You have witnesses to the sleepwalking incidents though and statements can be made.

All complaints with both Newlyn's and Harrow have been raised to stage 2 of their process. They failed to meet the timescale set in stage 1 of their procedures in all but 1 instance. This works in my favour.

Spoke to TEC today. The reason for them not responding to me was that I had used the incorrect email address, missing out a . somewhere so reissued and receipt received. I emailed Harrow and requested that all complaints made now be raised to stage 2 of the complaints process by someone higher up the tree. I require to demonstrate that I have used all possible avenues open to me within Harrow. I have been unable to follow through on a SAR although the form has been submitted and they have waived the fee. They require me to attend in person and present my passport or driving licence plus utility bill etc, as this link demonstrates. http://www.harrow.gov.uk/info/200031/data_protection_and_freedom_of_information_foi/647/data_protection_act/3 This would be OK if I lived in the London area but their policy is surely something the Information Commissioner should be made aware of. I have though asked Harrow for a way around this issue as I cannot post these documents because I have no faith in Harrow not to lose them given their track record, possibility of identity theft and I'm pretty sure that neither the DVLA or Passport Office would be too keen on them leaving my possession for a whole variety of reasons ie identity theft etc, and I would be held liable. I have informed them I may resort to ICO if there is no suitable way forward. My local police, could for example, witness these documents and supply a letter as to my identity, but I will leave the ball in Harrow's court meantime. Alternatively I could perhaps pop into my Sheriff Court for a JP to sign a document confirming ID. I met with CAB today and they have seen all evidence. They are assisting with the small claims process. They believe I have a strong case. I will however, give strong consideration to using both the LGO and/ or OFT before that route. I want an example made of Harrow and their bailiffs and I want it publicised.

I really think you deserve a run in the league cup and wish you every success Menwhile my really good friend Craig Whyte is back on the scene at Rangers. He is a an incredible character and has gone down in Scottish football history Here is a recent article by the well known and respected Journalist Alex Thomson of Chanel 4 http://blogs.channel4.com/alex-thomsons-view/

was eaten with gusto and followed

I can mind you joining- many congratulations. Do you not remember? Another one bites the dust!!!!!!!!!!!!!!!!........................................... in the bank forums.

For a variety of reasons, I have not been able to update. Therefore, this is just a brief update I have received no confirmation or acknowledgement from TEC. I will get in touch with TEC tomorrow as that is a full 7 days. I have received no further correspondence of any kind from Harrow Borough Council in respect of formal complaint and formal complaint 22, nor SAR and FOI requests. I have likewise received nothing further from Newlyns PLC. Over the weekend I will check all of the respective dates the complaints were raised, the dates of SAR and the dates of FOI requests and then consider the next steps.

Now, there is a debate.

At Celtic Park as well, could not have been better scripted. Did you know about the following hush hush proposals?

I sometimes go on the kickback forum (just to read)- terrace etc as they can sometimes be on the ball with all things Sevco.

For some strange reason I bought a pipe and tobacco just before Christmas. It followed some discussion in the house about my smoking. After which an electronic cigarette and charger were left on the table beside my chair, as if some wee fairy had left it. Since early retirement I switched to roll up's. Buying the papers in bulk on Ebay. The pipe story is very much true but it is, as yet, unused. I have walked about with it when my wife is out. The temptation is very much there as I have my own smoking drawer, buying many packs of lighters etc from poundland when on the mainland. It's daft I know, but because I have no shops nearby, I always buy extra tobacco to ensure I don't run out. That has to stop at some point. I do know that. Folk even pop round to me if they run out and replace it later.

For the information of newbie's TEC are not responsible for the actions of bailiffs. Any complaint is best made to the client employing the bailiff for PCN's, as they manage and monitor the contract. At least, that is what we are told is supposed to happen. Complaints can still be made to the bailiff company of course but you are unlikely to get satisfaction.

Yes, I remember whenever there was a full moon, it always started. Thanks for the info and feedback!

Jambo's were my dad's team. Hearts have the dignity to seek a resolution of their affairs and not be liquidised. That is to be applauded.

I note you are still on line but have not replied. Perhaps you are busy on the case. Keep calm. I missed the blooming obvious-------- the van drivers. OK there is a tracking system, but where are their statements and why have you not got them? Have these van drivers been interviewed, if not why not? They are a key part of the case and can be called in your defence. Additionally, ask for full details of each days tracking records for the vans that were involved in items going missing. There might be something in that that gives a clue. Has stuff gone missing before? I would not be surprised if it had as it's a large organisation. What happened on those occasions and were the same van drivers involved? Is there a pattern? Look for evidential stuff that builds a pattern and add these kind of questions to your list for the meeting. They will have a list of questions prepared for this. If your answer goes one way, they are prepared for that and have another question prepared, missing on out. So, you need to be aware of that and act accordingly. You are given the opportunity to state your case. This is best done by having an itemised statement like we discussed before. Do you have any questions to ask us? Best of luck.

To add to what Caro has, said, do not under any circumstances go alone. This is vital. They can be a shoulder for you, prompt you and take notes. Tonight you need to itemise a full list of all points you need to get across You are entitled to question the validity of the statements, make sure you do. You should call the other 2 people as witnesses and the person that dropped something of at home. You can ask them questions. You should have been given the opportunity to call witnesses. Is there CCTV coverage of the vans, ask to see that of the dates stuff went missing. If you are going to to the doctor, what about the hearing? On the dates stuff went missing what were you doing. Check your computer, for emails, your mobile for calls and texts to help you remember

My wife and I danced when she came home from work, before dinner which I had prepared. Try it, make someone happy and smile.

Don't worry. They will be bust and enter administration soon. They also face a possible 25pt deduction if that happens between now and the start of next season. They may end up in the bottom tier again. They have a larger squad than Celtic and pay out more on running costs, inc staff, directors and the largest squad in Scotland than all other Scottish clubs combined, except Celtic. They have 56 players on their books, I think Celtic have 50. They have only released one player during this transfer window. None are expected to leave and why should they, as they have contracts, giving them more than they would get elsewhere. They can't get rid of them as they would need to buy out the contracts and can't afford that obviously. They lose £1m a month. 5,000 attending are estimated to be free tickets. After new club issued IPO, share price peak of 88p now at 28p. Financial guru's bought in- higher costs. Court caes in the offing from ex Director Imran Ahmad and Craig Whyte who is on the case. He is a kind of hero that guy. Wish I had thought of it. Charles Green has not sold shares to the bus brothers. No possibility of inward investment in view of above. They will shortly announce the sale of next seasons season tickets, in a bid to get money, but...................... Something will be announced in the not too distant future. Sale and leaseback is actively discussed. The Grim Reaper is hanging over Cardonald not too far from Ibrox. There is not going to be any prospect of competition from Ibrox for 10 or more years, if they survive that is.

Right. This is very stressful but you have the support of your husband whom I understand works at the same place as you. Please make an appointment with your doctor regarding stress and anxiety and record the fact that you have been accused of gross misconduct and outline the impact it is having on you. Presumably the doctor will prescribe medication to you for stress/ depression/ anxiety caused by this and record a brief outline as to why these were prescribed. Your GP may even decide that in their opinion you are not well enough to attend a disciplinary hearing at this time. That would be a result as it gives you some more time. You would need to submit any sick note to your employer. This will be useful later for a variety of reasons. Do not mention any personal info or info that can identify where you work. I'm going to ask some questions in list format and you answer them all that way. It makes it easier to track back for others later on. I'm assuming you are innocent- is that correct? You said: . What do you mean by that? Your job seems to be related mainly to paperwork, what is your job and responsibilities? Do you come into contact with appliances and what are these.? What were you accused of and why do they assume it was you? Do you think it might be someone else? When did this alleged incident of theft take place? When did this meeting take place? When this "meeting" happened, what positions did the other 2 men hold within your work? Are they witnesses to the allegation of theft or were they just there as witnesses on behalf of the boss? Did they ask any questions and if so, what? (NB they can be brought as witnesses to the disciplinary hearing to clarify the issue about your boss's comments re the police coming to your door and any other inaccuracies in the so called report of the meeting. That way, things can be clarified and corrected. If this went to arbitration/ etc, it is similar to court, so statements need to be accurate.) What is the date of the disciplinary hearing? Are you fit to attend that? What does the letter asking you to the disciplinary hearing actually say- briefly outline main points? What documents are with that letter? What proof do they have, do they have witnesses, why do they think it is you? You need to think clearly about why you are being accused of this. Who is conducting the disciplinary hearing? Have they given you written statements from other employees regarding the theft? Have you identified someone who is competent that can accompany you to the hearing, bearing in mind your husband is out of the equation for a variety of reasons? Employees have a statutory right to be accompanied by a fellow colleague or trade union official when they are required to attend disciplinary meetings. You are not in a union so you need to decide who it is going to be. Do not attend on your own, for a whole variety of reasons but mainly, to be someone friendly in your company during a stressful process and to take note. They can prompt you to raise certain issues which you will have prepared in advance. You can take a friend. You would write to your employer advising them of this. You have a copy of their disciplinary policy, is that correct?. In your opinion, have they followed it? If not, why not? Is this a big or small business? This is a brief summation of the process If your employer thinks you are guilty of gross misconduct they must be able to prove that: the decision to dismiss you was one that a reasonable employer would have made (this is really about probability and not like being proven guilty in a court, unfortunately); and was fair and reasonable in the circumstances; and that the offence was so grave that dismissal was an appropriate sanction. (this is the case with you, given their allegations) To establish these elements, your employer should: Tell you that they suspect you of gross misconduct and that you face the sack if the case against you is proved. And undertake a thorough investigation to establish the facts. This is required under the Acas code of practice, which all employers must follow when dealing with gross misconduct. (A link is given below) (Note: Your employer may suspend you with full pay while they establish the facts, but must make it clear that this suspension is not a disciplinary action and does not involve any pre-judgment on its part). Offer you a face-to-face meeting to put your case and hear the evidence against you before deciding whether to take action. They should ensure that you are given reasonable time to prepare for this meeting. Allow you to bring a friend or colleague to the meeting. If your employer decides that the case is made out against you and decides to dismiss you, they must set out in writing: the alleged misconduct which has led to the dismissal; provide you with the reasons for thinking at the time of the dismissal that you were guilty of the alleged misconduct; and your right of appeal against dismissal. A copy of this written statement must be sent to you. You can appeal within the timescale. That is a legal right. Nothing they have done is illegal however. We might find something they have done that can assist you. A couple of the site admin are real experts on this, with great success. Some of the other regular posters are likewise expert. Please note this site, it has all the info you need. Your husband can help you go through it. http://www.acas.org.uk/index.aspx?articleid=1339 Before you do all this, run a hot bath, put on some relaxing music and take some me time. Then start working on the above issues and start thinking.

Please answer the following points, one by one in a list ie a new line for each answer. This makes it far easier for everyone to be clear on what is happening. So, please don't use one paragraph and not answer any questions. Who phoned you? (not a name, just their position within the company) Exactly what time today did they phone you? Exactly what time is the meeting tomorrow? What exactly did they say? Did they say it was an investigatory hearing? Or something else? If so, what? Did they give the reasons for the meeting? If so, what? Did you agree to the meeting? Can you contact your colleague in the union? That is important! Have you got a mobile or home number for him or has a close friend at work? You must not under any circumstances be seen to be contacting employees AT ALL and this needs to be done very discreetly. So, it is only with someone you trust with your life. If unsure, don't do it.

They have obligations to meet legally and perhaps within their own disciplinary procedures. EDIT: I just re read your post. The invite to the investigatory hearing should have been in writing and have outlined the reasons. You must be given time to prepare for the hearing and tomorrow is not adequate notice. I do not think it is reasonable check here http://www.acas.org.uk/index.aspx?articleid=4227#FAQ7 and http://www.acas.org.uk/index.aspx?articleid=4227#FAQ7 How do I investigate an allegation? Ideally, the person conducting the investigation should have no connection with the allegation, so they can find out the facts in a fair and reasonable manner. But finding a person who is unconnected is not always possible in a small business. However, whoever carries out the investigation must do so with an open mind. That entails talking to all the parties involved and producing written evidence, and being willing to look for evidence supporting the employee and against them. People involved should be asked not to discuss the allegation - or look for corroborating evidence or verification of what the employee and other staff are saying. And remember to keep an open mind, as what you uncover may not be what you expected. For example, someone's performance may have deteriorated because of a family bereavement they haven't told anyone at work about. Also, at this stage the employee does not have a right to be accompanied. For more on investigation go to page 17 of http://www.acas.org.uk/media/pdf/s/o/Acas-Guide-on-discipline-and-grievances_at_work_(April_11)-accessible-version-may-2012.pdf Although the ACAS guidance says there is no right to have a rep at an investigatory hearing, there may be a right to be accompanied to that meeting within the companies own procedures/ policies. You need to check if you have this right with your colleague who is the Union rep.

Does the web platform used have the facility to incorporate a tweet facility at the corner of each post? This would allow members to tweet important posts/ issues/ threads to their followers and raise awareness on certain issues. It would also raise the profile of The Consumer Forum. Or CAG to an auld fogie like meself.

Are you absolutely certain you no longer require assistance? I would suggest that some of the site team and others are perfectly qualified to help and I can confirm that their assistance has been invaluable over the years, resolving situations such as yours. They have helped people get through situations like this and keep their jobs. They have helped lessen the stress on someone. If the meeting is just cancelled because the area manager is sick, you are still going to need help and assistance. If anything, it is clear that such an accusation is very distressing and hurtful. To be in that situation is not pleasant and is stressful and you need support. You don't need to handle it on your own. Everything would need to be in the same thread anyway, as there would be no point in starting a new thread. That way, information can be lost and the site team then have to tidy up and merge threads at a later date. I can see you coming back here soon with further posts. I know that from experience. Have they given you anything in writing yet and what was the date? If so, please detail it, and do not include any personal details or the name of the company nor other employees etc. .

Today I issued a Formal Complaint to TEC (Traffic Enforcement Centre) requesting that they conduct a full investigation into all circumstances leading to them breaching their guidance by inputting a Scottish post code into their enforcement system which led to subsequent court action being granted against me. I referred to my earlier telephone conversation. I have requested that court records be amended and retracted. I have detailed the damage to my reputation and credit file. I have told them of the resultant impact on my health. I have asked what information was sent to them by Harrow. I have asked for full redress. In kept it relatively short and to the point. I will update when I receive a reply.

Can you please confirm that the investigation against you has stopped, that you have returned to work from suspension (with no mark on your employment records) and that you no longer need assistance, please. I will then contact admin for you, no problem. But we just want to make sure you are OK, please, as it is not clear from your last post.