Employers duty of care question

Ezio2025

soolin said:

ohreallƳ said:

Sorry to hear of your situation.

In your position I'd be looking to move on, they have put their cards on the table, time to exit I recon. 

Ezio2025 said:

ohreallƳ said:

Sorry to hear of your situation.

In your position I'd be looking to move on, they have put their cards on the table, time to exit I recon. 

Yep precisely, already got several interviews booked & as soon as I have something concrete in goes the notice 

I am sorry for your loss and I suspect you feel the need to do 'something' as this has caused you upset. but are you sure this is sensible? I have worked for a few companies in my time, most had actual policy about bereavements, many 'allowing' 2 days maximum . Unpaid leave was often not available, and it was come to work or rethink whether we are a good fit for you. 

However I'm old and perhaps we were expected to get on with things more, and maybe a new approach with some more sympathy may well be better overall for staff morale and metal health reasons. I would just not do anything rash while your mind is so full of grief . 

Great advice thank you

soolin

Ezio2025 said:

soolin said:

ohreallƳ said:

Sorry to hear of your situation.

In your position I'd be looking to move on, they have put their cards on the table, time to exit I recon. 

Ezio2025 said:

ohreallƳ said:

Sorry to hear of your situation.

In your position I'd be looking to move on, they have put their cards on the table, time to exit I recon. 

Yep precisely, already got several interviews booked & as soon as I have something concrete in goes the notice 

I am sorry for your loss and I suspect you feel the need to do 'something' as this has caused you upset. but are you sure this is sensible? I have worked for a few companies in my time, most had actual policy about bereavements, many 'allowing' 2 days maximum . Unpaid leave was often not available, and it was come to work or rethink whether we are a good fit for you. 

However I'm old and perhaps we were expected to get on with things more, and maybe a new approach with some more sympathy may well be better overall for staff morale and metal health reasons. I would just not do anything rash while your mind is so full of grief . 

Great advice thank you

I don't think it has already been mentioned, but don't forget their are organisations out there that can offer telephone support in this difficult time. Sometimes we all need to just talk to someone about how something like the death of a loved one has hurt us so much. 

sheramber

Yes so I’d previously taken time off that was documented sick by my GP for stress & depression from the bereavement. 

How much time did you have off? 

Did you not contact your GP for  a further certificate for the second period of absence? 

Did you apply for SSP for the time you were off? 

Marcon

sheramber said:

Did you not contact your GP for  a further certificate for the second period of absence? 

It would be much easier to answer the question: 'Did you contact your GP...', especially for someone in a state of distress.

Ezio2025

Hi all 

just an update - 

I found a new job & left the company. 

The HR department told me on the 8th I’d be paid the 44 hours I’d worked + 55 hours of holiday today (Christmas eve). 

This morning I was paid 46 hours total & when I tried to contact HR, Payroll, the area manager & the general manager they all ignored me…some went as far as blocking my number. 

Savvy_Sue

Do you have that in writing? Letter Before Action then Small Claims Court if you do. 

Ezio2025

Savvy_Sue said:

Do you have that in writing? Letter Before Action then Small Claims Court if you do. 

Yes I have it in writing 

I got it confirmed twice because at first the HR person said 44 hours will be £xx paid &
55 hours holiday would be £xx paid 

when I read the will be would be part I thought clearly that was yet another attempt at trying to mislead me so asked to confirm the amounts stated WILL be paid on the 24th 

Savvy_Sue

Then my advice stands, although did you get a P45? If not, that might indicate that a further payment is due.

Ezio2025

Savvy_Sue said:

Then my advice stands, although did you get a P45? If not, that might indicate that a further payment is due.

No p45 or payslip yet 

Ezio2025

Savvy_Sue said:

Do you have that in writing? Letter Before Action then Small Claims Court if you do. 

Could you point me i the right direction with regard to the next steps please? 

I’ve sent multiple emails asking when I’ll receive the missing payment. 

HR Department & Payroll Department are just ignoring me. 

I have the emails showing the amount & date that was agreed - so should I contact like a solicitor? 

I’m really lost & you’ve been really helpful so far I hope you don’t mind