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adelburn

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  1. Thanks for your reply. I've confirmed it with he tenant. She's currently sorting out a payment plan with them, but how liable am I? Do they not have a duty to limit my losses?
  2. I handed my notice in as guarantor a few days ago as I've quit my job to go travelling so am no longer in a position to act as guarantor. The estate agents have replied with "I'm afraid it's not that simple as the tenant owes £4,400". I have now received a letter stating they're applying for a notice of possession and taking me to court if I don't pay the arrears. I doubt I have my guarantee agreement anymore and they haven't sent me the signed copy despite requesting it via email. To clarify, I have received no prior notification of the arrears building up. Am I correct in thinking they were legally responsible for notifying me of arrears?
  3. I'm hoping someone can help me as I'm not sure what to do. I receive council tax benefit so do not have to pay council tax, but on the 15/11/11 I received a bill of £17 as they had overpaid me because I was moving at the time and they don't pay council tax on 2 properties. It's my own fault, but as I don't pay council tax I didn't pay this bill. Then yesterday I had a hand delivered letter from the bailiffs saying they will be coming back tomorrow to seize my possessions unless I pay £278 including costs for removal. I've received no other letters from the council or the bailiffs other than these 2. I don't mind paying the £17 but the council say they can't do anything as it's been passed to the bailiffs. Could anyone help me please?
  4. Nothing legit that I can think of tbh. I know the new manager has disliked me ever since he started, which I believe to be because he thinks I haven't offered him enough support whilst he settles in.
  5. I've had my hearing and got a first written warning Could someone check over my appeal message below and advise if anything should be removed, or worded better please? "Firstly apologies if you are not the correct person I should submit my appeal to, however it is the 6th day since my disciplinary hearing and I have been given no information or outcome of disciplinary hearing letter. I believe this is due to the fact I stated in the hearing I would like to be handed the documents as at that time I was changing my address details with HR. Due to the way the disciplinary has been handled it wouldn’t surprise me if the documents were sent to my old address so I wouldn’t be able to appeal during the 7 working day window. I am appealing what I believe to be the first written warning I was given on the grounds of victimisation. I was accused of “Falsifying records”. During the investigation interview I specifically stated I was trained to do the thing I was accused of and not only that, but everyone was doing not only this but further actions that could be deemed as “falsifying records”. My trainer, or any of my colleagues were not investigated during the interview and with the only evidence gained was the investigation meeting with myself. At no stage since then have my colleagues been spoken to about their own falsification of records. The company disciplinary procedures also state “If an employee is accused of gross misconduct, … the Line Manager should suspend him/her for the shortest practicable time on full pay to allow an unrestricted investigation.” As I was not suspended and taking into account the points above, I can only surmise the outcome of the investigation meeting, and even the disciplinary hearing, was pre-ordained."
  6. They've not denied it yet, I was just wondering what I could do if they do. This is the actual disciplinary hearing. The only investigation done was just an interview with myself for me to provide my view of the events. They've done all of this. The letter stated I was being accused of "falsifying records", the evidence was just a copy of the investigation minutes. The possible outcomes are detailed in the company procedures they provided me. They also provided me with a right to be accompanied form. I really appreciate your help. It's definately helping to get my facts straight. Almost 5 years now. The new manager however has only been with us for a month, so I'm guessing he's looking to make an example of someone, quite laughable really.
  7. Correct. The only problem I can see is if they denied showing me this as they very rarely have us sign training documents. I know it sounds daft, but if the trainer were to lie, am I entitled to request a lie detector test? In the company discpinary procedures it states "If an employee is accused of gross misconduct, the line manager should suspend him/her for the shortest practicable time on full pay to allow an unrestricted investigation". In the "Invite to disciplinary hearing" letter it only states the purpose of the meeting is to "consider the allegation of falsifying records". I kind of jumped to the conclusion they were accusing me of gross misconduct as in the company disciplinary procedures it states examples of gross misconduct are "unauthorised entry to computer records or deliberate falsification of records" Cheers for that advice. First time around I just browsed through them, but I've now read them in full I've already noticed a few things they've done wrong.
  8. I've been accused of "falsifying records". My workplace have been trying to find ways of improving overall performance, I'm guessing the best way they found was to get rid of me , but seriously they have brought in a trainer to show us new ways of doing things. One of these ways was to complete the system work on time so as not to incur a failure and capture the actual information on paper, then add notes to the system to show the details are logged on paper. So I did as I was shown, then I was requested to attend an informal hearing where I was informed what I had done could be deemed as fraud and I was to explain my actions. After explaining that I was doing what I was shown, so as to improve performance, I was invited to an investigation interview where I again said I was only doing as I was told. Now is where it has gotten interesting. I've now been invited to a disciplinary hearing to "consider the allegation of falsifying records". I believe I am to be provided with all evidence gained from the investigation at the time of being presented with the invite. The only evidence I was given was the "investigation interview" minutes. Now surely as I had said in that interview I had been shown, they should have atleast spoken to the trainer?, which would suggest to me that the interview was irrelevant as a decision was made prior to the interview as to what the outcome would be, so it would surely be victimisation? Also as they have accused me of "falsifying records", surely this should be deemed as gross misconduct and I should have been suspended whilst the investigation was being done? If, after the hearing, they decide to formally warn me, or even sack me for gross misconduct, what would be the best way to appeal the decision? Any help would be greatly appreciated.
  9. I have been receiving it for 16 months. 8 of that was on the evening shift, but it was verbally agreed it would continue after I moved onto days. A new manager started 2 months ago, but at no time was it mentioned there was a problem. There is nothing in my contract stating they can do this and I have not signed an agreement stating they can.
  10. Sorry, the thread title is misleading. I was not told about this and only found out when I questioned them.
  11. I opened my wage slip to find I have been deducted shift allowance rather than receiving it. After asking why, I was told I was not supposed to be receiving it due to working days, so it was stopped and last months deducted. I had a verbal agreement with the previous management that due to my assumed supervisory role, I would get this as they were unable to increase my salary. I would be able to get this verbal agreement confirmed by others working here, so was wondering if there was anything I could do about this?
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