Thanks for the reply. I thought it had to be nonsense and told the person on the enquiry desk that if that was their official stance I would be contacting everyone I can think of. Looked ludicrous but just thought I'd ask.

Good evening all, My Father held three accounts at Nationwide. After his recent death, I visited the local branch to notify them and to take a death certificate by way of notification. I have to apply for probate, but in the months this may take, Nationwide quite appropriately freeze the accounts. When I asked what happened to the interest on the frozen accounts, the Nationwide person said they retain the interest; as the accounts are now frozen, they do not accrue interest any longer. I have 2 questions for anyone able to help: 1. Is this correct? 2. Why is it correct (if so). Surely the interest gained whilst I go through the probate process should be added to the account, not be used to swell the Nationwide coffers. Appreciate any advice. Regards

http://www.bluefingroup.co.uk/home/about-us/ This was the Bluefin which morphed from SBJ Benefit Consultants I used to work with in terms of our company pension. Whether they have split far and wide I don't know as I haven't been involved with them for about 4 years. Companies change hands so quickly these days.

Just in case it helps, SBJ became Bluefin, part of the AXA group of companies.

You have 4 weeks until a job change, only you can decide whether you want to go through the grievance process or let it go until you move jobs. If you decide to raise a grievance, you should sent it to the named people in the procedure, which will probably be either the senior manager, HR or both. I wouldn't send any grievance further than the procedural requirement.

If this does become law at some point in the near future, I expect there to be notification of an effective date and no liability for retrospective claims.

When you say the manager will be present, do you mean chairing the appeal hearing or just being part of it? He should be attending to give the reasons why the decision to dismiss was taken.

So did you contact your bank as suggested by payroll? What did your bank say? When a salary is allocated to an account which doesn't exist, the bank will place the amount into a suspense account and eventually return it to the employer. If you contact your bank with details of the amount and date in order to verify you are entitled to the money, the bank may allocate the money to your account instead of returning to the employer. I have personal experience of wrong numbers which can be resolved by contacting the bank providing you do it promptly, not several days later as the money will probably have been returned by then. I have also phoned the bank as the employer, but they quite correctly, wouldn't speak to me as I wasn't their account holder.

I've read through the OP several times and I don't want to put a spanner in the works as I am making a few assumptions here. 1. Is he a contractor on a site? 2. Is there anywhere else he could work if his company relocated him? I see he has asked but what was the response? The reason I ask is because I have been in the situation where we had an employee working on a contract, but the site manager removed security clearance as he believed the person to be a risk. After following procedures, and having nowhere else to locate the employee we had to dismiss on SOSR. Now the above example is deliberately brief and vague to be safe, but a potentially fair dismissal doesn't have to be GM. Having said that, I just don't understand what the employer is doing by leaving an employee at home for so long.

Taken from the old BERR website: How long will it be before I can expect my money? If your employer is paying the redundancy, then it should be paid on the last day that you work or as soon as is possible; if there is to be any lengthy delay, then it must be agreed with the employee. If the employee feels that they are having to wait too long, then they can take the employer to an Employment Tribunal. The key to this is the 'as soon as possible.' When I processed redundancy payments in the past, if it was only a week before the payroll run, I would wait until then as we processed them through payroll. It depends if the employer pays the redundancy payment through the payroll system, a separate BACS payment or issuing a cheque. Your redress is to make an ET claim but before that goes any further the payment will be completed.

I think you may have been confused with waiting days as entitlement to SSP.

If you are to respond, I don't think you need to go into the detail of the case. Personally I would acknowledge receipt of the message and state that you do not agree with their view of the case. Whilst you would be willing to consider a settlement, any offer should be realistic. I would go no further than that.

Can we just backtrack please because I am not seeing what some others are. Unless I am just not reading this correctly the OP hasn't been dismissed, it appears the meeting with HR could have been the investigation meeting particularly as no action was taken. There is no automatic right to allow accompaniment at an investigation meeting, if that's what it was. There are more details needed really to establish the basis of the meeting and whether the OP has been told what is happening next. You could ask your consultant for confirmation in writing of the injury, what symptoms are likely to be shown and the expectation of improvement after the operation. Explain the reason it is needed to the consultant and he/she may do it. show it to the company as evidence should it be needed, together with your operation letter. This of course depends on what the company intend to do next.

As Stu has said above, please remove the FB page. You may think it private but it very easily becomes public should any colleague pass on information from the page.

I have to ask what you are trying to achieve. As stated in other posts, I don't believe there is a legal obligation to provide the details but if you make a complaint from Canada, what remedy are you seeking?

Taken from the ACAS code of practice, Disciplinary & Grievance Procedures: The companion should be allowed to address the hearing to put and sum up the worker’s case, respond on behalf of the worker to any views expressed at the meeting and confer with the worker during the hearing. The companion does not, however, have the right to answer questions on the worker’s behalf, address the hearing if the worker does not wish it or prevent the employer from explaining their case.

The rolling year absence is not strange, it is often used. If you are absent on 1 November, the employer will look back 12 months from 1 November to see the number of absence days. If you are absent on 20 November, the employer looks back 12 months from 20 November. If the number of days absence goes beyond the trigger point to implement the procedure, the reasons for the absence should make no difference to starting the procedure, because the number of absence days are just that. The reasons for the absence are the mitigation in any meeting.

Morning all, Using Windows Vista, IE8 When accessing my e-mails in Microsoft Outlook, many have hyperlinks to direct me to their website. Recently, whenever I click on one of these links, I get a pop-up box with a big red 'X' telling me 'This operation has been cancelled due to restrictions in effect on this computer. Please contact your system administrator'. Now as it's a home computer, I am always logged in as the administrator but I don't recall messing around with settings to get to this point.I don't know enough about the system to mess with settings knowingly. The only thing changed was updating anti virus to Kaspersky 2010. Using Hotmail, I can click on links fine... all working ok. Can anyone help to get rid of this problem and allow me to use these links?

Just to add my bit to this debate, how did the person access the computer. Were passwords shared between them? It may make a difference in mitigation.