manager's email refers to "your last working day". This is a little ambiguous and can cause a lot of confusion in the NHS. You may wish to check whether they mean it is the last day of your employment (ie including any leave you are taking) or is it the last day you are actually present working. Do you see the difference? Managers often get hopelessly confused by this without HR guidance. (And HR often get it wrong).
It's a pity you can't or won't seek union guidance if you are a member - that's what you pay for.
Father passed away - Ardent Credit Services (Vodafone) now claiming he owes money. Read more at https://www.consumeractiongroup.co.uk/topic/423040-father-passed-away-ardent-credit-services-vodafone-now-claiming-he-owes-money/
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.
I paid and was about to get into my car when the security guard stopped me and asked me to come back in.
I did and they took me upstairs.
I was mortified and said I forgot to scan the clothes and a conditioner, 5 items.
I know its unacceptable but I was distracted and Initially hadn’t really planned to use scan and shop.
I offered to pay for the goods but the manager said it was too late.
He looked at the CCTV and because I didn’t try to scan the items he was phoning the police.
The cost of the items was about £40.
I was crying at this point and told them I was a nurse, just coming from work and I could get struck off.
They rang the police anyway and they came and issued me with a community resolution notice, which goes off my record in a year.
I feel terrible. I have to declare this to my employer and NMC.
They kept me in a room on my own with 4 staff and have banned me from all stores.
The police said if I didn’t do the community order I would go to court and they would refer me to the PPS.
I’m so stressed,
can u appeal this or should I just accept it?