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meagain

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  1. This topic was closed on 11 March 2019. If you have a problem which is similar to the issues raised in this topic, then please start a new thread and you will get help and support there. If you would like to post up some information which is relevant to this particular topic then please flag the issue up to the site team and the thread will be reopened. - Consumer Action Group
  2. This topic was closed on 10 March 2019. If you have a problem which is similar to the issues raised in this topic, then please start a new thread and you will get help and support there. If you would like to post up some information which is relevant to this particular topic then please flag the issue up to the site team and the thread will be reopened. - Consumer Action Group
  3. This topic was closed on 10 March 2019. If you have a problem which is similar to the issues raised in this topic, then please start a new thread and you will get help and support there. If you would like to post up some information which is relevant to this particular topic then please flag the issue up to the site team and the thread will be reopened. - Consumer Action Group
  4. This topic was closed on 10 March 2019. If you have a problem which is similar to the issues raised in this topic, then please start a new thread and you will get help and support there. If you would like to post up some information which is relevant to this particular topic then please flag the issue up to the site team and the thread will be reopened. - Consumer Action Group
  5. This topic was closed on 10 March 2019. If you have a problem which is similar to the issues raised in this topic, then please start a new thread and you will get help and support there. If you would like to post up some information which is relevant to this particular topic then please flag the issue up to the site team and the thread will be reopened. - Consumer Action Group
  6. Then I would appreciate it if people would stop telling me stuff that I already know. You'll find these choice words in my original post: I have already dealt with most of the legal aspects, so I don't need to be told about the length of service. What I'm focused on here is getting the money I'm owed - it may only be in three digits but in my current circumstances that's something I can't afford to be without. So, in other words, your advice is to write a letter. Which is the very thing I came here to get help with.
  7. How do you come to that conclusion? Unless what you're suggesting is that I might have to go through the County Court instead. My understanding from the advice I've already received is that there's little if any doubt that I've been dismissed unlawfully (not the same as an unfair dismissal - which I definitely have no claim to). I'm referring to the potential legal proceedings - i.e. bringing the claim in ET/CC against the director as a co-defendant. There's a limitation period of "three months less a day" at ET, rather less generous than the six years in CC. The three weeks from being told I'm done and actually getting paid would put a serious dent in this if the period starts at the former. I've already figured out roughly how much I'm short by, just wanted to know whether or not to tell them or let them make an offer first. My first draft at a letter is this: Thoughts?
  8. I need to know why that's relevant before disclosing it publicly.
  9. While this is all well and good, mostly I'm hearing the same things the folk at ACAS told me, and almost none of it is answering questions that I need answered to make any progress towards getting the money that I'm owed. 1. Should be approach be pleasant, or should I be threatening to go to ET straight away? 2. Can I name the director in addition to the various company names? 3. Is it worth negotiating with that director directly to achieve the result outlined in the first post? (He's seemed reasonable the entire time - I suspect incompetence rather than malice) Additionally: 4. I am working on the basis that since I don't qualify for any assessment of fairness, the relevant event for limitation is the payment at the end of the month (being the first point as which I would notice that something was wrong). Right? 5. Should I figure out how much I'm owed, or leave them to do it and push forward if they get it wrong?
  10. The only paperwork I've had during the entire period was a payslip in November, my final payslip for February and my P45.
  11. The only paperwork I've had during the entire period was a payslip in November, my final payslip for February and my P45.
  12. My concern there is that they may push things to the 3m-1d point, and the constant reorganisation leaves me wondering exactly which company I should be addressing. Presumably I can call it "3 months continuous" and take on "the company or its apparent successor", and name the director responsible citing phoenix concerns? (I was effectively paid by three different companies during those three months) If the "chat" was had on a Tuesday morning, on what day does the period actually start? I was paid up to the Monday, and I am assuming that the notice would not start until the Wednesday, ending the following Wednesday. The most important thing, should I make the written approach brief and polite, or should I be threatening the ET from the outset?
  13. Last month I was let go, without notice, and without advance indication. Despite asking several times, at no point did I receive a written statement of particulars, and I have still not received any written statement in relation to my dismissal. This was carried out first thing of a morning, and I have been paid only up to the previous day. For what it's worth, prior to dismissal, none of the salary payments were on the expected dates - the first was a couple of days early, the boss's screw-up over a merger had him running around the town paying cheques across bank counters; the second payment "early for Christmas" eventually cleared on Christmas Eve' the third payment went over a week early due to the merger now going in the opposite direction and the "old-new" company wanting to "spend itself out to ease the transition". I worked off a glorified coffee table, and less than a week after two desks finally arrived, both of the people sat at them were gone (I know nothing of the other's departure). After some discussion with the lovely folk at ACAS, and a family member who holds a position in the local branch of their union, I figure I'm owed whatever my notice period would be, and whatever leave is outstanding. I remember that with civil claims typically you make the other side aware of your intention to start proceedings in court as early as possible. Do I write a pointed letter demanding a non-specific sum of money with a threat to go to an Employment Tribunal from the outset, or do I omit that and write something smoother? On a side note, someone has suggested using the threat of costs to get a better settlement - foregoing any uplift that the ET might award, and any costs I might claim, instead getting a statement that there was a "lack of suitable work", which would allow me to gain access to funding for training (and potentially save them from having to get their solicitors involved) - there are opportunities on the horizon that may be beneficial to me, but I don't have a hope of funding them myself (and neither am I interested in approaching the [problematic] that advertise on TV and in the press).
  14. The OFT case was not sound. The banks believed they had an objection under Regulation 6, the court agreed. Not much more to it than that. The OFT have emptied one cartridge, and they've still got another crate of them left.
  15. I'm hoping you have a more suitable basis for saying the judgment was "bent" than "the OFT lost". The banks did not get their way - they wanted a declaration that their fees were a commercial matter and were entirely fair and proper, the Court said no.
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