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<blockquote data-quote="Salvia" data-source="post: 1393802" data-attributes="member: 278312"><p>I disagree with ACAS. By ignoring your complaints and distress about overwork and having to do extra hours above your 30hr p.w. they tacitly condoned what was going on, and they are therefore responsible. In my view they 'enforced' this by omission & neglect because they did nothing to ease your situation. Did you sign a waiver agreeing to work above the 48hrs p.w. (course not, you're only employed for 30hrs!)</p><p></p><p>Added: I've just had another thought (as you can see, I'm back into attack mode - & I hope that after all that I & others have said, that's where you are now)</p><p>Your solicitor could very well use this situation in your defence. You could so easily have let that client go unattended, unshowered, and unfed because no shopping. By your actions you stoutly defended your employer, and ensured that their contract with that client was fulfilled as required. Far from bringing them into disrepute, you actively supported and defended them, to your own considerable detriment. Ask your solicitor to make a big issue out of this, and any other examples that you can remember.</p><p></p><p>What would have been their attitude and actions if you had left that client without support - what penalty would they have suffered for a failure to deliver <em>their</em> contract (not <em>your</em> contract) as specified? Turn their own hypocracy back on them.</p><p></p><p>Another thought: could you have moved staff between the two groups (acknowledging the travel distance)? If yes, why didn't you do so, to cover situations like this, even if only for a short term. Would such transfers have helped use up the unoccupied hours referred to in one of the posts earlier? If you could have transferred staff, but didn't, why didn't you do so? If you couldn't transfer staff, why not? You may need to know the contents of their employment contracts.</p></blockquote><p></p>
[QUOTE="Salvia, post: 1393802, member: 278312"] I disagree with ACAS. By ignoring your complaints and distress about overwork and having to do extra hours above your 30hr p.w. they tacitly condoned what was going on, and they are therefore responsible. In my view they 'enforced' this by omission & neglect because they did nothing to ease your situation. Did you sign a waiver agreeing to work above the 48hrs p.w. (course not, you're only employed for 30hrs!) Added: I've just had another thought (as you can see, I'm back into attack mode - & I hope that after all that I & others have said, that's where you are now) Your solicitor could very well use this situation in your defence. You could so easily have let that client go unattended, unshowered, and unfed because no shopping. By your actions you stoutly defended your employer, and ensured that their contract with that client was fulfilled as required. Far from bringing them into disrepute, you actively supported and defended them, to your own considerable detriment. Ask your solicitor to make a big issue out of this, and any other examples that you can remember. What would have been their attitude and actions if you had left that client without support - what penalty would they have suffered for a failure to deliver [I]their[/I] contract (not [I]your[/I] contract) as specified? Turn their own hypocracy back on them. Another thought: could you have moved staff between the two groups (acknowledging the travel distance)? If yes, why didn't you do so, to cover situations like this, even if only for a short term. Would such transfers have helped use up the unoccupied hours referred to in one of the posts earlier? If you could have transferred staff, but didn't, why didn't you do so? If you couldn't transfer staff, why not? You may need to know the contents of their employment contracts. [/QUOTE]
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