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CAB_Malvern_Hills_representative wrote: »
Firstly there is actually no statutory right for employees to take bank holidays or public holidays, with or without pay, apart from special rules for shop workers on Xmas day .Any rights that an employee has to bank or public holidays, with or without pay, will be contained in their contract of employment. Where someone is given bank or public holidays off and is paid for them, they will count towards their entitlement to statutory holiday unless the contract states they are extra.
A women on ordinary maternity leave continues to accrue holidays because all of the employee's usual contractual terms continue to apply at this time. This means that she will continue to accrue her statutory and contractual paid holidays during ordinary maternity leave in the same way as if she were at work, and that her usual conditions regarding holiday entitlement will apply.
Follow the link to further information on the CAB website advice guide :http://www.adviceguide.org.uk/england/work_e/work_time_off_work_e/holidays_and_holiday_pay.htm#holiday_and_maternity-paternity_if_you_are_sick
lozz1963 wrote: »
Hi, i work for the Government and 4.5 years ago was overpaid by about £3000. I was told by the head of admin when i was promoted to put in a certain form at work to claim extra money. I did this and the forms were checked every couple of months when i submitted them and signed off . The money was then paid into my wages. When i was first told i could claim it i queried it but was told to claim it. After claiming this for around 8 months i was suddenly told that it was a mistake and that they wanted it back. I resisted this saying it was there mistake. They said that by law they could take it back from my wages and wanted an amount that i couldnt afford. I said i would pay back £5.00 per week as it was their mistake . They refused this offer and pressured me for more. I stood my ground and reiterated my offer. They then went quiet for 4 years and i didnt hear anymore until this week when they emailed me demanding to know how i was going to pay. I havent replied yet but four years is a long time to wait before asking for it again. What should i do ? Lozz.
deeleys wrote: »
Hi, I've been at an organisation for 5 years. Last July a consultation process commenced to harmonise the terms and conditions of staff across the whole organisation. We were asked to sign an agreement/non agreement form for the proposed changes. I signed to disagree and passed a letter stating these disagreements to the person in charge of the process and he said he would have a look and get back to me. In August I emailed him for a progress report and he said that there was nothing to report as yet. In the mean time everyone who originally disagreed had meetings and finally they all signed the proposal (but not an actual contract). They have all automatically gone over to the new terms which including a pay rise. I am still on my old contract. My grievances were unique to the other staff, one of these was I currently have several months notice period. They want to change it to 1 month. At the same time as the harmonisation process, the organisation employed consultants to look at our department (IT) and 2 other IT departments in the same organisation based elsewhere. The organisation will not communicate the consultant’s findings or recommendations but they want them to return to carry on their work. In the past, other services were centralised and some jobs were lost. If there is a restructure and redundancies, currently I believe they have to give me the several months notice and I assume 5 weeks redundancy pay. If I sign the new contract then I get 1 months notice plus the 5 weeks redundancy. This massive difference in notice together with the current job uncertainty is forcing me not to sign. I feel undermined and that they are trying to make me leave even though I have been a good employee and a recent report has stated how well the IT department is doing. The HR manager has already jokingly said that she and I are on too much money. After looking at various websites, I believe they could terminate my contract, giving me notice, if I don’t sign? If so, would this be classed as redundancy with redundancy pay or dismissal without any recompense?Would I then have to take them to a tribunal for unfair dismissal/constructive dismissal? If so, would the creation of uncertainty, by introducing consultants, forcing me to not to sign my notice away, be grounds for this type of tribunal case?What is the usual recompense outcome if a case like this was won i.e. a few weeks/months wages?Am I fighting a losing battle as I am not in a union?Should I just sign the new contract and be thankful I have got a job for now?Thanks, any advice is appreciated.
misslondonno1 wrote: »
i recently heard my boss calling me sneaky for having my annual leave signed off by the deputy manager. what legal rights have i got. i have been off work due to stress at work and I am finding it hard to trust her. Could i sue them for the effect it has had on my mental health? I work for a NHS Mental Health Trust, of all the places! I have worked for them for over 12 years, they have no compassion at all, total disgrace
crazy1 wrote: »
I have worked for my presnt company for the past 19 years, i am on notice of redundancy, and will finish in 4 weeks time. I currently earn 26,000 per annum, and my husband doesnt work. My husband has now been offered employement and will earn approx £240 per week after deductions, will we qualify for tax credits and housing benefit, we have 1 child aged five, worrying how we are going to survive. We currently rent from a private landlord and pay £485 per calender month.
Mrsw44 wrote: »
I work for a local authority and have just through a selection process for redundancy. I have been informed that I have been unsuccessful at the interview stage and have not been slotted into a role in the new structure. I have since been told that my two colleagues, who carry out exactly the same role as I do, we're slotted into 3 posts, and were interviewed thus, whilst I was only slotted into 1 post. When I asked my manager why this was he admitted that it was an error on his part. These posts have been offered to other people. Surely I have been put at a disadvantage by not having the same opportunity as my colleagues?
Also, there are 3 contractors carrying out exactly the same roles as myself and my 2 colleagues. The company plan to continue to use these contractors whilst making me redundant. Is this legal? Surely if the company needs to employ consultants to do my job this goes to prove that my job still exists?
I really do appreciate your advice, thanks very much.
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