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hsbclinkdcms

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About hsbclinkdcms

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  1. My mistake this one; just whenyouthought 5 reviews 2 months ago-Edit Steer clear of these cowboys, avoid at all costs. I'm not the most versed car buyer and should know better but you expect a garage to be helpful not exploitative. I saw an advert on Ebay for a 55 plate silver Honda Civic 1.6 from these and went and test drove it, it appeared to be OK a reasonable silver Honda Civic 55 plate so thought I would go ahead. The sales guy asked what I would be willing to spend (A question you should never answer!) so based on my research on the same
  2. Thanks for the reply. The firms involved are Autopoint in York and the letter came from Legal solutions4u, the review is the latest Google review on Autopoint. https://www.google.com/search?q=autopoint+york&rlz=1C1CHBF_en-GBGB842GB842&oq=au&aqs=chrome.1.69i60j35i39j69i57j69i59j69i60j69i61l2j69i60.2471j0j7&sourceid=chrome&ie=UTF-8#lrd=0x487931034e872a7f:0xeef26ee63d0e66e2,1,,, Legal Solutions 4u state that I've made false statements and that they expect costs and injunctive relief to be in the region of £7000-10000, all pretty much standar
  3. No nothing signed apart from bill of sale , transfer on the log book, I paid cash, no reason to have any such inclusion. I want to hang off posting the details at the moment, I am in the first instance interested in whether their use of my data is lawful and I am aware that these firms are visitors to CAG. I have not decided what to do about it yet. I am confident that the review that I gave was honest and the truth and in any case the 2 quotes that this so called legal firm use within their letter which they say are damaging to their clients business do not appear in m
  4. Hi thanks, I have no issues with the threats this company has made as they've quoted a number of statements within their letter which they state are damaging to their clients business and which are false and malicious, none of which actually appear in my review! They are just taking a punt in a bid to try and scare me into withdrawing a legitimate 1* review. I do not like that my address has been supplied to a third party without my consent though especially as there is no reasonable justification for that action.
  5. I bought a car a year ago for cash from a second hand car dealer who has passed my address and details on to a 'legal' firm (akin to ambulance chasers) in order to get me to remove an online review, with the usual threats of defamation etc. Are they legally allowed to process my data on this basis without informing me or seeking my permission ? Thanks,
  6. Please re read post 10, you still have not said what influence section 24 has upon section 23 and section 21 other than saying that 24(b) is a catch all when the act makes it clear that this is for exceptional cases. The compensatory rest is not accounted for anywhere else. RMT guidance; 47: What are the circumstances in which compensatory rest may be required? In any case where a worker is required to work during a period that would otherwise be a rest period or rest break, the employer should wherever possible grant an equivalent period of compensatory rest. This includes
  7. Thank you for your input but I suggest you have missed the point yourself. I have never stated that what my employer has implemented is anything less than lawful, it is that they have not implemented the whole of the law in this case. They implemented section 23 meaning section 24 then applies as the compensatory measure built in to the act for those workers who due to special circumstances can have their rights in law exempted or modified. Are you trying to say that section 24 has no relevance ? 24. Where the application of any provision of these Regulations is excluded b
  8. I am not entirely sure as to why this shift was included on the shift pattern. My employer is one who periodically changes profiles and shift patterns to suit business needs. The facts are that as employees they voted for the shift pattern and profile (which would have been imposed in any case) and this was included unnoticed at first. Others have questioned this. As far as having an opinion is concerned I am of the opinion that my employer is not fulfilling their duties in regard to section 24 WTR and in my opinion that is a perfectly reasonable opinion to hold beari
  9. I work in a residential business as described in section 21 WTR so can be exempted but as section 21 states it is still subject to section 24. I think that my employers realise that so have come back with this workforce agreement reply, but that is still subject to section 24. Examples of shifts are 'all day', lunch given but a further 6.25 hours where there is no further break and 'late' shifts of 6.25 hours where no break is given at all. My working week could involve any number of different shifts but they are all predictable.
  10. 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;
  11. There was an initial investigation (which is an unrelated matter to the question asked in this thread) where the investigating manager was asked to look at my IT. Because of that I'm presuming they will find the pictures previously mentioned and forming the theme of this thread. I have not admitted anything about these pictures as I have not been asked about them (yet) but I will do so if and when asked. The Director made his punishment statement prior to this initial investigation taking place (prior to anything really) from his 'fact finding' interview with myself. I never admitted anyt
  12. But that's the point I didn't admit to anything, certainly not what they were saying and at the initial fact finding they accepted my version of events. No hearing as of yet and I'm guilty....you're right, not the letter of the law !! My staff book specifically states that I have the right to be accompanied at all stages.
  13. I'm going to go the honest route on this, might be better, might not. On the initial investigation I was dragged to the Operational Managers office where this appeared out of the blue. He did not offer me the help of a friend or a union rep and I was asked many questions which I answered truthfully. I explained the situation to them and after he discussed this with the other manager present he stated that he accepted what I had said about the situation and I was to see them in the morning. The director then came in and said that he would deal with this in the morning. In the morning I w
  14. But if he did see those would he see them as Gross Misconduct ?
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