Working 60% hours, via UK furlough scheme. How does this apply to weeks with a bank holiday? I'm on partial furlough, working 60% hours, with the gov. furlough scheme paying the fourth day. Next week has a bank holiday Monday. Should I still work 3 days that week, with Monday and Friday as the days off? Or should I work only 2 days that week, ensuring that Monday and 2 other days are off? I'm unsure how the bank holiday affects this.
Here's what the gov't has to say: Furloughed workers Where a bank holiday falls inside a worker’s period of furlough and the worker would have usually worked the bank holiday, their furlough will be unaffected by the bank holiday. However, if the worker would usually have had the bank holiday as annual leave, there are 2 options. The bank holiday is taken as annual leave If the employer and the worker agree that the bank holiday can be taken as annual leave while on furlough, the employer must pay the correct holiday pay for the worker. Employers may also require workers to take the bank holiday as annual leave with the correct notice periods. The bank holiday is deferred If the employer and the worker agree that the bank holiday will not be taken as annual leave at that time, the worker must still receive the day of annual leave that they would have received. This holiday can be deferred till a later date, but the worker should still receive their full holiday entitlement. So if you would normally have the Bank Holiday off (and as part of your annual leave entitlement) and you and the employer don't agree to defer it then it's annual leave, not Furlough, as to what that means for pay purposes: Furloughed workers An employer should not automatically pay a worker on holiday the rate of pay that they are receiving while on furlough, unless the employer has agreed to not reduce the worker’s pay while on furlough. If a worker on furlough takes annual leave, an employer must calculate and pay the correct holiday pay in accordance with current legislation - see the standard guidance. Where this calculated rate is above the pay the worker receives while on furlough, the employer must pay the difference. However, as taking holiday does not break the furlough period, the employer can continue to claim the 80% grant from the government to cover most of the cost of holiday pay. But what does this mean with regards to your number of days? Employees can take holiday whilst on furlough. If an employee is flexibly furloughed then any hours taken as holiday during the claim period should be counted as furloughed hours rather than working hours. Well it means that if you're off on the Bank Holiday (as annual leave) even though they have to pay you the full amount it is still counted as a furlough day and you'll still be working three days that week, with the Monday being a furlough day. If you and the employer agreed to defer the Bank Holiday then you could conceivably work the Monday + two other days. But there's no permutation where you only work two days without taking an additional leave day.
First review the existing contract for anything that specifies what happens at the end of the term. I have seen ones that switch to month to month, others automatically extend by a whole year. In the United states the rental law is done at the state level or even more local than that. So I took a look at the UK policies. I focused on England. Guidance How to rent: the checklist for renting in England Updated 24 March 2023 At the end of the fixed period If you want to stay If you want to extend your tenancy after any initial fixed period, there are a number of important issues to consider. Check Shelter’s website for advice. Do you want to sign up to a new fixed term? If not, you will be on a ‘rolling periodic tenancy’. This means you carry on as before but with no fixed term. Your tenancy agreement should say how much notice you must give the landlord if you want to leave the property – one month’s notice is typical. Shelter publishes advice on how you can end your tenancy. I then went to the shelter website How to end a periodic tenancy: How much notice You can give your landlord a legal notice called a 'notice to quit' to end a rolling tenancy. This is a more formal option. Your tenancy will end legally if you follow the rules on how much notice and where to send it. A legal notice must: be in writing give the right amount of notice end on the correct day Here is an example of a notice to quit. A legal notice ends your tenancy and your right to live in your home. Joint tenancies will end for all tenants even if only one of you gives notice. You cannot withdraw a valid notice if you change your mind. Your landlord may agree to let you or other joint tenants stay on after a notice ends. Minimum notice periods You need to give at least: 1 month if your rent is due monthly 4 weeks if your rent is due weekly You can usually give the minimum notice to end your tenancy if your most recent agreement does not mention a longer notice period or if you've never had a written agreement. You may still need to give more than the minimum notice to make sure it ends on the right day. If your agreement says you must give more notice Your agreement might have a 'notice clause'. For example, if it says you have to give 2 months' notice. A notice clause might not apply after your fixed term has ended but sometimes it will. When will the longer notice apply? The longer notice period will only apply if either: you never had a fixed term agreement your agreement says it continues as a contractual periodic tenancy after the fixed term You can ignore a notice clause in your most recent agreement if both: your fixed term has ended your agreement does not say that it continues as a contractual periodic tenancy It looks like the notice period is a month, unless the contract says that the notice period is longer during the periodic tenancy.
Yes, the employee can choose not to accept the contract offered at the end of the probationary period and thereby allow the probationary period to end without accepting a long-term position. This is usually called "quitting".
The Immigration Act 2016 introduced the so-called 'right to rent' provisions under which a landlord can be prosecuted for renting accommodation to someone who is not legally in the UK. Everyone in the UK, Brits included, is subject to the Act. This gives the landlord the right to examine your work permit and to see if your visa is valid. The landlord will make a copy of the information. This makes the landlord a data controller which imposes restrictions on how the information can be used. Because this became controversial, the Information Commissioner published a brochure on the things a landlord can do with your data. All things considered and based upon what you wrote, if the landlord did not get your permission to use the data, then it's likely he is in breach. But this does not mean it's actionable or that it would be advisable to make a formal complaint to the Commissioner. If you want to pursue it, you can use the Commissioner's "Report a Concern" page as a starting point. Alternatively, you can lodge a formal complaint with your landlord and he will have to respond to it. What does the law say? The act giving the landlord the right to access your data is in the 2016 act linked above. Everything else is in the Data Protection Act 1998. The ILPA Information Sheet is at "Right to Rent". "The information sheet was updated on 01 November 2016 to take account of the second commencement order issued by the government, on 31 October 2016, bringing further provisions into force." The information sheet is recommended reading for anyone in the UK on a work permit. Disclaimer: I'm a member.
I've litigated cases like these before. The IRS enforcement reaction is swift and severe. Penalties for the employer are heavy and rarely waived. It would be rare for a business like this to stay operational long enough to issue a W-2. A business like this would probably be shut down by the IRS and have the people responsible for the payroll function, at a minimum, promptly burdened with tax liens, within four to six months. These cases also constitute a significant share of all criminal tax prosecutions. The odds of someone doing this spending several years in federal prison is high. Generally speaking, if the wrongdoing is fully on the part of the employer without the collusion or knowledge of the employee, the IRS will not force the employee to double pay the taxes that should have been withheld by the employer in this situation. Instead, this IRS will try to recover the amounts that were withheld from the employees but not delivered to the IRS. It will seek to recover these amounts from the employer and also from other responsible persons in the organization (and from outsourced professionals) with the authority to pay the IRS who did not do so. There may be circumstances, if push comes to shove, where the IRS could collect from the employees in a case like this one (I've never had occasion to need to research that issue), but that would be the rare exception and not the rule, in practice. On the other hand, if the employer simply does not withhold taxes or prepare W-2s at all, and either 1099s people who should have been classified as employees (or files no information tax returns at all), the IRS will generally insist that the employee pay income taxes on the full amount owed and that they pay the employee part of payroll taxes. It will also pursue the employer for the employer's share of payroll taxes. The employer will also be jointly and severally liable for any taxes that should have been reported and subjected to withholding that are not paid by the employee (perhaps because the employee spent all the money). Sometimes cases like this are also criminally prosecuted, but it is less common to do so.
In the U.S. severance payments are not provided for statutorily, and are rarely made when an employee quits or is fired for cause. However, even when not provided for within contracts it is common to see voluntary severances paid during lay-offs. Furthermore, in the U.S. it is more likely that they would be "laid off" in order to qualify for unemployment insurance. In Pennsylvania one can make claims on the state-run unemployment insurance system only if one is able to work and does not refuse suitable work when offered. If one quits one is not eligible for these payments. Ultimately unemployment claims are born by the employer (since their legally-mandated unemployment insurance premiums are adjusted based on realized claims). So managers with the authority to layoff employees can impose real costs on their companies, both in terms of direct severance payments (which may be optional), and in terms of the inflated unemployment premiums that will hit the company down the road. However, I have never heard of a company attempting to recoup such costs from managers, since such decisions are specifically delegated to managers with hiring/firing authority. It seems much more likely that a manager deemed to have abused the company's purse would be demoted or fired rather than being sued, unless there were some gross fraud involved (e.g., kickbacks).
Let’s say I go to a cash machine, ask for £100, and the machine gives me £10,000. I use my banking app and see that £100 left my account, not £10,000. At this point I haven’t done anything illegal. If I asked for another £100 and got £10,000 again, that might be illegal. But the extra £9,900 are not mine. They are the bank’s money. If I try to keep it, that is simply theft.
Clearly in this case the writing does not reflect your actual agreement. If you were to bill for 1.5x your normal rate for hours over 40/week, relying on the writing, and it came to court, you might win, based on the general rule that matters explicitly covered in the written agreement are treated as final, and evidence of contradictory oral agreements are often not accepted to contradict the contract document. This is known as the parole evidence rule. But you don't plan to issue such a bill, so that won't come up. I don't see that you are at any legal risk. But you could send the client a letter saying that you signed the contract document so as not to hold the job up, but you think there is a mistake in it (pointing out exactly where and what the error is). This would help establish your ethics and good faith, so that if somehow there was a problem over this later (although that seems unlikely) you can't be accused of any improper actions. Keep a copy of any such letter. By the way, if you are an independent contractor, the governmental standard for overtime does not normally apply (in the US). If you are an employee of a consulting company, it may or may not, depending on your salary level and the kind of work you do. An independent contractor can contract for a higher rate for overtime hours, if the client is willing to agree. Many clients will not be willing.