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    • If you are buying a used car – you need to read this survival guide.
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    • Hello,

      On 15/1/24 booked appointment with Big Motoring World (BMW) to view a mini on 17/1/24 at 8pm at their Enfield dealership.  

      Car was dirty and test drive was two circuits of roundabout on entry to the showroom.  Was p/x my car and rushed by sales exec and a manager into buying the mini and a 3yr warranty that night, sale all wrapped up by 10pm.  They strongly advised me taking warranty out on car that age (2017) and confirmed it was honoured at over 500 UK registered garages.

      The next day, 18/1/24 noticed amber engine warning light on dashboard , immediately phoned BMW aftercare team to ask for it to be investigated asap at nearest garage to me. After 15 mins on hold was told only their 5 service centres across the UK can deal with car issues with earliest date for inspection in March ! Said I’m not happy with that given what sales team advised or driving car. Told an amber warning light only advisory so to drive with caution and call back when light goes red.

      I’m not happy to do this, drive the car or with the after care experience (a sign of further stresses to come) so want a refund and to return the car asap.

      Please can you advise what I need to do today to get this done. 
       

      Many thanks 
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    • Housing Association property flooding. https://www.consumeractiongroup.co.uk/topic/438641-housing-association-property-flooding/&do=findComment&comment=5124299
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    • We have finally managed to obtain the transcript of this case.

      The judge's reasoning is very useful and will certainly be helpful in any other cases relating to third-party rights where the customer has contracted with the courier company by using a broker.
      This is generally speaking the problem with using PackLink who are domiciled in Spain and very conveniently out of reach of the British justice system.

      Frankly I don't think that is any accident.

      One of the points that the judge made was that the customers contract with the broker specifically refers to the courier – and it is clear that the courier knows that they are acting for a third party. There is no need to name the third party. They just have to be recognisably part of a class of person – such as a sender or a recipient of the parcel.

      Please note that a recent case against UPS failed on exactly the same issue with the judge held that the Contracts (Rights of Third Parties) Act 1999 did not apply.

      We will be getting that transcript very soon. We will look at it and we will understand how the judge made such catastrophic mistakes. It was a very poor judgement.
      We will be recommending that people do include this adverse judgement in their bundle so that when they go to county court the judge will see both sides and see the arguments against this adverse judgement.
      Also, we will be to demonstrate to the judge that we are fair-minded and that we don't mind bringing everything to the attention of the judge even if it is against our own interests.
      This is good ethical practice.

      It would be very nice if the parcel delivery companies – including EVRi – practised this kind of thing as well.

       

      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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probationary work period


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I work for a security company as security officer. 3 weeks now.

I've exposed illegal activity within the company, illegal operation of cctv without a cctv licence.

 

I went on the SIA site facebook, my manager saw my posts, regarding this issue.

I'm now having my probationary review looked at.

 

The company state it's not a disciplinary hearing, but I feel it is.

 

My performance is great, no complaints. Can they get rid of me, and what excuse could thay use........thanks.

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Unless you work in the NHS you have little or no protection from dismissal for raising this matter. They can dismiss you without a proper reason until you have been employed for 2 years, the only comfort is that if you are dismissed without following the proper process you can claim for your contractual wages and holiday pay due in lieu of notice but that is about it. somewhere between a weeks and a months pay

Best bet is report the employer to ICO and SIA but not on facebook or any other public method.

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  • 1 month later...
Unless you work in the NHS you have little or no protection from dismissal for raising this matter. They can dismiss you without a proper reason until you have been employed for 2 years, the only comfort is that if you are dismissed without following the proper process you can claim for your contractual wages and holiday pay due in lieu of notice but that is about it. somewhere between a weeks and a months pay

Best bet is report the employer to ICO and SIA but not on facebook or any other public method.

 

If they dismiss you for bringing illegal activity ti light then it will become automatic unfair dismissal. And it won't be difficult for you to prove all the discussions your employer is having with you. Just collect the evidence and Sue them for unfair dismissal.

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@ newlyn

 

Where in the OPs post do they mention all these discussions with the employer you refer to in your post? I don't see that mentioned anywhere in the OP's post

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I cannot give any advice by PM - If you provide a link to your Thread then I will be happy to offer advice there.

I advise to the best of my ability, but I am not a qualified professional, benefits lawyer nor Welfare Rights Adviser.

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Hi

 

Have you previously discussed your concerns with the employer?

 

Have you checked there Whistle Blowing Policy?

How to Upload Documents/Images on CAG - **INSTRUCTIONS CLICK HERE**

FORUM RULES - Please ensure to read these before posting **FORUM RULES CLICK HERE**

I cannot give any advice by PM - If you provide a link to your Thread then I will be happy to offer advice there.

I advise to the best of my ability, but I am not a qualified professional, benefits lawyer nor Welfare Rights Adviser.

Please Donate button to the Consumer Action Group

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If they dismiss you for bringing illegal activity ti light then it will become automatic unfair dismissal. And it won't be difficult for you to prove all the discussions your employer is having with you. Just collect the evidence and Sue them for unfair dismissal.

 

OP said his Facebook posts.were seen by his manager. That's why I thought his manager must have mentioned this in the ongoing probationary review.

 

OP should complaint this at the earliest to legal body. I don't know where to report but he can ask police and they can advise where to report.

 

This may still help him save his job as it quite looks like that OP will be terminated soon. He can still escalate the case as automatic unfair dismissal, even if he only believes that all this is happening because his manager saw his Facebook posts. Besides this keep proofs of good work done before the review started. Just keep all facts along with evidence where possible.

 

It's a civil case and decision will be made on balance of probability. So the more OP tries and gets his evidences the better it is. Even his efforts to save job and his strength of voice will away the decision if ye case went to tribunal or court.

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