http://www.consumeractiongroup.co.uk/forum/content.php?414-CCA-request-letter http://www.consumeractiongroup.co.uk/forum/showthread.php?159445-Getting-Them-To-Reveal-Their-Vitals.-Using-CPR-31.14-to-Your-Advantage Yes both to MK

So sorry to hear you have lost that special lady Lex big **Hugs** xx

My investigating officer made it very clear to me that it is NOT the amount of days/nights (except if it's full time of course) but the post,belongings,insurances and no other fixed abode that are taken into consideration. I was not aware I was doing anything wrong either,,luckily ,it wasn't too harsh but now I make sure I'm whiter than white re benefits cos it's so flaming stressful when it goes wrong

I just thought I would share my experience with tax credits office this morning. I'd claimed tax credits as a single parent for a long tome, then with my husband as a joint claim for last two years. I received a letter last year from compliance team to say they were investigating my 2009/10 award. During 2009 I received a payrise, didn't inform tax credits as it was February and thought I would just alter my renewal when it came, only my renewal came and I completely forgot and my renewal went through automatically on the lower salary. For 2009/10, i was overpaid because they assumed I was on lower pay from previous year. All got sorted in 20

Have unapproved all the off topic posts as serving no purpose.

Hello guys. I've advised the site team of the turn of events since yesterday and this thread will be reviewed. If it's deemed helpful to the OP, it's possible that some posts will be removed, which won't be a personal slight, just to keep the thread fluid. Jee, please let us know how you're getting on. My best, HB

Hi A+, I am afraid I cannot advise as to whether the superior landlord taking over would constitute enough of a change to warrant the protection of your deposit - this is best directed to an independent legal advisor. If it transpires that the deposit should have been protected, you are able to issue court proceedings if you wish to do so, from the 31st day after which the deposit should have been protected (as the deposit needs to be protected within 30 days) even if the tenancy is still ongoing, again it may be wise to speak with an independent legal advisor before doing so. I have taken some wording from the TDS guidance on the Locali

I think the outcome might depend on what sort of employer is involved. Any tax payer funded organisation will have little to no tolerance for this. The outcome is likely to be gross misconduct followed by dismissal. If it is a highly unionised workplace (National Rail for example) she may get protection from the union. A large multinational will have little tolerance for this too - especially if they have a public brand image (McDs for example). If it is a small, private company your OH should apologise profusely and blame it on the heat of the moment (while having an argument with you and taking it out on work, drink,

I really think that there is far too much of people going off sick because of stress, of course a disiplinary hanging over you is stressful but thats life and really not a reason to be running to the Doctor and taking up appointment times that are hard enough to come by anyway. Obviously there are cases of serious stress and illness and those people do need to see the Doctor but not for somthing like this. Go to the meeting apologise say it was said in the heat of the moment and hope for the best, but dont start playing silly so and sos with sick notes, its not worth it and again is that somthing you want on your work record? Employers

Definitely, I would still recommend talking to the union. It is important to establish whether the employer regards you as having had a formal warning or not. If they do, you or the rep needs to point out that the warning is not valid as due process was not followed. In terms of resolving the situation longer-term, I would speak to your manager, perhaps even the manager above them, with the union rep perhaps, and explain the workload issues, presenting the data you have and the average industry standards for the number of workstations which ought to be covered per person. The disciplinary route is not really one which in my view is appro

I am no legal person, but I know it will help the experts if you can post up the particulars of claim, verbatim. Did you receive a letter before this entitled "letter before action" or similar? The 6 years starts at last payment (or acknowledgement - usually an offer of payment). Not default. Anyway, please post up the POC.

Hi littlemissy, survival tips? Do try to get some sort of legal support advice. Employers get away with less tricks if you have a legal advisor/support of some kind. The link below might help point you in the right direction. http://etclaims.co.uk/getting-advice/ Amazingly your household insurance might even cover your legal costs! Given your financial circumstances maybe a law centre could refer your case to the FRU (as mentioned in the link above)? The stronger your case the more your employer will try every trick in the book to trip you up and dispirit you. It's a perverse logic, but the more they hassle you, and