Again you have lost me, not once did I ask on behalf of 'my friend' I'm not sure where this phrase came from.

Thanks for your response SarEl. I originally posted the query not as the employer but as an employee who had been asked to carry out the order and was just checking to see if it was allowed as I queried it myself. I work for a registered charity, we do not make a profit and yes I could have contacted our legal team but as I personally have been helped before in the past by CAG I thought I'd try here first. The issue has now gone on as a result of the first incident which is why I personally asked for advice with regard to the disciplinary meeting. I feel you think I duped you which was not the case. I greatly appreciate all the advice I have been given. I was merely trying to ensure that what I had been asked to do was in fact 'allowed' I did not expect a barrage of abuse from the employee, nor did I expect the response I have received from you.

SarEl, I have never said this was a friend of mine. I was asking on behalf of the employer. I did not mean to 'con' anyone. I am the Administrator of the employer therefore it had fallen on my shoulders to refuse the employee her change of annual leave as directed by the Manager. The employee has now accused me of being prejudiced against her and has accused me of wanting 'my friend' to do the shifts when in truth it was not my decision at all. I have had a number of nasty and rude messages left for me in a public communications book by this employee now, as well as a rude telephone call. I have now put in a formal complaint about this employee for bullying and harrassment as this has now been going on for weeks. A new matter has now arisen where as the employee was invited in for a meeting to discuss issues to which she refused, she was then requested to attend a disciplinary this morning to which she has also refused. She is now requesting to know who made the complaint and wants full details of the complaint made against her before she will even attend a meeting. Where does the employer go form here?

A letter was written to the employee asking for a legitimate reason for the cancellation and the manager has since been told it is because she was going away for her 50th birthday which is now cancelled. She has not rebooked the holiday for the dates she is now asking for. The manager has said she can still have the time off for her birthday and the shifts will remain covered by the new member of staff. The employee is now challenging the manager saying she is showing favourtism amongst staff and wants to take the matter further. She is also saying she will do her normal shift and will not be taking her annual leave as originally booked. So is the manager is well within her rights to refuse her request?

Well yes, the new member of staff needs the experience of night shifts. We have 3 night staff, 2 of whom are not in the best of health. If they were to go off sick, we need someone to be able to cover Thanks for your help

I'm in need of urgent help!!! An employee who works night shifts recently booked some annual leave and asked a certain colleague to cover her. The manager has a new employee who needs to gain the experience of night shifts so covered with the new employee instead. Since this was advised, the member of staff requested to cancel her holiday and take it for a time when the new member of staff cannot possibly cover and the person she wanted, she has stated is not working so she can cover. Is the manager allowed to refuse the change of annual leave as there is not a legitimate reason for wanting the change other than wanting a certain member of staff to cover her shifts? Thanks

Thanks for your reply. Although you think it's reasonable, is it actually a legal requirement??

Hi It's been a while since I've been on this site but could really do with a bit of advice please. Without giving away too much information, someone I work with has been suspended for negligence by the Board. The employee is good friends with the manager here and the manager had been informed a number of times of this negligence but either covered it up or decided to turn a blind eye. As the manager would not do anything about it, the employee was reported to the Board and they have now been suspended on full pay (which is the norm here). The manager has told me today as I do the payroll that the company will also have to pay them for the overtime shifts they had been booked in for even though they were on suspension. Can anyone tell me if this is true or if it is, as I suspect, the manager is just trying to get the employee more money for Christmas! Any help would be much appreciated. Lots of things going on here that either dont make sense at all at the moment! :-|

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Hi to all fellow Halifax dis-satisfied customers. I have written to Halifax (just a personal letter, not a Data Protection letter) asking for all charges on my account over the last 6 years. It took them about 4 weeks to reply but have now just asked me for a payment of £5 for this 'statement' Is this correct? If not, where can I see a copy of the Data Protection Letter?? Thanks people! Kelly

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