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Suspended due to Hypo - any help?
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<blockquote data-quote="AndBreathe" data-source="post: 1215961" data-attributes="member: 88961"><p>Bearing in mind you've been there a month, you would not be entitled to redundancy, and to be redundancy your job has too have disappeared. If you were to be replaced on the same basis, they would be in breech.</p><p></p><p>What happens at a normal break time. Does another porter cover for you, or do porter services simply not happen whilst you're on a break?</p><p></p><p>Under normal circumstances there could either be a "this isn't going to work out too well. We should part company." conversation, due to the very brief period of your employment. You'd then, as I understand it, be due to be paid for the time you had worked, but nothing more. Most employers, in those circumstances might consider some rounding up, but if they believed you had had an unapproved break, I doubt that would apply.</p><p></p><p>If the Duty Manager has been told by HR that she has dropped a brick, then you may find them back-tracking on the suspension, and trying to agree how things can work, moving forward.</p><p></p><p>Have you read the documents on the DUK site where I posted the link?</p><p></p><p>Bearing in mind your comments above, what will you do if they backtrack and want to be a bit more flexible?</p></blockquote><p></p>
[QUOTE="AndBreathe, post: 1215961, member: 88961"] Bearing in mind you've been there a month, you would not be entitled to redundancy, and to be redundancy your job has too have disappeared. If you were to be replaced on the same basis, they would be in breech. What happens at a normal break time. Does another porter cover for you, or do porter services simply not happen whilst you're on a break? Under normal circumstances there could either be a "this isn't going to work out too well. We should part company." conversation, due to the very brief period of your employment. You'd then, as I understand it, be due to be paid for the time you had worked, but nothing more. Most employers, in those circumstances might consider some rounding up, but if they believed you had had an unapproved break, I doubt that would apply. If the Duty Manager has been told by HR that she has dropped a brick, then you may find them back-tracking on the suspension, and trying to agree how things can work, moving forward. Have you read the documents on the DUK site where I posted the link? Bearing in mind your comments above, what will you do if they backtrack and want to be a bit more flexible? [/QUOTE]
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