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Posts posted by MobileB

  1. On 13/06/2012 at 20:12, The Oil Man said:

    Better late than never, I played in the Norton League from 1975-1980 playing for Grimesthorpe CC . I moved to the Sheffield League, where I played for Leadmill CC until around 1983, (I Think) I played for both teams in the Sheffield Alliance mid week league.


    What happened to the Norton League?

    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.

  2. On 22/05/2020 at 17:24, jonnythefox said:

    Ihave been off work just over a year my sick pay has finished so i receive nothing from work, last year they paid me for bank holidays, but they wont pay me for easter monday saying i am not entitled to it i have been in touch with the union but am still waiting to hear from them.

    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.

  3. 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.

  4. 11 hours ago, neeeeeeeeeek said:

    Thee work should not change, I cover an area with multiple and changing sites so not at one location. The service desk I am sure will all lose their jobs as the new company will have a big one in India. They will still need the mobile guys on the ground though in the UK unless they have their own existing engineers, which is a worry as being told you are safe until March seems to imply that after march, who knows!  We don't even know the name of the company yet so can't even look to see what other contracts they have to see how they operate. In theory with Tupe I assumed that we would be OK for a year, but the wording implies otherwise... 

    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.

  5. On 29/08/2019 at 20:19, Electerrific said:

    Yes I know, it was the exact day that I was questioning. In some jobs, colleagues handed their notice in on Monday and left Friday- accepted by management.



    Yes my contract said a week- I Googled for the week and most stated that it starts the next day after you hand your notice in.

    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!!)

  6. 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.

  7. 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.

  8. 23 hours ago, Annie Bynnol said:

    Whatever you do, do not do anything to jeopardise your current situation by taking time off etc. to give the firm to dismiss you.

    Do not rely on hearsay as every redundancy is different in the way it plays out.

    First contact you Union rep or local union rep to make sure that they are aware the firm is making people redundant.

    Make an appointment with the area Union rep.

    Do not under any circumstances speak to anybody,  read any documentation without being provided  without  a copy,  verbally agree or sign any documentation presented to you. 

    Find you original contract, any promotions or changes in conditions,  your P60s etc. and makes


    There are statutory rules and rules negotiated locally(workplace)with your Union.



    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........

  9. 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.


    J33 is too far from Sheffield centre to be a viable park and ride


    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!!)

  11. It's not oooo at all :roll: Think about it :) I read a lot of threads and I think 'personally' there is no real need for! What time does this close? What time does this place open? Where is the best place? Where can I buy? What's the speed limit on?? Where can I park? Use friggin GOOGLE, It's brilliant!


    What really gets me is sometimes the mods CLOSE threads because 'the question has been answered' but we STILL get inane questions and threads going on for pages and pages - bit like this one :roll:


    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? :)

  12. As you are well aware from previous posts, overall highway capacity is largely governed by junction capacity. Bus lanes generally end before the junction so don't affect network capacity.


    In light traffic conditions, motorists will gain no advantage by using the bus lane.


    ---------- Post added 28-12-2017 at 13:33 ----------


    How far from the end of the restriction were motorists entering the bus lane?


    Motorists do not receive a penalty if they just cut into the last few metres.


    Sorry planner. That last bit is not true. A friend of mine received a ticket for exactly that. Only the back half of the car went into the bus lane. The photograph shows exactly that. This was a couple of years ago - not sure if things have changed now but by obtaining a copy of the photograph, they were prevented from paying the lower charge. With that in mind, I am sure there are loads where people have just crossed the line, been given a ticket and not asked for the photograph and just took the lower charge.


    I probably drive on that bit two mornings a month which is not really scientific, but each time I have done, as Diezeltruck says, I have seen vehicles go across the end of the bus lane (with buses cutting back the other way). Given the restricted hours of that bus lane, what he is saying is almost certainly absolutely correct. I have never seen a vehicle that is not either a taxi or a bus drive completely down the bus lane.


    Bus lanes stop well before junctions and all traffic can use all lanes at the junction. Overall network capacity is largely unaffected by bus lanes. They just help the buses to arrive a bit higher up any queues.



    What an absolute load of tosh, Planner. Bus Lane on Abbeydale Road and junction of Woodseats Road. Junction at the end of Ecclesall Road with the camera on it that takes a fortune in fines. Bus Lane that runs past the Tesco garage on Abbeydale Road. And there are loads more that just cause traffic to stack back unnecessary because they end too close to the junction.


    I have said before the one at the end of Ecclesall Road just causes carnage with buses moving from left lane to right and cars going the other way. That one is certainly no more than a money grabber.


    All that happens is people lose respect for their purpose and this thread shows just that.

  14. Do you think before they finish building it, there's a chance that they will stop cars turning right coming down Prince of Wales Road onto Castlebeck Avenue to prevent to the total chaos that goes off at that junction every morning and evening?


    And at the same time, maybe put some peak traffic controls in place at the parkway roundabout (particularly aimed at keeping the traffic flowing and stopping cars coming off the parkway and back on again every morning to avoid the jams).

  15. Not really parking fines though.


    If you read the article it is talking about Parking Charge Notices for which bus lane violations are included


    ---------- Post added 09-12-2017 at 11:45 ----------


    Long time ago I got my license. After few weeks happy and excited I could drive I got a parking fine.

    ....Oh, of coarse some things you learn after you get your license and I never ever had a parking fine again. They keep getting these fines because they want them, it is their own choice.


    ---------- Post added 09-12-2017 at 10:17 ----------



    Since you are new here could you also please tell us where you got the information who revealed this and verify how reliable that info is.






  16. I think it is actually the bus lane camera at the end of Ecclesall Road that provides the biggest revenues. I wouldn't confess to driving down there every day, but probably five or six times a month when the bus lane times are in force and every single time I have seen a car cut across at the end of the bus lane just before it ends. Usually trying to avoid a bus (or taxi) cutting across them coming the other way.

  17. Sheffield city council highways department approved working from 8.30am due to traffic being much lighter during school term time. This allows the works to be completed much quicker reducing delays stretching over a longer period of time. Lane closures will stop during peak times from the 4th September when the kids go back to school.


    Cones have just gone out today. 8.15 am. Traffic already stacking onto Bochum Parkway 4 minutes later.

  18. Traffic will be horrendous around there


    Can't figure out how they are being allowed to reduce to single lane from 8.30 in a morning. Surely they should leave this until after 9? The build up to the Meadowhead roundabout just stackes up immediately is horrendous and it will surely get worse when the schools go back in a couple of weeks.


    You can see them loitering at 8.25 every morning looking at their watches so that the cones can go in place at 8.30 on the dot!


    Did notice on Friday morning that they started work before 8 in the central reservation without reducing to a single lane. They then just put the cones out at 8.30 and carried on working as before!

  19. No, the company is facing a temporary downturn in business, temp workers have been laid off, and on the book staff have been put into the positions of the laid off workers, so there are some people working two shifts, five days a week, and some working one shift four days a week.

    We all understand the situation, and most people are very accepting that we have to be flexible, but my colleague doesnt want to change his shift pattern because of child care issues, and the financial losses involved, but to be honest, i think he will have to accept the changes and hope it will just be a short term inconvenience


    If they are changing some and not others, then if I was in their position I would have gone out for volunteers first to change. If not enough volunteers then look to individual circumstances such as this as not to change and only then afterwards force the move through business critical reasons. If it is that bad and he cannot change then he would have a case for redundancy. I think in his position I would be weighing up how much I would get through redundancy, against loss of wage, ease of finding another job with suitable hours, against increased childcare costs.

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