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Writing a grievance letter to an employer
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I agree that small claims seems the best way forward (I'm no expert, but have used them myself and this is what I'd do). It will cost something but you would get the money back from the employer if you win (and it sounds as if you should).
As others have said, the first step is a Letter Before Action, headed as such. Have a look on Money Claim Online (MCOL) to find out more. Warning - it can be a lengthy business. (But I expect they will pay up if you send a good LBA!) If it does go to MCOL, you are also entitled to interest on the amount
I'd write something like the following (in the first person, as if your daughter was writing it, which I hope she will).
Dear
You terminated my employment on [insert date]. During my employment you did not pay me regularly, and at the time I left, you owed me payment for time worked, payment for expenses, and payment for untaken holiday. These are calculated as shown below.
Payment for time worked
You owe me £100 [possibly insert...for x hours worked]. [I reminded you about this several times before I left, and you did not dispute this amount at the time.]
Payment for expenses. You will recall that I have reminded you of these outstanding expenses several times, but they are still outstanding. They total £x
Payment for outstanding holiday (if relevant). You have confirmed that the holiday year runs from [e.g. April to March]. Since the beginning of the year I have accrued x holiday days but have taken only [this many, on the following dates... list the dates]. You therefore owe me holiday pay for [days accrued minus days taken].
These amounts total £ . Please let me know immediately if you feel any of these calculations are incorrect.
If this payment is not received by [insert date in 7 days time] I will have no hesitation in opening a claim through MCOL. You will appreciate that I have taken advice in this matter and am confident of winning an MCOL claim. [ *This claim may also include a claim for unavoidable expenses I have incurred in the past due to late payments of salary.] [*Include this bit if you feel like it. You could bundle in a claim if there has been anything like extra bank charges in the past due to late payments.]
I look forward to receiving prompt payment.Ex board guide. Signature now changed (if you know, you know).0 -
Whoa...how's it suddenly escalated from a 17yo who lacks confidence to claiming discrimination based on mental health issues
I'm not sure it has escalated. The OP says the daughter was sacked because of "health issues".
Apart from that, I think I'd agree that small claims and a LBA is likely to be more successful than getting mixed up in an Employment Tribunal (< 2 yrs). Suppose it depends if the amount at issue is worth the hassle (apart from being a point of principle).0 -
I was just hopeful a well worded letter might give them a pause for thought and encourage them to get their payroll sorted, not just for her but all the other young mums and teenagers that are working there who never know when their next wage will hit their bank
It isn't just youngsters this is happening too.
As someone older and with a fair few jobs behind me, I'm ashamed to say any offer letter this year has been poorly written and lacked giving any real detail - my last offer letter didn't even give the payday date - it was a letter that I had to share to a creditor as wellit was one of those companies it turned out we were just paid when the accounts person felt like pressing the button, no set time of day and my bank details were only requested day 5 of employment. I've had my fair share of chasing wages as well.
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I'd name and shame these crooks. Is it a national chain or a local enterprise?
I'd even be tempted to stand outside the shop and let customers know what's going on - people are more ethically aware these days and won't want to be funding exploitation.
Do the letter first of course, but if that fails I'd be stepping up the campaign with more direct action...0 -
For a 17 year old, I or their dad would be round in person chasing this up face to face in the first instance. Bullying and ignoring a young girl is very different to explaining to a vocal middle aged parent with experience.
Then try the social media route if they are a chain with a reputation to protect. Quite probably the franchisor and not the brand will be the employer but both parties won't like a public shaming.
Then the formal letter and legal options0 -
I would also usually say small claims court as you can also add interest and costs (stamp and envelope...minor but why not).
However, you probably have a better option. Send an email to the head office of the company explaining how their franchise treats their staff, ask if it is common practice among their business. Show screenshots of the text messages not being delivered as you have been blocked for asking for your wages.I am a Mortgage AdviserYou should note that this site doesn't check my status as a mortgage adviser, so you need to take my word for it. This signature is here as I follow MSE's Mortgage Adviser Code of Conduct. Any posts on here are for information and discussion purposes only and shouldn't be seen as financial advice.0 -
^^^^^ Good idea, as an opening gambit!Ex board guide. Signature now changed (if you know, you know).0
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