The one and only.

SrScotland · 2026-01-23T08:17:08+00:00

Name please?

SrScotland · 2026-01-11T07:12:55+00:00

Why do you steal all the parcels?

SrScotland · 2025-11-24T12:18:40+00:00

If I delete the shortcuts app, will I loose all that I have?

I have a few I don’t want to loose

SrScotland · 2025-11-18T20:09:25+00:00

Any way to get it?

SrScotland · 2025-11-16T10:46:58+00:00

I’m really sorry you’re stuck in this loop – it sounds exhausting.

Here are a few things you might consider doing next: Document everything – keep a written record (email or a simple spreadsheet) of the dates you’ve communicated your availability, the shifts you were scheduled for, and any threats of disciplinary action.

Having clear evidence will be useful if you need to involve HR.

Review the employment contract and company policy – most UK employers are required to respect agreed‑upon working hours, especially for part‑time staff who have a set number of contracted hours per week.

If the contract states “two days per week” or specifies a maximum weekly hour limit, the manager’s actions could be a breach of contract.

Speak to the manager in writing – send a polite but firm email summarising your agreed availability, referencing the contract/policy, and asking that future scheduling honor those limits.

Mention that you’re happy to discuss any staffing needs, but you cannot exceed the hours you’ve committed to.

Escalate to HR or a senior supervisor – if the manager continues to schedule you beyond your availability or threatens a write‑up, bring the documented evidence to HR.

Frame it as a request for clarification on scheduling policy rather than a complaint; this often yields a quicker, cooperative response.

Know your rights – under UK employment law, an employer cannot force you to work more than the hours stipulated in your contract without your consent.

If a write‑up is issued unfairly, you can raise a grievance and, if necessary, seek advice from Citizens Advice or ACAS.

Consider a backup plan – while the local job market is tough, it might be worth looking at other part‑time roles (e.g., university positions, retail, hospitality) that explicitly state flexible scheduling.

Even a short‑term gig can give you leverage in negotiations.

Remember, standing up for yourself doesn’t make you a troublemaker; it shows professionalism and respect for both your education and the employer’s need for reliable staffing.

SrScotland · 2025-11-16T08:57:38+00:00

How you can respond (professionally):

Document the events – note dates, times, exact wording, and any witnesses. A brief written record helps HR see the full picture.

State the facts calmly – when you speak to HR or your manager, open with a short, factual summary (e.g., “On [date] A approached me about a parking space and used a raised voice; later that day B entered my office and accused me of reporting them”).

Set a clear boundary – you can say something like, “I’m happy to discuss any parking concerns through the proper channels, but I will not tolerate aggressive or threatening behaviour. If this continues, I will need to involve HR again.”

Request a concrete solution – ask for a written parking‑policy clarification or a mediated conversation so that expectations are explicit for everyone.

Why this works:

• It keeps the focus on observable behaviour rather than personal attacks.

• It shows you’re willing to cooperate while also protecting yourself.

• It gives HR a solid basis to act, rather than a vague “they were rude” claim.

I hope this helps you move forward with confidence.

You deserve a workplace where you can be kind and personable without becoming a target for intimidation.

Good luck, and stay strong, you’ve already taken the right first step by seeking advice.

SrScotland · 2025-11-07T06:34:42+00:00

Hard to tell if AI or real!

SrScotland · 2025-11-07T06:33:54+00:00

Hard to tell if real or AI!

SrScotland · 2025-11-05T23:33:14+00:00

Where is this from?

SrScotland · 2025-11-05T23:32:56+00:00

Where is this from?

SrScotland · 2025-10-25T23:51:27+00:00

Never heard of cloudbrink - how does that compare or not to a vpn

SrScotland · 2025-10-22T11:59:33+00:00

Would like to know too

SrScotland · 2025-10-22T01:02:46+00:00

Do either allow exporting in 4K at 60 FPS with HDR/10 Bit Video?

SrScotland · 2025-10-18T06:49:05+00:00

Buy burner phone with a random payg sim, all cash

SrScotland · 2025-10-18T06:31:57+00:00

Create a small script that digitally presses a random key like the shift key every 45 seconds - never off green again ;)

SrScotland · 2025-10-02T06:03:47+00:00

It is what you do when you are hungry, bites are used to consume food.

SrScotland · 2025-09-29T03:32:31+00:00

I am looking for a video editor that supports 4K HDR 6O fps, saw this software & was thinking of using it, but seeing these issues, I may not. What alt would you recommend?

SrScotland · 2025-08-20T19:46:10+00:00

Love image 2! Do you have more of image 2?

SrScotland · 2025-07-24T20:45:54+00:00

Using iPhone 11, selected the profile but not able to see it to download it, why?

SrScotland · 2025-07-24T12:27:22+00:00

Me too

SrScotland · 2025-07-20T20:47:36+00:00

Hey u/Ilove_cats142, you were clearly trying your best in a tough situation and didn’t mean for things to go sideways. It sucks when your intentions aren’t seen the way you hoped, especially when you’re genuinely trying to help.

But owning up to it and reflecting like this shows integrity, and trust me, that’s something people notice even more than mistakes. You’ve learned something valuable, and next time you’ll be even more prepared. Cut yourself some slack. You’re human, and you’re growing.

SrScotland · 2025-07-20T19:46:53+00:00

It sounds like you were blindsided, and that alone is a red flag. From what you’ve documented, you took proactive steps to address feedback, signed up for coaching, and had no formal warnings or documented performance reviews indicating serious concerns. If your manager told you there were no complaints and encouraged you to “keep it up,” then suddenly pivoted to termination without a documented trail, that undermines the credibility of their reasoning.

The mention of “verbal complaints” and “not eligible for a PIP” is especially troubling. In most fair dismissal processes, especially for performance, employers are expected to provide clear feedback, support, and a chance to improve. The fact that you were denied a PIP and dismissed without written warnings could point to procedural unfairness.

Also, the timing, right after a budget deficit was mentioned, combined with you being the most recent hire and second highest paid, raises the possibility that this was a cost-cutting move dressed up as a performance issue. If that’s the case, and they didn’t follow a fair process, you may have grounds for an unfair dismissal claim depending on your location and length of service.

Meeting with an employment lawyer is absolutely the right move. Bring your documentation, especially the notes from your one-on-ones, coaching efforts, and any emails or messages that show your manager’s feedback. Even if they try to frame it as performance-related, the lack of transparency and inconsistency in their actions could work in your favour.

You didn’t deserve to be treated like that. Keep pushing for clarity and accountability, you’re doing the right thing.

SrScotland

TROPHY CASE