Fraudulant Card Payment
Discussion
Fastroad said:
DannyScene said:
Honestly cant remember there may have been one in the starter pack but I wouldn't like to put any money on it
Is there anything, in the contract regarding 'pay deductions' of any sort? What about the 'card machine' in general (not just over the phone) is there anything outlining the procedures, or more importantly if training is required? Also does it outline the official 'grievance procedure'? some of the more qualified guys here might be able to comment on how enforceable the contract is encase you have signed it as you're not 100%
to put it in perspective, I've just incurred my employer a congestion charge fine and I've not had to pay it personally.
this is an archaic way to treat staff.
bad company said:
DannyScene said:
Honestly cant remember there may have been one in the starter pack but I wouldn't like to put any money on it
If they had anything signed by you and relevant to this they’d have sent it to you. When are you due to be paid?jimbobs said:
Personally, I’d be emailing HR and referencing Sugerbear’s post above. Remind them that there are only 3 lawful ways to make a deduction from your pay, remind them that none of the conditions have been met and tell them that, should they make a deduction, they will be acting outside the law and that you will be taking appropriate action.
Ask them to confirm, in the light of your email, exactly what they will be doing.
Can I just double check something here then... Technically an employer can't take money from me if I got 2 bus lane PCNs in 2 days?Ask them to confirm, in the light of your email, exactly what they will be doing.
BrabusMog said:
Can I just double check something here then... Technically an employer can't take money from me if I got 2 bus lane PCNs in 2 days?
Very much depends on your contract, and also depends on whether they are simply passing on a fine or are charging you for it.My industry is quite niche, but if I did then I could expect to pay the fine and then be fined again by the organisation.
BrabusMog said:
jimbobs said:
Personally, I’d be emailing HR and referencing Sugerbear’s post above. Remind them that there are only 3 lawful ways to make a deduction from your pay, remind them that none of the conditions have been met and tell them that, should they make a deduction, they will be acting outside the law and that you will be taking appropriate action.
Ask them to confirm, in the light of your email, exactly what they will be doing.
Can I just double check something here then... Technically an employer can't take money from me if I got 2 bus lane PCNs in 2 days?Ask them to confirm, in the light of your email, exactly what they will be doing.
Du1point8 said:
BrabusMog said:
jimbobs said:
Personally, I’d be emailing HR and referencing Sugerbear’s post above. Remind them that there are only 3 lawful ways to make a deduction from your pay, remind them that none of the conditions have been met and tell them that, should they make a deduction, they will be acting outside the law and that you will be taking appropriate action.
Ask them to confirm, in the light of your email, exactly what they will be doing.
Can I just double check something here then... Technically an employer can't take money from me if I got 2 bus lane PCNs in 2 days?Ask them to confirm, in the light of your email, exactly what they will be doing.
Ignore 99.9% of the advice you have been given on this thread, most of it is utter utter garbage, as in some of the very worst armchair stuff I have seen. If you do not care about the deduction then do nothing, if you do then engage a proper emplyment law person immediately. If he is not in a sulking phase you might be able to get Breadvan72 to suggest someone.
mebe said:
Ignore 99.9% of the advice you have been given on this thread, most of it is utter utter garbage, as in some of the very worst armchair stuff I have seen. If you do not care about the deduction then do nothing, if you do then engage a proper emplyment law person immediately. If he is not in a sulking phase you might be able to get Breadvan72 to suggest someone.
Perhaps you’d like to explain what advice on this thread is rubbish and why?bad company said:
mebe said:
Ignore 99.9% of the advice you have been given on this thread, most of it is utter utter garbage, as in some of the very worst armchair stuff I have seen. If you do not care about the deduction then do nothing, if you do then engage a proper emplyment law person immediately. If he is not in a sulking phase you might be able to get Breadvan72 to suggest someone.
Perhaps you’d like to explain what advice on this thread is rubbish and why?mebe said:
Ignore 99.9% of the advice you have been given on this thread, most of it is utter utter garbage, as in some of the very worst armchair stuff I have seen. If you do not care about the deduction then do nothing, if you do then engage a proper emplyment law person immediately. If he is not in a sulking phase you might be able to get Breadvan72 to suggest someone.
If you're so knowledgeable, why not offer up your expertise instead of slagging everyone else off?Osinjak said:
mebe said:
Ignore 99.9% of the advice you have been given on this thread, most of it is utter utter garbage, as in some of the very worst armchair stuff I have seen. If you do not care about the deduction then do nothing, if you do then engage a proper emplyment law person immediately. If he is not in a sulking phase you might be able to get Breadvan72 to suggest someone.
If you're so knowledgeable, why not offer up your expertise instead of slagging everyone else off?He/we need to wait until the end of the month to see what if anything happens.
mebe said:
Ignore 99.9% of the advice you have been given on this thread, most of it is utter utter garbage, as in some of the very worst armchair stuff I have seen. If you do not care about the deduction then do nothing, if you do then engage a proper emplyment law person immediately. If he is not in a sulking phase you might be able to get Breadvan72 to suggest someone.
Most of the advice has been that the Op should see an employment lawyer or ACAS, so on that basis your advice contradicts your own statement that 99.9% of the advice given is erroneous.I have had quite a bit of training on employment law (as an employer) and actuallythe bulk of th eadvice on the thread is about right.
1. Employer cannot just deduct from salary for this type of thing without a contractual agreement. There are 3 tests. a. Is the deduction required by legislation eg income tax, b. is it authorised in the contract of employment provided that this is in writing. c. has the worker consented in writing before the deduction is made.
2. If the employers has not provided a contract then the default position is bthat any staff handbook etc constitutes the terms of the emplyment, then there are also implied terms which align with current employment legislation.
These things are pretty much what everyone on here is saying. I content that you are not correct in your statement that 99.9% ofthe advice is incorrect.
mebe said:
Ignore 99.9% of the advice you have been given on this thread, most of it is utter utter garbage, as in some of the very worst armchair stuff I have seen. If you do not care about the deduction then do nothing, if you do then engage a proper emplyment law person immediately. If he is not in a sulking phase you might be able to get Breadvan72 to suggest someone.
Are you the OP's boss?blueg33 said:
Most of the advice has been that the Op should see an employment lawyer or ACAS, so on that basis your advice contradicts your own statement that 99.9% of the advice given is erroneous.
I have had quite a bit of training on employment law (as an employer) and actuallythe bulk of th eadvice on the thread is about right.
1. Employer cannot just deduct from salary for this type of thing without a contractual agreement. There are 3 tests. a. Is the deduction required by legislation eg income tax, b. is it authorised in the contract of employment provided that this is in writing. c. has the worker consented in writing before the deduction is made.
2. If the employers has not provided a contract then the default position is bthat any staff handbook etc constitutes the terms of the emplyment, then there are also implied terms which align with current employment legislation.
These things are pretty much what everyone on here is saying. I content that you are not correct in your statement that 99.9% ofthe advice is incorrect.
This. I speak from very similar experience of employment law. Most of the advice here is spot on but we really do need to wait until the op’s payday now.I have had quite a bit of training on employment law (as an employer) and actuallythe bulk of th eadvice on the thread is about right.
1. Employer cannot just deduct from salary for this type of thing without a contractual agreement. There are 3 tests. a. Is the deduction required by legislation eg income tax, b. is it authorised in the contract of employment provided that this is in writing. c. has the worker consented in writing before the deduction is made.
2. If the employers has not provided a contract then the default position is bthat any staff handbook etc constitutes the terms of the emplyment, then there are also implied terms which align with current employment legislation.
These things are pretty much what everyone on here is saying. I content that you are not correct in your statement that 99.9% ofthe advice is incorrect.
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