This is important as no position has been offered and it is time consuming for both candidate and referees. It can also stop you from being able to secure work if you are in future given a job offer after an interview and your references have to be contacted again. They may put it to the side as you no longer work for them and it is not of priority to complete it. Contacting current employers before an interview can cause tension at your current job with your employer as they are now aware you are planning to leave them but the reality is that you may not even secure an interview because of timing of references getting back and the position can be offered to other candidates whose references were quicker and allowed them to secure an interview and get the job. In this case you then have to contact your referees and let them know you no longer need them to complete the reference form and apologise for any inconvenience.

It is well known that the UK is lagging behind other major European countries in the number of Public Holidays it observes every year. I am calling for a modest increase in the number of Public (Bank) Holidays to give us 2 extra such days to coincide with the February and October school Half-Term weeks. This would be of enormous benefit to our overworked and underpaid workforce, especially those with children of school age, who need more Public Holidays ( with pay ) to eke out their often meagre annual leave entitlements during school holidays. The government frequently plays the 'hard-working families' card; now is it's chance to 'put it's money where it's mouth is'!

Nobody working for the Premier League should be struggling to make ends meet. I’ve started this petition because, as a cleaner at a football stadium I've seen first hand the impact that being trapped in in-work poverty has had on my colleagues and their families. Clubs should follow the example of Premier League clubs like Everton, Chelsea, West Ham, Liverpool and Crystal Palace that are already proud accredited Living Wage employers. Brighton, have confirmed that they pay the living wage to both employees and contractors, but have not yet obtained accreditation from the LWF. Although some clubs may already pay their employees the real Living Wage, this benefit often does not extend to contractors.The Living Wage Foundation is the only way for employers to independently certify that both their directly employed and, crucially, their contracted staff are being paid enough to meet the cost of living. Smaller clubs like Luton Town FC and Dulwich Hamlet FC are accredited real Living Wage employers - if they can do it, so can all of the Premier League!

The government is considering plans from Conservative think tank the Centre for Social Justice that could see our retirement age go up to 75. But some jobs are impossible to do after a certain age, and for some of us working anywhere could be a struggle by the time we reach 75. And for others it would mean ripping up the plans we've made for our well-deserved retirement. The age we can all get our pension is already set to go up to 68 - meaning some people will be forced to keep working long after they're comfortable able to do so. And these new proposals would hit some of the most vulnerable people in our society hardest, like people who can’t work due to illness, or caring responsibilities - or people who don't have access to a private pension.

Recently the Scottish Government nationalised Fergusons ship yard When asked in parliament to help British Steel the then Prime Minister stated it would be unlawful. If it is lawful for the Scottish Government to do it, there is no reason why the English Government can not step in and help our steel industry. Why must Britain allow a Turkish pension scheme to have our British Steel Industry. Our jobs and Steel Industry need to be protected NOW and our Government needs to step up to the mark and prove that they are TAKING BACK CONTROL.

**REFUSE TO DRINK IN STARKIE ARMS TILL SAM IS REINSTATED AS MANAGER** Sam has brought our local pub back to life before Sam starkie arms was not the place to be she is funny friendly and the most caring person we have ever met she always puts us first. Sam has been given 26 days to leave Starkie Arms for not reaching a certain target. Bravo inns really need to listen to the people of padiham

Zero hours contracts don't offer a fixed wage so nobody on them has a stable financial situation thus leading to homelessness.

If you use Glasgow Central, Edinburgh Waverley, Liverpool Lime Street, Manchester Piccadilly, Leeds City or Birmingham New Street stations, you’re passing through stations that are cleaned, day and night, by people who are surviving on poverty pay. Network Rail has outsourced the work of cleaning many of their stations to a company called Mitie Facilities Management, part of the Mitie Group plc. Mitie Group paid nearly £49 million to its shareholders in dividends in the last five years. With their CEO, Phil Bentley getting paid £2.2m. [1] But it doesn’t pay its cleaners the Real Living Wage. Mitie’s cleaners have had enough and we’ll fight for a real Living Wage, but we need your help. Please help us to persuade Mitie and Network Rail to put an end to this scandal. What Mitie workers say: -50% of respondents to a recent survey of Mitie workers said they struggled to make ends meet. -“This salary makes it impossible to save money. It's only just about enough to pay bills and that's it.” -“£8.40 per hour is a joke. It’s a continual struggle to make ends meet and doing without to cope.” -Support for the real Living Wage in Scotland, Manchester and Liverpool: -“I would encourage businesses and organisations to recognise the benefits of the real Living Wage which is not only helping to ensure people’s basic pay meets the cost of living but is increasing staff retention, productivity and boosting morale in the workplace.” Nicola Sturgeon, First Minister of Scotland -“I will expect, over time, all companies in the city region benefitting from public contracts to become living wage employers”, Mayor of Greater Manchester, Andy Burnham -“Paying the Real Living Wage is not just the right thing to do, there are significant benefits for individuals, businesses and the wider economy.” Metro Mayor for Liverpool Steve Rotherham [1] The Telegraph: Mitie boss’s pay packet doubles to £2.2m despite outsourcing malaise: https://www.telegraph.co.uk/business/2019/07/07/mitie-bosss-pay-packet-doubles-22m-despite-outsourcing-malaise/

I lived in an unemployed hotspot for some years, and when I eventually got the job the recruiting manager says to me, they've never known an area like this where 100 applicants applied for the job. And this has got me thinking, there is a heck of an invisibility factor. A fog, so to speak. And I'll use a second example- I'm currently applying for jobs with a particular skillset.(Accounting) It turns out that said skillset acquires a lot of applicants in my particular location. So much so that I am keen to relocate where the demand for the skillset is higher. And this is where the basis for these statistics are. The basis to provide an idea what demand for said skillsets/job types area are in an area. In the past we've marvelled at immigration's mobility, yet why is it that mobility WITHIN the UK is worse? Why there is a lack of say strawberry pickers in an area? And why this fact is both obscured and the movement of people within the UK is so little. The idea of these stats is to promote movement. To take away the fog, to remove the obstacles of moving. (uncertainty job demands in an area etc etc) An idea how this would work would be a concise summary of an area, it might say (i) competition for vacancies, and (ii)abundance of vacancies: for example: care work high/low, admin work high/low, FLT drivers high/low, production work high/low, accounts work high/low, labouring work high/low etc etc.

Flexible working (part time, flexi hours, home working, compressed hours and job share) is good for the economy. It increases productivity, staff wellbeing, staff retention and company profits. The problem is there’s a huge disconnect between the 9 out of 10 people who want to work flexibly and the 1 in 10 jobs that are currently advertised as flexible. Flexible working could protect our economy for the future, research by McKinsey shows that enabling women to achieve their full potential in the workplace, including through widening flexible working, could add £148 billion to the UK economy by 2030; and when fathers work flexibly and share the childcare, mothers are twice as likely to advance in their careers compared to when fathers work traditionally. Flexible working should not be seen as a perk for favoured employees but as a normal way to work in the modern world. Flex For All is an alliance between: Pregnant Then Screwed, Fawcett Society, Mother Pukka, Young Women's Trust and The Fatherhood Institute.

Because many people like me work some distance from home. And one of the biggest cost for most is actually getting to work.

Just a few days before Christmas 2018 Deliveroo chose to terminate the contracts of over 100 of their workers with no notice or right to appeal, on accusations of fraud. No evidence of these allegations was provided to terminated workers. As 2019 has progressed, Deliveroo has continued to use un-evidenced fraud and theft allegations to both terminate and intimidate couriers. As self-employed contractors, we do not have the same recourse to law or statutory rights that other workers do. While we are exploring legal solutions to this unfair treatment of workers, we recognise that the law is fundamentally not on our side, and as such we must find means to put pressure directly on Deliveroo to treat their workers fairly. We believe that, as Deliveroo face stiff competition with the likes of Uber Eats and Just Eat for willing and competent couriers, they will benefit from taking the concerns of their workers seriously. If Deliveroo chose to ignore these concerns then they are likely to face further action by couriers. ---- Żądamy aby Deliveroo: a) Zaprzestało poniżania i zwalniania dostawców bez przedstawienia adekwatnych na to dowodów. b) Wprowadziło w życie proces odwoławczy wobec wszystkich decyzji zwolnień oraz procesów dyscyplinarnych, oraz dało prawo do odwłania od decyzji zwolnienia wszystkim dostawcom zwolnionym przez ostani rok. c) Wdrążyło system chroniący swoich pracowników przed obarczeniem winą za oszustwa klientów. Jednym z rozwiązań zaproponowanych przez środowisko dostawców jest wysyłanie klientom unikalnego kodu PIN, który musiałby być przedstawiony kurierowi w momencie dostawy. d)Opublikowało przeprosiny za złe traktowanie oddanych swojej pracy i ciężko pracujących dostawców, którzy zostali zwolonieni oraz żle traktowani. Dlaczego jest to tak ważne? Kilka dni przed Świętami Bożego Narodzenia w 2018 roku, Deliveroo zdecydowało się zwolnić ponad 100 swoich pracowników bez wcześniejszego ostrzeżenia ani też prawa do odwołania. Dokonało tego pod zarzutem oszustwa. Żaden z dowodów na takie oskarżenie nie został przedstawiony pokrzywdzonym. Wraz z 2019 rokiem, Deliveroo kontynuuje bezpodstawne okskarżenia nadal zwalniając dostawców. Jako usługodawcy na zasadzie samozatrudnienia nie mamy takich samych przywilejów, czy praw statutowych. W czasie gdy poszukujemy prawego rozwiązania tej sprawy, stwierdzamy że aktualna sytuacja prawna na nie wiele nam pozwala. Stąd też zwracamy się bezpośrednio do Deliveroo aby to traktowało swoich pracowników uczciwie. Wierzymy, że Deliveroo chcąc stawiać czoła konkurencji takiej jak Uber Eats czy Just Eat dobrze traktujących swoich pracowników, weźmie sobie do serca powyższe postulaty wobec swoich dostawców. W sytuacji gdy Deliveroo zignoruje zażalenia swoich pracowników, Ci oddadzą się dalszym czynnościom w tej sprawie. ---- Nós demandamos que a Deliveroo: a) Pare de terminar contratos e ameaçar os drivers sem evidências de que fizeram algo errado. b) Implementar um processo para recursos em todos os casos de terminação de contratos e processos disciplinares, e dar o direito a recurso a todos os drivers que tiveram seus contratos terminados no ano passado. c) Implementar um sistema de proteção aos drivers para que não sejam culpados por fraudes cometidas pelos clientes. Uma solução seria enviar para o cliente um pin único que seria repassado para o driver na entrega. d) Publicar um pedido de desculpas por seu mau tratamento para com os drivers honestos e trabalhadores que tiveram seus contratos terminados ou receberam mensagens ameaçando terminar o contrato. Porque é isto importante? Alguns dias antes do natal, no ano passado, a Deliveroo terminou o contrato de mais de 100 drivers sem dar aviso prévio ou direito a recurso, com base em acusações de fraude. Nenhuma evidência para essas alegações foi fornecida. Em 2019, a Deliveroo continua a fazer o mesmo, terminando contratos ou ameçando terminar com base em alegações sem evidências. Como somos self-employed, não temos os mesmos direitos legais que outros trabalhadores têm. Nós estamos procurando soluções na lei contra o tratamento injusto feito pela Deliveroo, mas nós reconhecemos que a lei não está do nosso lado, então devemos achar maneiras de pressionar a Deliveroo diretamente. Nós acreditamos que, como a Deliveroo enfrenta uma competição feroz com a UberEats e a JustEat, ela irá se beneficiar ao levar a sério os problemas e reclamações de seus drivers. Se a Deliveroo ignorar as nossas reclamações, então ela provavelmente enfrentará futuras ações de seus drivers. -- Arabic: https://pastebin.com/V2u88LZy -- Spanish: https://pastebin.com/JHzdbXgP -- Romanian: https://pastebin.com/imBHLqFQ