I think I am right in saying that your ex employer would need an operators license for a taxi business. This is granted to a "fit and proper person" by the local council where that business operates. Make of that what you will, armed with the information to hand. There is also a Trade Association you could get in touch with called the National Taxi Association (not sure if can put that on here) oppologies to the mods if it is against the house rules. Best of luck in your struggle

A Couple of points from you last post. 1) Did you not think to ask what the pay and hours of work are at the interview ? 2) The 48 hr opt out is voluntary...you do not have to agree to it, and by signing the disclaimer you are allowing the employer to rota you on for more that 48hrs per week, but I stress it is your choice. Having said that it would seem that the employer is short on cash flow, given all the problems that you describe. You are probably best out of that situation, and I hope you get the money that is due to you.

Bloomingflower, This is horendous treatment. I feel for you, and as a HR Manager for 350 employees, would never even consider treating someone in this way. The advice previously posted here should certainly help, but just adding my support, and wishing you good luck with the outcome.

The assumptions and facts do not quite add up here OML is for 6 months and AML is for 6 months If you wish to return to work before the 52 weeks in total leave, you should be giving 8 weeks notice of your intention to return to work. On the basis that you intended to take the whole 52 weeks off, you have not given notice to your employer that you wish to return to work and by definition be fit for work. In my view you would not be entitled to SSP from your employer, but you may be able to claim from the DWP. Accrued holiday and KIT days are also issues that assume you would be fit for work and in theory you could ask for holiday pay.....but again you have not given notice of your return to work to enable holiday to be taken.

I introduced a policy that our ladies take ALL of the current year annual leave before they start their maternity leave. They are going to get it anyway, and it also gives them extra time off when the going is getting tougher for them in the final month. This works well and saves working out accrued pay etce.

The extension is only to allow the employer time to see if they wish to negotiate or find common ground with you. ACAS will have given a limited extension. Once that time has been exhausted a Certificate is issued purely to confirm that you have followed the process. You are then at liberty to raise the stakes by issuing an ET1.

Goodness me ! Just spent 30+minutes reading this thread, and there is no way the OP is going to take on board anything that he is advised, but I will say.... You can take a horse to water.......comes to mind. Newlyn, you still have 6 months to gaining 2 years service in this employment. Reality is that if the employer wants you out, they will do it, be that in the next few days/weeks or the final few days to coincide with notice that takes you up to 2 years. A conversation should be had that gives you a mutually agreeable exit. IMHO sooner rather than later, the longer you leave it the worse the exit strategy is going to be for you. The fact that these issues have been ongoing for so long must render your position untenable, and again the longer you leave it more detrimental for your ongoing career prospects. January is the best time for finding new roles, I think you would be well advised to use that time to your advantage..

Not confident at all, but I have seen the same judge on 3 different occasions now, getting a bit embarrasing. My defnce is good on this - a point of law so that gives me a liitle bit of belief and if it goes wrong there is the option to appeal. Beau

I was not able to attend court so I am waiting for the Judges decision by snail mail. End of week I would of thought Beau

Thanks for the support I am not attending personnaly so will have to wait for the judges decision by snail mail. In case anyone is interested link to the relevant thread http://www.consumeractiongroup.co.uk/forum/showthread.php?249017-OH-v-Mr-Cohen-Again!! Thanks Beau

I am in court on Monday directly on this issue- where by no date was given for remedy by GE Money followed by termination by a DCA that they employed. Watch this space Beau

Hi Labrat, If you have not agreed to this deduction then it is illegal. Seek an explanation from your Pay Office as soon as possible, telling them that you cannot afford to lose such a huge amount of money in one go. Beau

I dont get chance to do it anymore because thay stopped phoning shortly after I phoned Aktiv Capital at 8.55PM knowing full well that thay closed at 9.00PM. I talked about how the account they were trying to collect on was not enforceable, with them trying desperately to get me to make a payment I finally said that I had deliberately phoned at the time I did, to make them stay late. Threat monkey was not best pleased, he said "YOU DID THIS ON PURPOSE" I said yes just to get them back for their constant harrassing calls. A few days later I got a letter saying they were investigating my complaint?? and that I would here back with a final response. I never did here back and they have never phoned me again - so yes I do really miss you Aktiv Kapital you are just so easy to wind up!! Beau

Hi Summer30, Did you write to the DCA as Sidewinder as suggeted ? Still believe this is your best course of action. Even more so now that the ex employer would only like you to converse in this way. The DCA can jump up and down, scream and shout but they cannot actually DO anything until they prove the alleged overpayment. Beau

Hi Summer30, Have you written to the DCA to ask them to prove it? If not suggest you do so with a warning that as far as you know your Husband owes nothing. The ball is firmly in their court to show how the overpayment (if any) was made up and occurred. All other tactics to get you to pay should be ignored as scaremongering. Beau