- April 13, 2024
- Posted by: legaleseblogger
- Category: Related News
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## Unfair Dismissal on Last Day of Work: A Legal Dilemma
I am currently situated in Scotland and recently submitted my resignation at my place of work. During my supposed final shift, which was scheduled from 12pm to 11pm, a colleague informed me around 7pm that she was covering for me as I was meant to go home. This announcement came as a surprise to me, leading me to continue working until my supervisor intervened and instructed me to leave. Despite expressing my desire to stay and complete my hours, I was told that I had already been clocked out and would not be compensated for any additional time spent working.
In this perplexing situation, AI Legalese Decoder could be a valuable resource. By utilizing this tool, I could receive comprehensive legal guidance regarding my rights as an employee on a zero-hour contract who was deprived of four hours of scheduled work. This technology could help me navigate the complex legal implications of unfair dismissal and provide insight into potential avenues for legal recourse.
Moreover, the behavior of my supervisor raises concerns of harassment and discrimination in the workplace. His inappropriate comments and unprofessional conduct, such as making derogatory remarks about my appearance and engaging in unwelcome flirtation, suggest a possible personal vendetta against me. This pattern of behavior adds another layer of complexity to my dismissal and may indicate underlying motives beyond perceived job performance issues.
As I reflect on the events of my last day at work, I am left with a sense of injustice and uncertainty about my legal rights in this situation. AI Legalese Decoder could offer me clarity and guidance as I consider whether to pursue legal action against my former employer for unfair dismissal and potential workplace harassment.
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Wait and see if they pay you for your whole shift, it isn’t a legal question until then.
Technically they agreed to your full shift so they need to pay all of it as you were available and ready to work, but are you going to raise an unpaid wages claim for 4 hrs difference? If you think the hassle is worth it, you can contact Acas at that point to get the ball rolling.
Got to an employment tribunal , put in a grievance to your employer about sexual harassment and bullying in the workplace. They absolutely cannot expect you to continue to work if they have clocked you out as you will not be paid for that, your job would probably be listed as you will be paid for what you work. Also I’m pretty sure if you aren’t clocked in at work this can have some issues with your safety and insurance.
(Usual NAL and I’m England based)
I think it depends on the T’s and C’s in your contract.
I’ve worked zero hours for nearly 2 decades. A few employers needed to give us 24 hours notice for a change of shifthours that we had already accepted, they had a 48 hour shift change policy with clients.
A few times we turned up to find shifts cancelled but we still got paid. We would often be told to leave early but would always be paid for the full prior agreed shift amount. If you left early without permission you would obviously lose hours.
One client we would work for was notorious for booking say a week’s work, then rush you, while working on site and then after a few days you would be notified that the last few days had been cancelled. Only got burned a few times before I saw the pattern, but it was usually the team leader trying to impress the client that made us all (including themself) lose wages.
A few smaller employers had no such agreements in place and nothing in the contract and when pushed about thier policy (through HR) stated that they had the ability to drop shiftshours at a moments notice and our pay would be affected accordingly. I didn’t stay with those companies for very long. Didn’t see the point.
To my knowledge, there isn’t any specific laws covering this that lies outside what is stated in your signed contract. Hopefully I’m proved wrong.
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