Im Desperate! Help needed re unpaid wages :(

DVardysShadow

Niknik77 wrote: »

I appreciate the help given but I am not staying on here to be attacked. I have explained that I have a mental illness & not once of compassion has been shown. I will ring ACAS on Monday. Thank you for your time.

Ignore them. And be fair to people who have helped. We don't like what has happened to you and would like to see this through.

princessdon

The notice point is moot as op signed 4 weeks. Only thing I'm unclear of is whether the ex employer can use this to their advantage or not and I have no idea tbh how it would work.

They are entitled to wages +allowances, can't deduct crb, accrued holidays and not sure on the sick pay situation.

Hopefully others more knowledgeable can confirm sick pay and notice situation?

DVardysShadow

princessdon wrote: »

Re the crb - what is the practise there? From your short time do you know if Everyone has this deducted on first pay? If this is so then she *may* have a right, if she did because you messed her around (and you have) then she needs to suck it up and alter future contracts and learn from her mistake.

Irrelevant. If the fee was not notified at the outset, it cannot be applied.

tactful

marybelle01 wrote: »

You are the one who is wrong. Any contracts that state that are illegal. Statutory notice periods (and nothing at all to do with probation) allow for immediate notice only in the first month, and only if the contract does not state otherwise, which in this case it does.

Simply calling me names doesn't make me wrong. I suggest you look it up - you will see that I am right.

You seem to have an inferiority complex. I've already asked you to stop polluting this persons thread with your ego quest, yet you continue.

princessdon

DVardysShadow wrote: »

Irrelevant. If the fee was not notified at the outset, it cannot be applied.

The ex employer could claim it was verbally notified or in handbook or make up a letter they claimed was given to her etc and if every employee has this deduction it would give lend to that. Not every employee condition is in the contract, but it isnt relevant anyway as op said they don't deduct.

williacg

DVardysShadow wrote: »

Ignore them. And be fair to people who have helped. We don't like what has happened to you and would like to see this through.

Hey there NikNik.

I agree with DVsS, ignore the nonsense. You're clearly feeling quite vulnerable at the moment, but there are indeed a lot of posters who are trying to help you through this, and so as hard as it might be, try and stay strong, and collate all the necessary paperwork that has been mentioned so far.

adolphin10

Re the ssp it is based on whether earnings are over 107 on average for the last 8 weeks. If employment has only just commenced then a judgement decision can be made and ssp should be paid if the employer believes that ongoing the employee will earn over the minimum each week. In this instance that would not be the case so ssp should not be paid but an ssp1 supplied.

marybelle01

tactful wrote: »

You seem to have an inferiority complex. I've already asked you to stop polluting this persons thread with your ego quest, yet you continue.

You are the one posting incorrect advice and insisting that you are correct, and the law and everyone else is incorrect. Your insistence on making it personal and insulting me seems to have more to do with your inability to admit you are wrong. I do not back down to bullies, just because they think that they ought to be obeyed. I have now made my point -you are wrong and I have proven it. So you and your arrogant insistence on being the boss and your incorrect advice can go on the ignore list. I'm out.

DVardysShadow

princessdon wrote: »

The ex employer could claim it was verbally notified or in handbook or make up a letter they claimed was given to her etc and if every employee has this deduction it would give lend to that. Not every employee condition is in the contract, but it isnt relevant anyway as op said they don't deduct.

Well, of course, the employer might lie. But as the CRB check is a pre employment check, unless the employee handbook was sent with the job offer letter, that is a dead duck in the water - what matters is what was said pre employment. As for other employees having paid, that is irrelevant, because custom and practice has not ahs long enough to be established - unless the manager drops herself in it and reveals that CRBs are done after employment starts. Just because everyone else has been mugged, it does not make it right to mug another person

teajug

Breezay wrote: »

You are entitled to hours worked, regardless. I had a similar problem at the beginning of last year. I started working for a care home, who kept putting me in situations that I was not covered for - making me very anxious. I'd be asked to lift people alone, without training & would be left alone with residents, without training. It made me very worried so I left. (If something happened, the home manager wouldn't have covered me & they wouldn't let me do the training).

Best of luck x

Did you report the care home for negligence towards their residents in the care, it is OK for your but these poor people have to stay there with that careless managers, how you would feel it one of your loves ones was left in a care home like this.

You had the perfect opportunity report them as you were leaving but it seems all that you are worried about your money and it seems you never gave a second though to the people you left behind in that bad care home. That is why elderly and disabled people are being badly treated due to carers like you. You were only in it for the money not to give care.

I bet you did not Best of Luck to the residents that you left behind, more like I want my money that is all that matters to me. :mad::mad::mad: