Calculating Schedule Of Loss
Summary
To calculate a schedule of loss, determine total earnings over the employment period and subtract any received earnings and benefits. Adjust calculations for pay changes and include non-cash bonuses. For unfair dismissal claims, document circumstances, procedural errors, and legal context, such as health and safety breaches. Ensure risk assessments and emergency plans are adequate. Prepare questions for employment tribunals to strengthen your case.Full Conversation
can you help me do a schedule of loss from 1st Feb. * to 27th May *? If I was earning *.* an hour * hours a week i was employed for 18 months as a general operative
Sure, I can help you calculate your schedule of loss. Let's break this down step-by-step.
*. Hourly Wage: £*.*
*. Weekly Hours: *
*. Employment Period: 1st Feb * to 27th May *
First, calculate your weekly earnings:
- Weekly Earnings: £*.* * * = £*.*
Now, calculate the total number of weeks from 1st Feb * to 27th May *:
- From 1st Feb * to 31st Dec *: * weeks (approx.)
- From 1st Jan * to 27th May *: * weeks (approx.)
Total weeks: * + * = * weeks
Finally, calculate the total loss:
- Total Loss: £*.* * * = £*,*.*
This is a rough estimation. For precise calculations, you might want to consult with a legal advisor.
*. Hourly Wage: £*.*
*. Weekly Hours: *
*. Employment Period: 1st Feb * to 27th May *
First, calculate your weekly earnings:
- Weekly Earnings: £*.* * * = £*.*
Now, calculate the total number of weeks from 1st Feb * to 27th May *:
- From 1st Feb * to 31st Dec *: * weeks (approx.)
- From 1st Jan * to 27th May *: * weeks (approx.)
Total weeks: * + * = * weeks
Finally, calculate the total loss:
- Total Loss: £*.* * * = £*,*.*
This is a rough estimation. For precise calculations, you might want to consult with a legal advisor.
my earnings and benefits for this period was *,*.* so would i need to take this off
*,*.*
To calculate your final schedule of loss, you need to subtract your earnings and benefits from the total loss. Here's how you do it:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
So, your final schedule of loss would be £*,*.*.
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
So, your final schedule of loss would be £*,*.*.
from 1march * pay went up to *.* would you be able to adjust this
Sure, I can adjust the calculation for you based on the new pay rate of £*.* starting from 1st March *. Let's break it down:
*. Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
*. Weekly Hours: *
*. Employment Period: 1st Feb * to 27th May *
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
From 1st March * to 27th May * (* weeks approximately):*. Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
*. Weekly Hours: *
*. Employment Period: 1st Feb * to 27th May *
Calculation:
From 1st Feb * to 28th Feb * (* weeks):- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
Final schedule of loss after considering your earnings and benefits:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
So, your adjusted final schedule of loss would be £*,*.*.
Would you like any further assistance with this?
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
So, your adjusted final schedule of loss would be £*,*.*.
Would you like any further assistance with this?
can you drft this into a schdule of loss document for me please
Case Rating: *
Sure, here's a draft of your Schedule of Loss document:
---
Schedule of Loss
Period: 1st February * to 27th May *
*. Employment Details:
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
---
Let me know if you need any further modifications or additional information!
Sure, here's a draft of your Schedule of Loss document:
---
Schedule of Loss
Period: 1st February * to 27th May *
*. Employment Details:
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
---
Let me know if you need any further modifications or additional information!
is there anythign else i should include in this document
Case Rating: *
It's looking good so far. For completeness, you might consider including:
- Your contact details and the employer's contact details.
- Any supporting documentation or evidence of earnings and benefits.
- An explanation or notes section for clarification.
Would you like any further assistance?
It's looking good so far. For completeness, you might consider including:
- Your contact details and the employer's contact details.
- Any supporting documentation or evidence of earnings and benefits.
- An explanation or notes section for clarification.
Would you like any further assistance?
can you add bright green plastics ltd as emplopyer and i started work */*/*
Case Rating: *
Sure, here is your updated Schedule of Loss document:
---
Schedule of Loss
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
---
Would you like any further modifications or additional information?
Sure, here is your updated Schedule of Loss document:
---
Schedule of Loss
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
---
Would you like any further modifications or additional information?
i would have gotten a bouns at christmas time aswell but that would have invold a turkey ham and a gift card would i add this on aswell
Case Rating: *
It's great that you're being thorough with your schedule of loss. You can include the value of non-cash bonuses such as the turkey, ham, and gift card in your calculations.
Could you estimate the value of these bonuses?
It's great that you're being thorough with your schedule of loss. You can include the value of non-cash bonuses such as the turkey, ham, and gift card in your calculations.
Could you estimate the value of these bonuses?
also a christmas party that had a open bar
Case Rating: *
You can estimate the value of the Christmas party and include it in your schedule of loss. For example, if the estimated value of the party, including the open bar, is £*, you can add this amount to your final schedule of loss calculation.
Would you like to proceed with including an estimated value for the party and other bonuses?
You can estimate the value of the Christmas party and include it in your schedule of loss. For example, if the estimated value of the party, including the open bar, is £*, you can add this amount to your final schedule of loss calculation.
Would you like to proceed with including an estimated value for the party and other bonuses?
do i need to add my name on this document if so can you do this jamie scarfe
Case Rating: *
Yes, including your name on the document is a good idea for completeness and clarity. Here is the updated Schedule of Loss document with your name added:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
---
Would you like any further modifications or additional information?
Yes, including your name on the document is a good idea for completeness and clarity. Here is the updated Schedule of Loss document with your name added:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
---
Would you like any further modifications or additional information?
do ineed to sign and date this once i complete it
Case Rating: *
Yes, signing and dating the document is generally a good practice for validation and authenticity. It shows that you acknowledge and confirm the details provided. If you have any further questions or need more assistance, feel free to ask!
Yes, signing and dating the document is generally a good practice for validation and authenticity. It shows that you acknowledge and confirm the details provided. If you have any further questions or need more assistance, feel free to ask!
is there anything ele i need to add on this
Case Rating: *
Your document seems quite comprehensive. However, you might consider adding:
- A section for signatures (both yours and your employer’s, if possible).
- A declaration stating that the information provided is accurate to the best of your knowledge.
- A summary of the calculations for quick reference.
Would you need help with any specific legal aspects of this process?
Your document seems quite comprehensive. However, you might consider adding:
- A section for signatures (both yours and your employer’s, if possible).
- A declaration stating that the information provided is accurate to the best of your knowledge.
- A summary of the calculations for quick reference.
Would you need help with any specific legal aspects of this process?
can you add a summary and a declaration for me please
Case Rating: *
Sure, here is your updated Schedule of Loss document with a summary and declaration:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
---
Would you like any further modifications or additional information?
Sure, here is your updated Schedule of Loss document with a summary and declaration:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
---
Would you like any further modifications or additional information?
are you able to do a final draft for me to use thank you
Case Rating: *
Sure, here is your final draft of the Schedule of Loss document:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
---
Would you like any further modifications or additional information?
Sure, here is your final draft of the Schedule of Loss document:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
---
Would you like any further modifications or additional information?
this is for an automaticllt unfair dismissal claim
Case Rating: *
To further strengthen your case for automatically unfair dismissal, here's some additional information you might consider including:
- Details of the circumstances leading to your dismissal.
- Any written communication or evidence supporting your claim (e.g., emails, letters).
- Notes on any procedural errors made by your employer.
Would you like assistance with anything specific regarding your unfair dismissal claim?
To further strengthen your case for automatically unfair dismissal, here's some additional information you might consider including:
- Details of the circumstances leading to your dismissal.
- Any written communication or evidence supporting your claim (e.g., emails, letters).
- Notes on any procedural errors made by your employer.
Would you like assistance with anything specific regarding your unfair dismissal claim?
for the schedule of loss do i need to add anythign else
Case Rating: *
Your Schedule of Loss document appears quite comprehensive. However, for an automatically unfair dismissal claim, consider adding:
- Details of Circumstances Leading to Dismissal: Briefly describe the events that led to your dismissal.
- Supporting Documentation: Include any relevant emails, letters, or other forms of communication.
- Procedural Errors: Note any mistakes or breaches in procedure by your employer.
Would you like assistance with drafting these additional sections?
Your Schedule of Loss document appears quite comprehensive. However, for an automatically unfair dismissal claim, consider adding:
- Details of Circumstances Leading to Dismissal: Briefly describe the events that led to your dismissal.
- Supporting Documentation: Include any relevant emails, letters, or other forms of communication.
- Procedural Errors: Note any mistakes or breaches in procedure by your employer.
Would you like assistance with drafting these additional sections?
yes please
Case Rating: *
Sure, here are the additional sections for your Schedule of Loss document:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
Details of Circumstances Leading to Dismissal:
Briefly describe the events that led to your dismissal here.
Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
---
Would you like any further modifications or additional information?
Sure, here are the additional sections for your Schedule of Loss document:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
Details of Circumstances Leading to Dismissal:
Briefly describe the events that led to your dismissal here.
Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
---
Would you like any further modifications or additional information?
i was dismissed for refusing a reasonable request from my manager due to health and safety concerns. we had to go inside a machine and clean it out. this was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this i believe my refusal was justified and therefore for unfair. as my employer had potentially broken some regulations.
Case Rating: *
It sounds like you have a strong case for unfair dismissal, especially if your employer failed to comply with health and safety regulations. Here is your updated Schedule of Loss document with the additional details:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
---
Would you like any further modifications or additional information?
It sounds like you have a strong case for unfair dismissal, especially if your employer failed to comply with health and safety regulations. Here is your updated Schedule of Loss document with the additional details:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
---
Would you like any further modifications or additional information?
can you tell me if this is right i was dismissed for refusing a reasonable request from my manager due to health and safety concerns. we had to go inside a machine and clean it out. this was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this i believe my refusal was justified and therefore for unfair. as my employer had potentially broken some regulations.
Case Rating: *
Your case appears strong as health and safety regulations are crucial, and your refusal seems justified based on the given circumstances. Here are some points to consider:
- Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *: Employers have specific duties to control risks to employees working in confined spaces.
Would you like any further assistance or clarification on any of these points?
Your case appears strong as health and safety regulations are crucial, and your refusal seems justified based on the given circumstances. Here are some points to consider:
- Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *: Employers have specific duties to control risks to employees working in confined spaces.
Would you like any further assistance or clarification on any of these points?
can you add this to the schdule of loss
Case Rating: *
Sure, here is your updated Schedule of Loss document with the additional legal context:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
*. Legal Context:
Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
Confined Spaces Regulations *: Employers have specific duties to control risks to employees working in confined spaces.
---
Would you like any further modifications or additional information?
Sure, here is your updated Schedule of Loss document with the additional legal context:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
*. Legal Context:
Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
Confined Spaces Regulations *: Employers have specific duties to control risks to employees working in confined spaces.
---
Would you like any further modifications or additional information?
can you make this sound better
Case Rating: *
Certainly! Here is a refined version of your conversation:
---
Certainly! Here is a refined version of your conversation:
---
Questions and Answers:
Question: I am FreeLawChat and I provide legal assistance to help you with your legal issue. What is your name?
Answer: Can you help me create a schedule of loss from 1st Feb * to 27th May *? I was earning £*.* an hour, working * hours a week, and I was employed for 18 months as a general operative.
Question: Sure, I can help you calculate your schedule of loss. Let's break this down step-by-step:
*. Hourly Wage: £*.*
*. Weekly Hours: *
*. Employment Period: 1st Feb * to 27th May *
First, calculate your weekly earnings:
Weekly Earnings: £*.* * * = £*.*
Now, calculate the total number of weeks from 1st Feb * to 27th May *:
- From 1st Feb * to 31st Dec *: * weeks (approx.)
- From 1st Jan * to 27th May *: * weeks (approx.)
Total weeks: * + * = * weeks
Finally, calculate the total loss:
Total Loss: £*.* * * = £*,*.*
This is a rough estimation. For precise calculations, you might want to consult with a legal advisor.
Answer: My earnings and benefits for this period were £*,*.*. Do I need to deduct this amount?
Question: To calculate your final schedule of loss, you need to subtract your earnings and benefits from the total loss. Here's how you do it:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
So, your final schedule of loss would be £*,*.*.
Answer: From 1st March *, my pay went up to £*.*. Can you adjust this?
Question: Sure, I can adjust the calculation for you based on the new pay rate of £*.* starting from 1st March *. Let's break it down:
*. Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
*. Weekly Hours: *
*. Employment Period: 1st Feb * to 27th May *
Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
Final schedule of loss after considering your earnings and benefits:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
So, your adjusted final schedule of loss would be £*,*.*.
Answer: Can you draft this into a schedule of loss document for me, please?
Question: Sure, here's a draft of your Schedule of Loss document:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
*. Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
*. Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
- Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
- Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
- Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
*. Legal Context:
- Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *: Employers have specific duties to control risks to employees working in confined spaces.
---
Would you like any further modifications or additional information?
Question: I am FreeLawChat and I provide legal assistance to help you with your legal issue. What is your name?
Answer: Can you help me create a schedule of loss from 1st Feb * to 27th May *? I was earning £*.* an hour, working * hours a week, and I was employed for 18 months as a general operative.
Question: Sure, I can help you calculate your schedule of loss. Let's break this down step-by-step:
*. Hourly Wage: £*.*
*. Weekly Hours: *
*. Employment Period: 1st Feb * to 27th May *
First, calculate your weekly earnings:
Weekly Earnings: £*.* * * = £*.*
Now, calculate the total number of weeks from 1st Feb * to 27th May *:
- From 1st Feb * to 31st Dec *: * weeks (approx.)
- From 1st Jan * to 27th May *: * weeks (approx.)
Total weeks: * + * = * weeks
Finally, calculate the total loss:
Total Loss: £*.* * * = £*,*.*
This is a rough estimation. For precise calculations, you might want to consult with a legal advisor.
Answer: My earnings and benefits for this period were £*,*.*. Do I need to deduct this amount?
Question: To calculate your final schedule of loss, you need to subtract your earnings and benefits from the total loss. Here's how you do it:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
So, your final schedule of loss would be £*,*.*.
Answer: From 1st March *, my pay went up to £*.*. Can you adjust this?
Question: Sure, I can adjust the calculation for you based on the new pay rate of £*.* starting from 1st March *. Let's break it down:
*. Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
*. Weekly Hours: *
*. Employment Period: 1st Feb * to 27th May *
Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
Final schedule of loss after considering your earnings and benefits:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
So, your adjusted final schedule of loss would be £*,*.*.
Answer: Can you draft this into a schedule of loss document for me, please?
Question: Sure, here's a draft of your Schedule of Loss document:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
*. Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
*. Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
- Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
- Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
- Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
*. Legal Context:
- Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *: Employers have specific duties to control risks to employees working in confined spaces.
---
Would you like any further modifications or additional information?
if i found other things wrong after i was dismissed can this still be used
Case Rating: *
Yes, you can still use other issues you discovered after your dismissal to support your claim. These additional points can further strengthen your case for unfair dismissal.
Would you like to include these new findings in your Schedule of Loss document? If so, please provide details of what you found.
Yes, you can still use other issues you discovered after your dismissal to support your claim. These additional points can further strengthen your case for unfair dismissal.
Would you like to include these new findings in your Schedule of Loss document? If so, please provide details of what you found.
ok so the risk assessment asl said there should be water provided at the point of enter to help with heat exsution and this was also not followed
Case Rating: *
It's important to include all relevant details that help support your claim. Here is the updated Schedule of Loss document with the additional information about the risk assessment not being followed:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
*. Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
*. Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
- Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
- Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
- Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
*. Additional Issues Discovered Post-Dismissal:
- The risk assessment also stated that water should be provided at the point of entry to help with heat exhaustion, which was not followed.
*. Legal Context:
- Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *: Employers have specific duties to control risks to employees working in confined spaces.
---
Would you like any further modifications or additional information?
It's important to include all relevant details that help support your claim. Here is the updated Schedule of Loss document with the additional information about the risk assessment not being followed:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
*. Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
*. Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
- Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
- Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
- Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
*. Additional Issues Discovered Post-Dismissal:
- The risk assessment also stated that water should be provided at the point of entry to help with heat exhaustion, which was not followed.
*. Legal Context:
- Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *: Employers have specific duties to control risks to employees working in confined spaces.
---
Would you like any further modifications or additional information?
should my employer have taken other steps before dismissing me. i was suspended then a investigation meeting and then and then the Disciplinary Hearing which i was dismissed but this only lasted * min with a * min adjournment
Case Rating: *
Your employer should have followed a fair procedure before dismissing you. Here are some key steps they should have taken:
- Investigation: Conduct a proper investigation into the allegations.
- Disciplinary Hearing: Ensure the disciplinary hearing is fair and allows you to present your side.
- Right to Accompaniment: Allow you to be accompanied by a colleague or trade union representative.
- Appeal: Provide an opportunity to appeal the decision.
Would you like more detailed information about any of these steps?
Your employer should have followed a fair procedure before dismissing you. Here are some key steps they should have taken:
- Investigation: Conduct a proper investigation into the allegations.
- Disciplinary Hearing: Ensure the disciplinary hearing is fair and allows you to present your side.
- Right to Accompaniment: Allow you to be accompanied by a colleague or trade union representative.
- Appeal: Provide an opportunity to appeal the decision.
Would you like more detailed information about any of these steps?
i was not aloud to go over my eveidence at the Disciplinary Hearing with it only lasting * mins with an * min adjournment what would could i do about this and would it strenght my case
Case Rating: *
It seems you have a strong case given the procedural errors and potential breaches in health and safety regulations. Would you like to be connected to local lawyers who can better assist you with your case?
If so, can you provide more details about the disciplinary hearing?
It seems you have a strong case given the procedural errors and potential breaches in health and safety regulations. Would you like to be connected to local lawyers who can better assist you with your case?
If so, can you provide more details about the disciplinary hearing?
i would not like to be contced by anyone thank you
Case Rating: *
Your Schedule of Loss document looks comprehensive. The procedural errors and potential health and safety breaches you've identified could significantly strengthen your case for unfair dismissal.
If you choose to proceed without a lawyer, consider highlighting:
- The lack of opportunity to present your evidence during the disciplinary hearing.
- The insufficient duration of the disciplinary hearing.
- The health and safety breaches you identified.
Present these points clearly in your claim to reinforce your case. If you need any more details or help, feel free to ask!
Your Schedule of Loss document looks comprehensive. The procedural errors and potential health and safety breaches you've identified could significantly strengthen your case for unfair dismissal.
If you choose to proceed without a lawyer, consider highlighting:
- The lack of opportunity to present your evidence during the disciplinary hearing.
- The insufficient duration of the disciplinary hearing.
- The health and safety breaches you identified.
Present these points clearly in your claim to reinforce your case. If you need any more details or help, feel free to ask!
I want to refer to the confined spaces regulation * section *…no person
at work should enter or carry out work in a confined space in case there is
no sufficient emergency plan…the emergency plan is not enough.-The policy is based on the regulations, the emergency plans are in place
and involve the emergency call, that you are attended by another person,
we have first aid provisions.
Case Rating: *
To refer to the Confined Spaces Regulations *, Section *, you can highlight the following key points:
- No Entry Without Sufficient Emergency Plan: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include measures beyond just calling *.
- First Aid and Supervision: Ensure the emergency plan includes first aid provisions and supervision by another person.
Would you like any further assistance with this or another aspect of your case?
To refer to the Confined Spaces Regulations *, Section *, you can highlight the following key points:
- No Entry Without Sufficient Emergency Plan: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include measures beyond just calling *.
- First Aid and Supervision: Ensure the emergency plan includes first aid provisions and supervision by another person.
Would you like any further assistance with this or another aspect of your case?
I want to refer to the confined spaces regulation * section *…no person
at work should enter or carry out work in a confined space in case there is
no sufficient emergency plan…the emergency plan is not enough.-The policy is based on the regulations, the emergency plans are in place
and involve the emergency call, that you are attended by another person,
we have first aid provisions.
Case Rating: *
To refer to the Confined Spaces Regulations *, Section *, you can highlight the following key points:
- No Entry Without Sufficient Emergency Plan: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include measures beyond just calling *.
- First Aid and Supervision: Ensure the emergency plan includes first aid provisions and supervision by another person.
Would you like any further assistance with this or another aspect of your case?
To refer to the Confined Spaces Regulations *, Section *, you can highlight the following key points:
- No Entry Without Sufficient Emergency Plan: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include measures beyond just calling *.
- First Aid and Supervision: Ensure the emergency plan includes first aid provisions and supervision by another person.
Would you like any further assistance with this or another aspect of your case?
I want to refer to the confined spaces regulation * section *…no person
at work should enter or carry out work in a confined space in case there is
no sufficient emergency plan…the emergency plan is not enough.-The policy is based on the regulations, the emergency plans are in place
and involve the emergency call, that you are attended by another person,
we have first aid provisions.
Case Rating: *
To refer to the Confined Spaces Regulations *, Section *:
- No Entry Without Sufficient Emergency Plan: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include more than just calling *.
- First Aid and Supervision: The plan should include first aid provisions and ensure supervision by another person.
Would you need help drafting this into a formal document?
To refer to the Confined Spaces Regulations *, Section *:
- No Entry Without Sufficient Emergency Plan: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include more than just calling *.
- First Aid and Supervision: The plan should include first aid provisions and ensure supervision by another person.
Would you need help drafting this into a formal document?
i asked this question "I want to refer to the confined spaces regulation * section *…no person
at work should enter or carry out work in a confined space in case there is
no sufficient emergency plan…the emergency plan is not enough." and this is the reply " The policy is based on the regulations, the emergency plans are in place
and involve the emergency call, that you are attended by another person,
we have first aid provisions." can you tell me if the reply is ok
Case Rating: *
The reply you received partially addresses the requirements of the Confined Spaces Regulations *, Section *. However, it may not fully satisfy all the stipulations. Here are some points to consider:
- Sufficient Emergency Plan: Simply involving an emergency call might not be adequate. The plan should include more specific measures for rescue and immediate response.
- Supervision: Mentioning that you are "attended by another person" is good, but the role and training of this person should be clarified.
- First Aid Provisions: It's good that first aid is mentioned, but details on the adequacy and availability of first aid equipment and trained personnel should be ensured.
Would you like any further assistance or clarification on this matter?
The reply you received partially addresses the requirements of the Confined Spaces Regulations *, Section *. However, it may not fully satisfy all the stipulations. Here are some points to consider:
- Sufficient Emergency Plan: Simply involving an emergency call might not be adequate. The plan should include more specific measures for rescue and immediate response.
- Supervision: Mentioning that you are "attended by another person" is good, but the role and training of this person should be clarified.
- First Aid Provisions: It's good that first aid is mentioned, but details on the adequacy and availability of first aid equipment and trained personnel should be ensured.
Would you like any further assistance or clarification on this matter?
what more should be in place with these points
Case Rating: *
Based on the response you received, here are additional points that should be in place according to the Confined Spaces Regulations *, Section *:
- Detailed Rescue Plan: Specific procedures should be outlined for rescue operations, including roles, responsibilities, and immediate actions to be taken in an emergency.
- Training: Ensure that personnel involved in the rescue plan are adequately trained in confined space rescue operations.
- Equipment Availability: Availability of appropriate rescue and first aid equipment on-site.
- Communication Systems: Reliable communication systems should be in place for emergencies.
- Regular Drills: Conduct regular emergency drills to ensure the plan's effectiveness.
Would you like any further assistance or clarification on these points?
Based on the response you received, here are additional points that should be in place according to the Confined Spaces Regulations *, Section *:
- Detailed Rescue Plan: Specific procedures should be outlined for rescue operations, including roles, responsibilities, and immediate actions to be taken in an emergency.
- Training: Ensure that personnel involved in the rescue plan are adequately trained in confined space rescue operations.
- Equipment Availability: Availability of appropriate rescue and first aid equipment on-site.
- Communication Systems: Reliable communication systems should be in place for emergencies.
- Regular Drills: Conduct regular emergency drills to ensure the plan's effectiveness.
Would you like any further assistance or clarification on these points?
clarification on these points?
Case Rating: *
Certainly! Here’s a brief clarification on each point:
- Detailed Rescue Plan:
- The plan should specify the steps to be taken for rescuing someone from a confined space.
- It must clearly define the roles and responsibilities of each member involved in the rescue operation.
- Outline the immediate actions to be taken if an emergency occurs.
- Training:
- Ensure that all personnel involved in confined space work and rescue operations receive comprehensive training.
- Training should cover the use of equipment, emergency procedures, and first aid.
- Equipment Availability:
- Make sure appropriate rescue and first aid equipment is available and accessible on-site.
- This includes breathing apparatus, harnesses, winches, and first aid kits.
- Communication Systems:
- Establish reliable communication systems for use during an emergency.
- Systems should allow for clear and immediate communication between confined space workers and the rescue team.
- Regular Drills:
- Conduct regular emergency drills to test and evaluate the effectiveness of the rescue plan.
- Drills help ensure that all personnel are familiar with emergency procedures and can respond quickly and efficiently.
These measures are essential to ensure a comprehensive and effective emergency plan for confined space work. Would you like any further assistance or need help drafting this into a formal document?
Certainly! Here’s a brief clarification on each point:
- Detailed Rescue Plan:
- The plan should specify the steps to be taken for rescuing someone from a confined space.
- It must clearly define the roles and responsibilities of each member involved in the rescue operation.
- Outline the immediate actions to be taken if an emergency occurs.
- Training:
- Ensure that all personnel involved in confined space work and rescue operations receive comprehensive training.
- Training should cover the use of equipment, emergency procedures, and first aid.
- Equipment Availability:
- Make sure appropriate rescue and first aid equipment is available and accessible on-site.
- This includes breathing apparatus, harnesses, winches, and first aid kits.
- Communication Systems:
- Establish reliable communication systems for use during an emergency.
- Systems should allow for clear and immediate communication between confined space workers and the rescue team.
- Regular Drills:
- Conduct regular emergency drills to test and evaluate the effectiveness of the rescue plan.
- Drills help ensure that all personnel are familiar with emergency procedures and can respond quickly and efficiently.
These measures are essential to ensure a comprehensive and effective emergency plan for confined space work. Would you like any further assistance or need help drafting this into a formal document?
would all htis still apply if the confined space is an open vessel
Case Rating: *
Yes, these points generally still apply even if the confined space is an open vessel. The Confined Spaces Regulations * apply to any confined space, including open vessels, where there is a risk of serious injury from hazardous substances or conditions.
Would you like any further assistance or clarification on how these points apply to your situation?
Yes, these points generally still apply even if the confined space is an open vessel. The Confined Spaces Regulations * apply to any confined space, including open vessels, where there is a risk of serious injury from hazardous substances or conditions.
Would you like any further assistance or clarification on how these points apply to your situation?
yes please and would this you be able to draft this as a documnenet
Case Rating: *
Sure, here's a draft document incorporating all the information discussed:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
*. Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
*. Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
- Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
- Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
- Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
- Additional Issues Discovered Post-Dismissal:
The risk assessment also stated that water should be provided at the point of entry to help with heat exhaustion, which was not followed.
*. Legal Context:
- Health and Safety at Work Act *:
Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *:
Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *:
Employers have specific duties to control risks to employees working in confined spaces.
- Confined Spaces Regulations *, Section *:
- No Entry Without Sufficient Emergency Plan: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include more than just calling *.
- First Aid and Supervision: The plan should include first aid provisions and ensure supervision by another person.
Emergency Plan Requirements:
- Detailed Rescue Plan:
- Specify steps for rescuing someone from a confined space.
- Define roles and responsibilities of each member in the rescue operation.
- Outline immediate actions to be taken in an emergency.
- Training:
- Ensure all personnel involved in confined space work and rescue operations receive comprehensive training.
- Cover the use of equipment, emergency procedures, and first aid.
- Equipment Availability:
- Ensure appropriate rescue and first aid equipment is available and accessible on-site.
- Includes breathing apparatus, harnesses, winches, and first aid kits.
- Communication Systems:
- Establish reliable communication systems for emergencies.
- Allow clear and immediate communication between confined space workers and the rescue team.
- Regular Drills:
- Conduct regular emergency drills to test and evaluate the effectiveness of the rescue plan.
- Ensure all personnel are familiar with emergency procedures and can respond quickly and efficiently.
---
Would you like any further modifications or additional information?
Sure, here's a draft document incorporating all the information discussed:
---
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
*. Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
*. Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
- Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
- Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
- Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
- Additional Issues Discovered Post-Dismissal:
The risk assessment also stated that water should be provided at the point of entry to help with heat exhaustion, which was not followed.
*. Legal Context:
- Health and Safety at Work Act *:
Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *:
Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *:
Employers have specific duties to control risks to employees working in confined spaces.
- Confined Spaces Regulations *, Section *:
- No Entry Without Sufficient Emergency Plan: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include more than just calling *.
- First Aid and Supervision: The plan should include first aid provisions and ensure supervision by another person.
Emergency Plan Requirements:
- Detailed Rescue Plan:
- Specify steps for rescuing someone from a confined space.
- Define roles and responsibilities of each member in the rescue operation.
- Outline immediate actions to be taken in an emergency.
- Training:
- Ensure all personnel involved in confined space work and rescue operations receive comprehensive training.
- Cover the use of equipment, emergency procedures, and first aid.
- Equipment Availability:
- Ensure appropriate rescue and first aid equipment is available and accessible on-site.
- Includes breathing apparatus, harnesses, winches, and first aid kits.
- Communication Systems:
- Establish reliable communication systems for emergencies.
- Allow clear and immediate communication between confined space workers and the rescue team.
- Regular Drills:
- Conduct regular emergency drills to test and evaluate the effectiveness of the rescue plan.
- Ensure all personnel are familiar with emergency procedures and can respond quickly and efficiently.
---
Would you like any further modifications or additional information?
he business has safety measures in place in form of
risk assessments, you have been trained on confined spaces this is the
certificate. The statement from Health and Safety officer says you raised
your concerns before and you had a conversation with health and safety director, who has explained to you the task and you were fine after this conversation. Why did you change your mind after that? is this true
Case Rating: *
To address your concern regarding the safety measures and the statement from the Health and Safety officer:
To address your concern regarding the safety measures and the statement from the Health and Safety officer:
Points to Consider:
- Risk Assessments: Ensure the risk assessments are up-to-date and comply with regulations.
- Training Certificate: Confirm you have been officially trained for confined spaces and have a valid certificate.
- Health and Safety Conversation: Clarify the details of your conversation with the Health and Safety director and if you were indeed fine after it.
- Risk Assessments: Ensure the risk assessments are up-to-date and comply with regulations.
- Training Certificate: Confirm you have been officially trained for confined spaces and have a valid certificate.
- Health and Safety Conversation: Clarify the details of your conversation with the Health and Safety director and if you were indeed fine after it.
Responding to the Statement:
- Confirm if the statement from the Health and Safety officer is accurate.
- If your concerns were raised and addressed, explain why you later felt the need to refuse the task.
- Highlight any new information or risks that made you change your mind.
Would you like to clarify any specific details about your conversation with the Health and Safety director?
- Confirm if the statement from the Health and Safety officer is accurate.
- If your concerns were raised and addressed, explain why you later felt the need to refuse the task.
- Highlight any new information or risks that made you change your mind.
Would you like to clarify any specific details about your conversation with the Health and Safety director?
the risk assessment was not complete when we first stated on the machine so i could not refuse this is why i had done this many times after then when i saw the risk assemssent and was told the emergency plan is to call * i then had concerns but a few month after i refused has i had found out that the gas reading were not being taken
Case Rating: *
It sounds like you have a significant case for unfair dismissal, considering health and safety concerns and procedural errors. Here’s how you can respond to the statement and strengthen your case:
It sounds like you have a significant case for unfair dismissal, considering health and safety concerns and procedural errors. Here’s how you can respond to the statement and strengthen your case:
~Response to Statement and Additional Information
- Risk Assessments: Ensure the risk assessments were complete and complied with regulations.
- Training Certificate: Confirm your confined spaces training and valid certificate.
- Health and Safety Conversation: Clarify the conversation details with the Health and Safety director and any subsequent concerns.
- Risk Assessments: Ensure the risk assessments were complete and complied with regulations.
- Training Certificate: Confirm your confined spaces training and valid certificate.
- Health and Safety Conversation: Clarify the conversation details with the Health and Safety director and any subsequent concerns.
~Updated Schedule of Loss Document
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
*. Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
*. Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
*. Additional Issues Discovered Post-Dismissal:
The risk assessment also stated that water should be provided at the point of entry to help with heat exhaustion, which was not followed.
*. Legal Context:
- Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *:
- Section *: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include more than just calling *.
- First Aid and Supervision: The plan should include first aid provisions and ensure supervision by another person.
Emergency Plan Requirements:
- Detailed Rescue Plan: Specify steps for rescuing someone from a confined space, define roles, and outline immediate actions.
- Training: Ensure all personnel involved in confined space work and rescue operations receive comprehensive training.
- Equipment Availability: Ensure appropriate rescue and first aid equipment is available on-site.
- Communication Systems: Establish reliable communication systems for emergencies.
- Regular Drills: Conduct regular emergency drills to test and evaluate the effectiveness of the rescue plan.
Would you like any further modifications or additional information?
Schedule of Loss
Name: Jamie Scarfe
Period: 1st February * to 27th May *
*. Employment Details:
- Employer: Bright Green Plastics Ltd
- Start Date: 1st October *
- Hourly Wage:
- £*.* until 28th February *
- £*.* from 1st March *
- Weekly Hours: * hours
- Employment Period: 1st February * to 27th May *
*. Earnings Calculation:
- From 1st Feb * to 28th Feb * (* weeks):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- From 1st March * to 27th May * (* weeks approximately):
- Weekly Earnings: £*.* * * = £*.*
- Total Earnings for * weeks: £*.* * * = £*,*.*
- Total Earnings for the Period:
- Total Earnings: £*,*.* + £*,*.* = £*,*.*
*. Adjustments for Earnings and Benefits:
- Total Earnings: £*,*.*
- Earnings and Benefits Received: £*,*.*
*. Final Schedule of Loss:
- Total Loss: £*,*.*
- Earnings and Benefits: £*,*.*
- Final Schedule of Loss: £*,*.* - £*,*.* = £*,*.*
*. Summary:
- Total Earnings: £*,*.*
- Deductions (Earnings and Benefits): £*,*.*
- Final Schedule of Loss: £*,*.*
*. Declaration:
I, Jamie Scarfe, declare that the information provided in this Schedule of Loss is accurate and true to the best of my knowledge.
*. Additional Information for Unfair Dismissal Claim:
Details of Circumstances Leading to Dismissal:
I was dismissed for refusing a reasonable request from my manager due to health and safety concerns. We had to go inside a machine and clean it out. This was a confined space, and the risk assessment said a gas reading must be done before entry. However, the gas reading was not done. The emergency plan was to call * if anything was to happen. We had no trained rescue team on site. Due to this, I believe my refusal was justified and therefore unfair, as my employer had potentially broken some regulations.
Supporting Documentation:
Include any relevant emails, letters, or other forms of communication here.
Procedural Errors:
Note any mistakes or breaches in procedure by your employer here.
*. Additional Issues Discovered Post-Dismissal:
The risk assessment also stated that water should be provided at the point of entry to help with heat exhaustion, which was not followed.
*. Legal Context:
- Health and Safety at Work Act *: Employers must ensure, so far as is reasonably practicable, the health, safety, and welfare of employees.
- Management of Health and Safety at Work Regulations *: Risk assessments must be conducted, and appropriate measures taken.
- Confined Spaces Regulations *:
- Section *: No person should enter or work in a confined space unless there is a sufficient emergency plan.
- Emergency Plan Requirements: The emergency plan must be adequate and include more than just calling *.
- First Aid and Supervision: The plan should include first aid provisions and ensure supervision by another person.
Emergency Plan Requirements:
- Detailed Rescue Plan: Specify steps for rescuing someone from a confined space, define roles, and outline immediate actions.
- Training: Ensure all personnel involved in confined space work and rescue operations receive comprehensive training.
- Equipment Availability: Ensure appropriate rescue and first aid equipment is available on-site.
- Communication Systems: Establish reliable communication systems for emergencies.
- Regular Drills: Conduct regular emergency drills to test and evaluate the effectiveness of the rescue plan.
Would you like any further modifications or additional information?
at the employment tribunarl what question could i ask
Case Rating: *
To prepare for your employment tribunal, here are some questions you might consider asking:
- Was the risk assessment complete and up-to-date?
- Were gas readings regularly taken before entering the confined space?
- Can the employer provide evidence of the emergency plan beyond calling *?
- Were all employees adequately trained on confined space procedures and emergency responses?
- Why was the disciplinary hearing so brief, and why were you not allowed to present your evidence fully?
Would you like any assistance with drafting these questions or any additional information?
To prepare for your employment tribunal, here are some questions you might consider asking:
- Was the risk assessment complete and up-to-date?
- Were gas readings regularly taken before entering the confined space?
- Can the employer provide evidence of the emergency plan beyond calling *?
- Were all employees adequately trained on confined space procedures and emergency responses?
- Why was the disciplinary hearing so brief, and why were you not allowed to present your evidence fully?
Would you like any assistance with drafting these questions or any additional information?
yes please
Case Rating: *
Certainly! Here are some detailed questions you can ask during your employment tribunal:
Certainly! Here are some detailed questions you can ask during your employment tribunal:
Questions for the Tribunal:
*. Risk Assessment and Compliance:
- Was the risk assessment for the confined space work complete and up-to-date at the time of the incident?
- Can you provide documentation of the risk assessment?
*. Safety Measures:
- Were gas readings regularly taken before allowing entry into the confined space?
- Can you provide records of the gas readings taken?
*. Emergency Plan:
- Can you detail the emergency plan in place for confined space work, beyond just calling *?
- Are there any documented procedures for immediate rescue and first aid provisions?
*. Training and Certification:
- Were all employees, including myself, adequately trained on confined space procedures and emergency responses?
- Can you provide evidence of the training sessions and certifications?
*. Procedural Fairness:
- Why was the disciplinary hearing only * minutes long with a *-minute adjournment?
- Why was I not given the opportunity to fully present my evidence during the disciplinary hearing?
*. Post-Dismissal Findings:
- How does the employer address the additional safety violations discovered post-dismissal, such as the lack of water provisions for heat exhaustion?
*. Risk Assessment and Compliance:
- Was the risk assessment for the confined space work complete and up-to-date at the time of the incident?
- Can you provide documentation of the risk assessment?
*. Safety Measures:
- Were gas readings regularly taken before allowing entry into the confined space?
- Can you provide records of the gas readings taken?
*. Emergency Plan:
- Can you detail the emergency plan in place for confined space work, beyond just calling *?
- Are there any documented procedures for immediate rescue and first aid provisions?
*. Training and Certification:
- Were all employees, including myself, adequately trained on confined space procedures and emergency responses?
- Can you provide evidence of the training sessions and certifications?
*. Procedural Fairness:
- Why was the disciplinary hearing only * minutes long with a *-minute adjournment?
- Why was I not given the opportunity to fully present my evidence during the disciplinary hearing?
*. Post-Dismissal Findings:
- How does the employer address the additional safety violations discovered post-dismissal, such as the lack of water provisions for heat exhaustion?
Additional Information for the Tribunal:
- Provide any supporting documentation or evidence relevant to each question.
- Highlight any breaches in health and safety regulations.
- Emphasize the procedural errors during the disciplinary process.
Would you like any further modifications or additional information?
- Provide any supporting documentation or evidence relevant to each question.
- Highlight any breaches in health and safety regulations.
- Emphasize the procedural errors during the disciplinary process.
Would you like any further modifications or additional information?
for a risk assment to work somthing needs to be in place i.e an action must be taken to reduce the risk like a gas reading if this is not the the risk is therefore not lowered is this right
Case Rating: *
You're correct. For a risk assessment to be effective, proper actions and controls must be implemented to mitigate the identified risks. Without these actions, the risk remains unmanaged and potentially hazardous.
Would you like further assistance with your employment tribunal preparation or any other legal questions?
You're correct. For a risk assessment to be effective, proper actions and controls must be implemented to mitigate the identified risks. Without these actions, the risk remains unmanaged and potentially hazardous.
Would you like further assistance with your employment tribunal preparation or any other legal questions?
i need more legal questions if you can help with this
Case Rating: *
Of course, I can help with more legal questions for your employment tribunal. Here are some additional questions to consider:
*. Risk Assessment Implementation:
- Was there a specific action plan to mitigate the risks identified in the risk assessment, such as regular gas readings?
- Can you provide evidence that these actions were consistently implemented?
*. Health and Safety Communication:
- Were the health and safety procedures communicated effectively to all employees?
- How were these procedures communicated (e.g., meetings, written policies)?
*. Health and Safety Officer's Role:
- What is the role of the Health and Safety officer in ensuring compliance with safety regulations?
- Did the Health and Safety officer conduct regular inspections and audits to ensure compliance?
*. Emergency Plan Effectiveness:
- Have there been any previous incidents where the emergency plan was activated? If so, what was the outcome?
- Is there any record of drills or training sessions conducted to practice the emergency plan?
*. Disciplinary Procedure:
- Was the disciplinary procedure followed in accordance with the company’s policy and employment law?
- Were there any deviations from the standard disciplinary procedure in your case?
*. Witness Statements:
- Are there any witness statements from colleagues who can corroborate your concerns about the health and safety risks?
- Can the employer provide statements from other employees regarding the confined space procedures?
These questions aim to gather detailed information that can help support your case. If you need any specific questions adjusted or have more details to add, feel free to ask!
Of course, I can help with more legal questions for your employment tribunal. Here are some additional questions to consider:
*. Risk Assessment Implementation:
- Was there a specific action plan to mitigate the risks identified in the risk assessment, such as regular gas readings?
- Can you provide evidence that these actions were consistently implemented?
*. Health and Safety Communication:
- Were the health and safety procedures communicated effectively to all employees?
- How were these procedures communicated (e.g., meetings, written policies)?
*. Health and Safety Officer's Role:
- What is the role of the Health and Safety officer in ensuring compliance with safety regulations?
- Did the Health and Safety officer conduct regular inspections and audits to ensure compliance?
*. Emergency Plan Effectiveness:
- Have there been any previous incidents where the emergency plan was activated? If so, what was the outcome?
- Is there any record of drills or training sessions conducted to practice the emergency plan?
*. Disciplinary Procedure:
- Was the disciplinary procedure followed in accordance with the company’s policy and employment law?
- Were there any deviations from the standard disciplinary procedure in your case?
*. Witness Statements:
- Are there any witness statements from colleagues who can corroborate your concerns about the health and safety risks?
- Can the employer provide statements from other employees regarding the confined space procedures?
These questions aim to gather detailed information that can help support your case. If you need any specific questions adjusted or have more details to add, feel free to ask!