i have just had a letter back saying my credit card around 2001-4 is outside of banks retention period so they cannot provide the data i asked for for my sar. so i assume the ppi complaint i sent will also be declined.... shocking.... they are of course lying through their back teeth any suggestions of how i should respond???

What is the consensus on the grace periods the BPA have in their CoP ? The latest BPA CoP from january 2018 says this - 13.1 If a driver is parking without your permission, or at locations where parking is not normally permitted they must have the chance to read the terms and conditions before they enter into the ‘parking contract’ with you. If, having had that opportunity, they decide not to park but choose to leave the car park, you must provide them with a reasonable grace period to leave, as they will not be bound by your parking contract. 13.2 If the parking location is one where parking is normally permitted, you must allow the driver a reasonable grace period in addition to the parking event before enforcement action is taken. In such instances the grace period must be a minimum of 10 minutes. 13.2.a Vehicles are not permitted to park under the grace period in spaces designated to specific users for example Blue Badge holders. At all times vehicles must have appropriate and valid permit e.g Blue Badge on display for enforcement officer to inspect. 13.3 You must tell us the specific grace period at a site if our compliance team or our agents ask what it is. 13.4 You should allow the driver a reasonable period to leave the private car park after the parking contract has ended, before you take enforcement action. If the location is one where parking is normally permitted, the Grace Period at the end of the parking period should be a minimum of 10 minutes. Item 13.1 allows for entry through the ANPR and time to park, get out and walk over to the T&Cs signs and read them..and then leave without paying if that's what they want to do having not entered into a contract. But it is ambiguous as to whether having read the signs etc, there is an additional grace period allowed to walk back to the car, get in and drive out and through the ANPR cameras. It says later on 10 minutes minimum under other circumstances...but surely that 10 minutes must apply to 13.1 too ? Item 13.2 is total nonsense and I don't know what it means ..it seems to imply that only 10 mins grace is allowed in total ? Item 13.4 now seems to contradict 13.2 as that states 10 mins 'to leave' the car park..but what about entry..and reading the signs ? Anyone who can decipher this tosh ?

Hi, my shift pattern includes shifts which require me to work periods greater than 6 hours. There are no in built breaks within these shifts. I have approached my employer about this issue and their response was that they have a workforce agreement in place and therefore they can exempt section 12 of the WTR under section 23 of the WTR. My guess is that they can also exempt section 12 under section 21 as the job is a special case as described in section 21. What I think they have missed is the effect of section 24 WTR on both sections 21 and 23 and their duties in regard to that; Compensatory rest 24. Where the application of any provision of these Regulations is excluded by regulation 21 or 22, or is modified or excluded by means of a collective agreement or a workforce agreement under regulation 23(a), and a worker is accordingly required by his employer to work during a period which would otherwise be a rest period or rest break— (a) his employer shall wherever possible allow him to take an equivalent period of compensatory rest, and (b) in exceptional cases in which it is not possible, for objective reasons, to grant such a period of rest, his employer shall afford him such protection as may be appropriate in order to safeguard the worker’s health and safety. I may be wrong in this but my opinion is that there should be an in built break on the shifts where I am required to work longer than 6 hours. I don't think that the act allows employers to remove the breaks completely just whether they can be taken at that particular time or not. Regardless of this section 24 overrides sections 21 and 23 and compensatory rest breaks must be provided ? It is a dangerous job 24/7 so breaks are paramount. What is your opinion ? Thanks in advance.

I have a query about probation periods. I started employment 10 month ago and was told the first 6 months are my probation period then I have to get signed off. I have still not had letter of confirmation that I have been signed off. Contacted HR and they said that they are waiting on signed probation form from my boss before I can access company benefits etc. My boss has contacted me once over this but did not reply to my email about a meeting. Where do i legally stand in this case? HR said there was no black marks against my name and no reason I should have failed my probation period. Also because I have past my first 6 month I should be fine. Can anyone give me any info?

Hi I claim working tax credits 1 am 64 yrs old and work only 30 hours a week , because I suffer rather badly from DVT's had 3 and the last one was a "Pulmonary Embolism" the PE being 2015 because of which I HAD to have 13 weeks away from work and in complete rest . Not my choice though I was particularily ill , 5 out of 6 people do not survive this illness , so my consultant would not take any chances . I am self-employed and I do have an accountant/book keeper , would the time I had away from work affect my claim . regards 29.

ok hoping someone can advise here, my husband is currently at risk of redundancy, those made redundant will not be needed after the end of august, as my husband has been with the company for 11 years he should be given 11 weeks notice or paid in lieu of notice if not required. my husbands employer is telling him that they can make him work his notice at another site, can they do this especially considering that the other sites do not generally work on the same pay, hours or even the same job role as what my husband is on so don't know how they can make him do that. plus it would most likely mean him having to travel further which means more travel fares, can they do this? I thought if he was not required to work notice at his site doing his job that they should pay him in lieu? does anyone have any experience or knowledge on this and if the costs are more to him due to extra travel fares and considering that he would be under notice of redundancy can the employer make him do this and if so shouldn't they pay him for the extra cost involved too?? thanks in advance

This is likely to be a move we will see from other Councils. It will surely affect those who entered the buy to let market before the credit crunch and find themselves with empty houses as the austerity measures bite. http://www.bbc.co.uk/news/business-20634448

Hi guy's I went for a work induction for a security company last Tuesday and was offered work on the Friday morning and Saturday, up until the Saturday evening I had not received my letter of employment or contract. In my letter of employment it stated I had 14 days to question the T&C's. By the Sunday I hadn't signed any contract or letter of employment and had found out some nasty things about the company which led me to resign on the Monday after working just 2 day's. The HR manager was very nasty on the phone to me after quitting and told me that Iwould not be getting paid for the 24hrs worked on the Friday and Saturday. CAN THEY DO THIS ??

Hi there, I am new to this forum and need some advice. I have spent a whole morning talking to mortgage advisors only to find out that because my contact has a 3 year probationary period I can not take out a mortgage until this period has run its course. Firstly are probationary periods legal? And is 3 years excessive? I can find no where on the internet which gives me any guidance on the legal length of probationary periods. I never knew that this would effect my chances of buying a house. Am I able to fight the length of this period even though I have already signed my contract? Any advice would be extremely welcome. Finally is there a thread might might be a better area to post my question?

hi, i want to leave my current employer with less notice period theyn contract states. i have been very open and asked to work with them to come to a mutual agreement but they are digging thier heels in. what can i can?

Hello, I would like some advice please on my current employment situation. In May this year I left my previous business where I have functioned for 10 years to commence in a senior management role within a much smaller supplier operating at their Head Office The terms of my contract consisted of 3 months probation commencing 21st May 2012. Unfortunately my father passed away on the 7th July and I spent 5 working days on compassionate leave. Following this my line manager took vacation amounting in total to three weeks. Upon her return to the business in August I enquired about my contract as the 21st August was fast approaching. The conversation was buoyant, positive and in no way contained any negativity that would challenge my perception of my future in the business. My line manager advised that given the level of absence from the business from us both she would like to extend my probation period by a further month to the 21st September – she advised she would confirm this by email – this email was never received, however, I verbally accepted – what choice did I have ? Since the 21st August t the situation has changed rather – the CEO of the business to whom my line manager directly reports visits the UK on a monthly basis – three weeks ago the visit was charged with a vindictive verbal approach to all 14 UK staff, followed by blatant sexist language, behaviour and sexual gestures to the female members of staff. The day following this a meet up with the CEO, myself and three members of my staff before a meeting with a customer contained this time not only sexist comments but direct racist references, language and “ humour” witnessed by all present. This upset be greatly and I mentioned my reaction on this to my line manager. Since that day the atmosphere has shifted significantly – my contract has not been discussed, several people have commented that probation periods are for the choice of the individual not just the business itself plus there have been comments of “ things are different here”. Several emails have been copied I assume in error to myself from the CEO describing to my line manager to get rid of me and replace me with two people he knows. Anyway I have pushed for a review of my contract Monday 17th September where my gut feeling is my probation period will once again be proposed to be extended or terminated altogether – where do I stand on this ? am I completely powerless due to the probation period still in operation ? due to an email not being received from my line manager can my probation period be extended verbally ? given the nature of the reasoning behind my questioning of the core ethics of the business does this impact on anything ? Any advise would be gratefully received Many thanks

Hello everyone I am hoping someone will be able to answer my question regarding my mortgage payments while I am on JSA. Here is my dilemma. I was made redundant last year after 22 years as a civil servant. I received JSA contribution based for the maximum six months and have since been receiving JSA income based. I recently started to receive payments of my mortgage interest from the DWP. I have been offer a job - albeit a part time temporary job which will finish in January. My dilemma is will I have to wait nine months again before I can receive my mortgage interest payments again or is there a linking period between my two claims as I will have only been employed for around 4 months. I am reluctant to take a part time job if it means losing my interest payments and will have to wait nine months again when I reclaim in the new year. I am desperate to work and would love a full time job but this is the only job I have been offered. I really don't know what to do and the DWP have been really unhelpful. They won't give me information without having my name and national insurance number and I don't want to give it if I decide not to take the temporary part time job and they say I've not been actively seeking employment. Please help me. Thanks Flippy