I just wanted to say - despite the horror stories on here (which im troubled to hear about) You can win! I did, the most difficult part is trying to understand the law element and from my experience they do not seem to be interested in HR issues but solely Employment Law issues i.e. in my case I thought we would win on the way the redundancy process was carried out and after 3 days of hearing (which I thought went badly for us because our statement wasnt even questioned with the employer but was only read by the three judges in private) I was told it was a clear case of the company getting it wrong when they issued the HR1 because my department wasnt included so they only declared 30 days not 60 days notice. I didnt know about this until I produced the document (which had foruntately been given to me by someone doing the redundancy process) The company had a top notch law expert and didnt even declare the HR1 so the Judge was not happy LOL and said in summary that if I had produced that doc in the first ten minutes it would have been over and done with on day 1 and I would have been awarded the costs asked for (bout 20K) instead he awarded it as a 'technical error' and only awarded me 2 weeks instead of 10 times that but I still walked away with 12k and no regrets - but the real worth was knowing and having it legally recorded that the company were 'acting badly'

I hate to throw a spanner in the works.... But from researching my ET case I recall there are some very different rules associated with Directors/C.Sec's etc! IMHO your friend would be far better off getting some expert legal advice (Look for a Companies Specialist in your area via an Online search) because (I think) there are stricter time restraints and harsher penalties involved with Directors situations. Hope he gets on OK though - Good Luck!

Yup....... They say one thing and do another!!

a day and a half later - 149 views but not one reply I realise upon re-reading my initial post i sound like a complete whinger (and really I didnt mean to) so I apologise for sounding that way - its just the frustration! Im nice really:wink: Could really do with some advice on how to get Halifax to actually act upon my complaint though ... so please post if you have any thoughts Im away the weekend but ill check back on Tuesday - please comment even if its just so i know my posts really are being seen by others Thanks in anticipation...

Forgot to say - my gripe is that a. they made a heck of a lot of money out of this account due to their own advice and b. they defaulted the account due to thier own charges increasing the account and telling us to pay unless by PayPlan. c. they appear to have defaulted the account illegally (i.e. they increased the balance of the account through their own charges despite telling us they had frozen the account due to PayPlans involvement)

HI - I would appreciate some advice for hubby. He has a Halifax CC which he opened in 2004 - the bank matched his previous CC and transferred the available balance as the same although this card was cleared off. Everything was fine until i had to stop work suddenly through ill health - we pre-emptively phone H CC and told them of the situ and that our income was halving although it was still very good with just one earner - but we said we were unsure how we would manage. They advised us to pay minimum amount and try to keep payments - we managed but did miss one months payment and paid late and not in full the next month HCC then phoned us and suggested we contact PayPlan and they would deal direct with them as we would have interest cease etc and wouldnt need to make payments until a plan was in place - we did this and were told by PayPlan 4 months later that we didnt need their help! We went back to Halifax and continued to make payments although by then the card was 2k over limit and was in default - we questioned/complained about the default as we had followed their advice but they said it stood! We made efforts and paid off a fair bit to bring it under the limit and continued making payments - we wrote letters of complaint and had a couple of fairly lengthy phone calls asking why 1. there is no access to the account (card expired in 2006) but interest is still being added and charges were on the account regularly at the beginning - but they dont seem interested. We asked for the charges to be refunded and got nowhere and also feel as they created the debt/default through their advice we should be entitled to some rebate on the account. Basically I want some advice on where i go from here - complaints have resulted in nowt - they dont seem to feel they should refund and say that the interest freeze would only have occurred if we had continued with PayPlan. Im frustrated and want this settled as its all we have hanging over our heads other than one statute barred debt which im waiting for a DCA to ask for .... Anyone got any ideas what i do now? Basically we are left with a credit card with no card! Thanks for reading I know its a bit long winded.....Any comments welcome

It's my understanding that you do not have to be a Union member to request a Union representative at a D/G meeting - because it is a statutory right to be accompanied a Union Representative will attend upon request!

Hi Does your case have a case management order or has a prehearing/case management discussion been arranged? Are you in the 'disclosure' period? If so, I would write asking for ALL information relating to your dismissal to be provided to you within 7 days (or whatever information you specifically want though you must know that it is available i.e. the stock take investigation report) tell them if you dont receive the information within that time you will ask the court to order disclosure. If they dont reply or provide the information make an application to the court to order disclosure but you will have to give a valid reason for wanting the information and prove that it is relevant to your claim. Hope this helps - Hubby recently self represented and won, so it can be done!

You could also ask for a Councillor to oversee the investigation and provide you with assurance that she was not involved i.e. they have seen the id's

Having worked for an LA - I would persue this in a different manner. I would issue a formal complaint, enclose the info with id's scribbled out and state the exact position. i.e. you suspect your ex has accessed your records without authority. Tell the LA that you are aware that this is a breach of DP act and that you are informing her employer of a potential misuse of information/abuse of trust by an employee. They should then sit up and take notice. Say that you are not being vindictive and you do not want disclosure of the id of whoever accessed your records BUT you want a 100% assurance from the LA that they have investigated the matter and will prevent any further breach. Also tell them that you want her barred from accessing your data in future by locking your file. i.e. a manager has to authorise access

Not surprised they did the same to me. I sent a strongly worded complaint with a copy letter of complaint to the ICO - which I hadnt sent. Told Coop I wanted EVERYTHING They held on me within 14 days or complaint would go in and I would get compliance order. They sent a box of every transaction I had made to my home on the 14th day! Stupid idiots sent me the wrong account details tho - so off went complaint and I had everything from the right account 10 days later. Just keep on at them - address everything to the data controller and tell them you're holding them personally responsible with ensuring complaince with DP act as they are legally the person responsible!

Having read this post Im now even more unsure about continuing my ET claim than I was before.

Re: Net pay - Thats probably something else ive done wrong lol I based mine on gross pay

Thanks Papasmurf The Vento case was what I was trying to find. If you google it theres a great deal of information online to view. Gives you a good idea of the 'value' of injury to feelings. Hope thats helpful. PS sorry for the late reply - I got sidetracked adding more info to my paperwork!

HI Im in the same position i.e. self representing. At this stage for the schedule of loss - you simply need to evidence what you are claiming. i.e. if you were earning x per week provide a payslip - claiming unemployment - a copy of the award notice. etc... How long had you worked there? How has the other party justified not having given you a contract? still looking for that 'feeling' blog ss....