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About MobileB

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  • Birthday 24/11/1964

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    Wedding Videos, Football, Cricket, Beer, Mrs Mobile
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    Professional Wedding Videos and a bit of Human Resources

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  1. That T junction along with the pedestrian crossings immediately on that junction is totally the issue. If you are wanting to turn right for M&S and Aldi then you have three blockers - cars coming from the left exiting, cars coming from the right exiting (failure to indicate), cars turning left but held up by constant stream of pedestrians crossing. In turn when it is busy this blocks all the way back to issues described at the entrance. The better traffic flows in shopping centres actually have very few cars travelling across the front of shops. They fill in from the back but St James forces cars to the front and then backwards. Heeley Retail Park fills the same way but that is dictated by the slope leading in. Kilner Way similar. Not the same issue at St James, just badly designed traffic flow. Sort out the flow in the car park and the entry in will sort itself out.
  2. The Norton League merged with the Sheffield League. The Sheffield League subsequently merged with the South Yorkshire League alongside the Doncaster League. The SYL has just announced a merger with the Yorkshire Premier League (South). so that the top division will still form part of the ECB Premier League pyramid. My memories of the Norton League were games in Graves Park where six or seven games were played on adjacent pitches and where the square leg on one ground was fielding at mid-on on the adjacent one! The Alliance Midweek League is still going strong, although no games were played in 2020 due to Covid. Leadmill pulled out a few years ago (shortly after David moved to Scotland). There still around 25 clubs in the League.
  3. All depends when your holiday period runs, but if you are off sick for the full holiday year, you are entitled to 20 days holiday including bank holidays. This fall under the European Working Time Directive (the UK amendment to 28 days including bank holidays doesn't apply in cases of long term sick). When those holidays are paid is for negotiation between yourself and your employer. Most employers prefer to pay the employee as otherwise they need to keep accrued in their accounts and it also means that when you are fit to return to work then you are in position to take some extended holiday which is not a good position for the employer.
  4. As mentioned above, Newcastle upon Tyne Hospitals NHS Foundation Trust v Haywood [2018] UKSC 22 - basically notice is served then the receiving party has had time to read the correspondence and day one starts the following day. So it you give your notice on Monday, and the notice period is 7 days, then final day is the following Monday. Obviously, the employer can choose to mutually agree to finish earlier than this if you so request. Mentioned case was quite a complex case involving someones pension rights that increased when she reached 50. She needed 12 weeks notice but because she was on holiday when the notice was served, the Supreme Court decided that the day of reading the correspondence was on the day she returned from holiday. This took her over her 50th birthday and with massive increase in pension.
  5. Not sure where you get the year from. If you have any termination fears related to the TUPE you are protected forever. That doesn't stop a company making redundancies but it has to be for genuine ETO reasons and not related to the TUPE. The point I was making about the location was more to do with static staff. It does become even more complex with mobile workers! You say the transfer is scheduled for December. You'll find out your new employer at least 28 days before transfer due to the need to disclose at that stage and as your personal data is bring disclosed they need to inform you.
  6. It does. If handed in person, it is deemed to have started the following day. So handing in on a Monday would be the Monday after unless mutually agreed otherwise. Newcastle upon Tyne Hospitals NHS Foundation Trust v Haywood [2018] is an interesting read for this (honest). But basically it says that notice is served when the letter has been delivered and the receiver has had adequate time to read it. When done in person (by letter or email) this is generally regarded as the following day (unless the person receiving is on holiday in which case its a bit more complex - give it someone else!!)
  7. That is unlawful. They will try to claim it is an express term in the Contract of Employment but it is unlawful to deduct wages for hours worked. The exception to this may be, for instance, to pay for the cost of ordering a uniform but you have only worked for a limited period or if they have paid for external training costs that would lead to a recognised qualification. This would be allowed but there would have to be a signed express term outside of the Contract of Employment to show that you have read that specific clause and agree to it. And even in this instance, they could not deduct an amount that would take the employee below the National Minimum Wage. It is also totally unlawful to deduct any amount of holiday pay, irrespective. They can put a compensation claim forward to you for any costs that have been incurred by not serving notice. For instance, if they have had to employ an agency worker on a higher wage (they can only claim the difference between the two wage and the agency costs) but they have to show that the work was necessary, and that the deduction was a true cost and not a penalty There is plenty of case law about this and it is all covered by the Employment Right Act. You need to get on to ACAS immediately (certainly within 3 months of termination) and start an Early Conciliation Claim. This needs to be in place before you can commence ET. There is no minimum service requirement for unlawful deduction claims. Just to add to that, if more than 2 years service, I would add a constructive dismissal claim to the case. Bit more complex because it depends whether the disciplinaries were appealed, process followed etc so would need to show their actions were deliberate to breach the trust and confidence in the contract. It's very difficult to show and if it went to case management it could get thrown out but put it in.
  8. TUPE is probably the most complex area of Employment Law there is. In theory it should be very simple - but its not. Generally you are protected with your current T&Cs (although note your pension is not) - this sounds like a simple change of service provision so you are covered by the 2006 regulations. Are the new company going to maintain service at the current location? That is usually the first question. If yes, then you will just carry on except with a different employer but your continuous service, pay etc remains the same. However, if they are planning to move the work elsewhere then it does become very complex although no matter where it is being moved to (even South Africa!) you have a right to move with the work on your existing T&Cs.
  9. You are, of course, presuming that he is a member of a union or that the business has a collective agreement for redundancies with the company........
  10. Cyclones advise is correct - but also check your contract of employment as this will show if you have any enhanced redundancy terms (some companies offer enhanced for voluntary redundancy for instance). Dependent upon the numbers that are being made redundant then they will also be a consultation period. If the number is 20 or more than the period is 28 days, if 100 or more then it is 90 days. If less than 20 there is nothing in statute but it has to be "reasonable". Once notice has been served on you, then they may require you to work your notice but you can leave at anytime during that period if you find yourself another job. You would be forfeiting your right to the remainder of your notice pay but you would still receive your redundancy pay if this was to happen. If they don't require you to work your notice then they will pay in lieu of notice (PILON) and you can get another job once notice has been served with no requirement to forfeit any of the PILON. There are a few more ifs and buts involved but hope with what Cyclone has said and the above gives you the base outline.
  11. You obviously never go up and down the parkway each morning and evening then! Fortunately, I go the other way out and in but if you think regular stacks back to Catcliffe in a morning and to Handsworth form J33 is a good then so be it! And it is like that every day of the week (even when kids are on holiday!!)
  12. Don't worry they have put up a sign saying uneven road surface so all is ok now.
  13. Wonder why they were relaying the road outside the property on Sunday morning.
  14. So if you're allowed to park on yellow lines on a bank holiday but that yellow line is in a bus lane, do you still get a ticket?
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