This is basically how this rip-off works.
You have a development manager and so as residents you are liable for his salary.
As part of his contract of work he is entitled to 23-25 days holiday, which is covered by his salary and thus paid for by residents.
Whilst the development manager is taking leave, Firstport require residents to pay for a relief manager in addition to funding the permanent development manager.
It could well be argued that irrespective of holiday leave, residents have paid for a full time development manager, whether that be the actual development manager or a temporary one.
But what happens if a development manager takes their holiday entitlement in the first half of the year and either leaves Firstport's employ or is transferred by Firstport to another development?
Suppose the incoming development manager takes their holiday leave in the second half of the year?
Given that residents are required by Firstport to pay the development manager's wages including holiday leave and to fund a relief manager during that leave, residents can end up paying for up to an extra 50 days work?
Residents would be advised to check expense files and development logs as this is believed to be a widely practiced method of charging by Firstport.
A similar scenario applies to training fees for development managers. Residents are required to fund training costs for development managers through their service charges.
Like the case of double leave, residents can be charged for each and every new development manager.
Residents should read their expense files and development logs with caution as Firstport have added a "degree of uncertainty" to headings in the files, possibly to disguise that training fees are supposed to be provided for as part of the management fee. So it does appear to be a double charge.
