soontoberedundant wrote: »
Hi I am being made redundant as well as another girl. I have been told i will get contractual redundancy pay but not statutory even though i have worked for them for over 2 years. My colleague is also being offered contractual pay and she has been there just over a year. Should I be getting statutory redundancy pay as well as contractual pay?
Tasha1987x wrote: »
I am in need of some advice. My mum's work are accusing her of changing a sicknote in July from 1 week to 2 weeks. she has been off since the 8th June and is still off. She can not prove she didnt change this and she has a disciplinary tomorrow. If she is fired is there anything she can do as we cant prove she didnt change it. The doctor who issued the sicknote is saying it should have only been for a week.There is no way of proving she didnt change it and it was his mistake. We feel they have been trying to get rid of her for some time as she has had a lot of time off due to an accident where she broke her leg.
Any advice would be great. :-)
ChezSmith wrote: »
The company that I work for went into administration yesterday, and we were made redundant with immediate effect. I am currently on maternity leave, and have been for 5 and a half months, but my employers will no longer be able to pay my SMP. I've been advised by the administrators that I can make a claim to the government to cover the rest of my maternity leave, but no one seems to know who I need to contact to make my claim and I'm being passed from pillar to post between Jobcentre Plus and the administrators and no one seems to know what I have to do to make my claim.
Any help would be greatly appreciated.
Gina_Knott wrote: »
I am 60 this November and I have worked in Kent for the NHS for nine years. Five years in the current job, I have nine years of pension saved with them.
I will not qualify for the government pension until I reach 62 years and 5 months.
The NHS Trust that I work for have publicly announced that they are looking at saving x amount of millions and will be job losses of over 250 staff within the next two years.
The Trust recently emailed all staff asking for voluntary resignation with severance pay. This was not very tempting as I would only stand to get 2 1/2 months salary.
My question to you is:- Do you think it is highly likely that I will be in the next rounds of redundancy's, due to my age and that they are contributing to my pension which will cost them more if it carries on until my retirement, and will save the Trust a lot of money to take me out now.
Secondly:- If this was to happen, how much pension money am I likely to lose out on.
I look forward to your reply
eyeinthesky wrote: »
Hi, have posted part of this in the redundancy board, but have had little response.
I work for a retailer, and have done for just over 9 years. My job is a bit unusual and all my contemporaries, at other branches, have been lost due to natural wastage. It has been announced that my branch is in a redundancy situation, as are some other branches, and I have been told that I am affected. I have been told that there are 2 pools, one with just me in, and another with everyone else in. I have also been asked if I want to join the other pool, which I felt would just push someone else out, so I declined. Is this a proper procedure? It seems to me that I have been pre-selected for redundancy, but wouldn't this be unfair?
Everyone potentially affected has been given a score, based on absences and disciplinaries. Lower is better, and my score is 1, but being in a pool on my own means I am top of the list to be made redundant. My work is still necessary, but it will be absorbed into someone else's duties, whose wages are paid by head office rather than the branch. I feel that I am being manoevered out, because I am the last of my kind in the region, maybe even the whole company. Am I being treated fairly?
I have been told officially that my notice period will be 9 weeks, being 1 week for each complete year of employment, but the company's policies and procedures manual seems to offer more. The wording is as follows:-"At the end of the warning period we will give a minimum period of notice (or payment in lieu) of six weeks. One week will be added for each completed year of service up to a maximum of 12 weeks".
My understanding of this is that I would get 12 weeks notice (or pay in lieu) for my 9 years service ( 6 + 9 = 15 but limited to 12).
I have pointed this out to my manager, and he has spoken to HR, but they are saying that the 6 weeks only applies when employed for less than 6 years. After 6 years service, it is just 1 week for each complete year. Is that how you would read it?
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