9 minutes ago, fkofilee said:

Ignore the scores... They are just how the CRA sees you and have no impact on credit. Try using a soft search comparison engine... 

Do it monthly and see how you stack up for some of the best CCs... Dont actually apply - But itll give you a little idea of how you appear to Lenders

Thanks Fkofilee

I don't actually want any credit so no need really. Just wondered about it

Thanks again

1 hour ago, fkofilee said:

Any questions shoot... 

Thanks for the link. Was actually reading this last week. Lot of work gone into that.

Even after reading it I'm still not clear on my low record. I pay everything on time and have no other issues so will just keep an eye on it.

Thanks again

Hi all

Just a few months ago I credit checked myself in Experian and had a credit score that was pretty close to the highest possible. Great I thought.

This month Equifax score me at 324 (poor) with Experian scoring me 892 (good)

I have credit and all serviced well, Not lots of credit accounts. All historical accounts paid up to date or paid off early so settled.

On electoral role for last 12 months in newly bough house and 5 years on previous address.

No issues with other people connected with at other properties.

Positive factors in my score = 7, negative factor = 1 (took out a loan few month ago)

I have looked through my accounts and am baffled as to why my score can change so quickly and what the cause would be.

Do these scores just go up and down and I shouldn't worry too much?

Thanks

Thanks to you both. There is no early repayment rebate on this. Oh well

Hi

I have a personal loan with Natwest all paid up to date and fine. Had the loan for around 13 months and have asked for an early settlement figure thinking I would get a rebate on the interest. They tell me not so. The early settleemnt figure has come and states no rebate under S95 of consumer credit act 1974 or under the agreement.

Does this sound right?

Thanks

Thanks for the in depth reply.

Yes I agree that in the event a case against the company did not stack up, or as you say, could look to take a long period to resolve then we would consider our next action.

We are aware that taking action could well lead to extra stress for my wife and to be honest I'm not sure I would want her to face that.

Sometimes life is unfair and a clean break can be the better route.

The purpose of the question was to ascertain her legal protections - short of two years service, she will struggle to claim unfair dismissal (or constructive unfair dismissal) unless she can prove that the dismissal was directly connected to an act of discrimination. To be clear - neither bullying nor harassment per se are unlawful activities, so any possible claim would have to fall within the grounds of discrimination by the employer. I suspect that this may well account for the union "dithering" despite having a solicitor involved. Having a union solicitor is a positive - that makes it clear that the union are taking this very seriously and are prepared to commit to a legal case if they have one.

 

And that is the rub. Whilst previous posters are right in that the employer has a duty of care, that duty is relatively meaningless - which is why these sorts of situations are very difficult. In terms of the duty of care, it relates to their responsibility to look after your wife's health and wellbeing in the workplace. That is a civil action for damages - not a matter for an employment tribunal. Such cases, even when straightforward, often take many years to conclude. I have been dealing with a case where a man had a serious leg injury, the company were at fault and have admitted it - and that case is still going on four years later. When one is dealing with mental health issues, that is never straightforward, and nor is it "nice" - they will question the veracity of the mental illness and the possibilities of other matters being responsible; they will make out that she was already "mentally weak"; and even that she is making it all up. It will end up a long drawn out and nasty case that may never resolve and may make her worse.

 

To get to a case of unfair dismissal, constructive or not, she ideally needs two years service. It won't mean that makes it an easy case to argue; it just means that she does not need to prove that the employers actions are discriminatory. I believe you are right to trust your union - the process does need to be followed, and part of that "process" needs to be lining up the ducks, such as getting her to the magic two year mark. What verifiable evidence does she have of these actions? I note that the customer comments got "lost", but have other employees heard the remarks and gone on record? Are there other victims - people like this rarely have one target of their activities? Is your wife in work, or is she off sick?

 

I really do sympathise, because I have seen plenty of these sorts of cases. Unfortunately they are seldom easy, and many victims simply decide to walk away. I can't blame them for that either. The "fight" is never pleasant, and it takes a particular kind of strength to get into it - or, unfortunately, a particular kind of naivity. I am not suggesting that she should walk away either, or that doing so is a weakness. Simply giving you the truth. You also have to remember that, in the end, if this comes to a tribunal, and even supposing she were to win that, the award is never anywhere near what so many people think it is. And it is never compensation for the c**p you have to go through to get there.

Thanks

We have emailed the union Rep to clarify the company change of mind in last HR meeting. Have asked also that he update the union solicitor on this and asked if we fulfilled the steps needed before taking action against the company

In your position before you do anything i would phone the Trade Union Branch and ask for any update

Think the two years is in March. I looked at this as a possible case of constructive dismissal.

How long short of 2 years has she been employed, this is important

Thanks King

Recordings no as phones not allowed into the office (company policy) and although my wife made notes of the times the Italian was talking in a sexually explicit way while my wife was talking to customers (the customers heard and commented) the company call recording system was not working.. every time !!

"Her Dr, Company occupational health and now counselor have written reports to the company stating that my wives illness is a direct result of the issues at work."

This is the most important piece of evidence that you have to keep because their own biased doctors said that your wife illness is caused directly by this situation.

The company has a duty of care towards all employees and in this case they clearly failed.

I'm surprised that the union hasn't started ww3 about this, I would.

Unless the Italian harasser is in the same union and better known than your wife, in which case, you will have to go above the local rep and contact the functional rep or even union head office.

Have you got direct evidence of this behaviour?

Witnesses, recordings, emails, written admission?

I ask because if the company is not taking actions is because all of his comments cannot be proved and are considered hearsay.

Thanks

Hi Thanks for the reply. She has been working for the company just short of 2 years

If this has been going on now for 12 months and you have a paper trail with the Trade Union, HR etc and nothing has changed, i would consider a formal letter before action and then going to ACAS.

 

Might i ask how long she has been employed??

Thanks for the quick reply Becky

Is there a required format for the SARS request?

A data subject access request should give you an documentation about your wife or from which she could be identified, so yes.

 

I would request specific documents in your letter and ask that in their reply, if the documents aren't provided, to explain why.

 

She'll need to send a £10 cheque and proof of ID.

 

(Also, its generally best to keep it all on one thread).

Hi

I have posted a thread about my wives issues at work (link below)

I wonder if we can make a SARS request to her employer?

Would this show any paperwork from HR, Supervisors etc in relation to an ongoing employment issue?

Thanks

http://www.consumeractiongroup.co.uk/forum/showthread.php?473083-Bullying-amp-Racism-at-Work-(Major-Airline)(10-Viewing)-nbsp

Bit of a long one but I wonder if you guys can help me out a little please. I'm writing on behalf of my wife.

NB: My wife is Spanish and works in a call center for a major airline here in the UK with people from other countries.

In Nov 2015 an incident happened at work in which she was racially abused and intimidated by an Italian male co worker. A meeting took place with my wife and HR and she trusted them to resolve. She asked that they be moved away from each other. The company supervisors immediately sat the man right behind my wife which made her feel under pressure and then further intimidation and bullying began from this man. The intimidation was not always directed to her face but it would include shouting negative comments right behind here about her home country and talking about sex.

Maybe 6 months later and after my wife spoke to her supervisors several times and emailed explaining her issues and asking for the situation to be resolved she became ill.

Next, Her Dr, Company occupational health and now counselor have written reports to the company stating that my wives illness is a direct result of the issues at work.

Company HR and Supervisors have promised on several occasions to move the man to another area and then done nothing. This has had an additional negative effect on my wives stress. She is on medication.

My wife is working with the union official and union solicitor to resolve this and the solicitor has advised (rightly I think) that a process must be followed before further action against the company.

We have documented everything in case we needed to take further action. We have copies of emails, incidents etc.

In my wives last meeting with company HR it was agreed that the man would be moved permanently to another area of the business and as they have promised and changed their minds several times my wife asked for this in writing. The company agreed. Within 24 hours the company took back this offer and told my wife the man would probably be back in her group. This has added to her stress levels and she panics.

This has all taken a little over 12 months now and we feel the company should be pressured into resolving the matter.

My wife is now off work sick on SSP and worried about going back into the same situation.

Should we continue with the union or maybe seek outside legal help which could be expensive.

Any view would be good please

Thanks

Thanks

I'd get the section 75 running

 

 

do as they tell you

 

 

ps post 3?

 

 

dx

This may sound daft, but do I just call my credit card co and say I want to start a sec 75?

Thanks

just as a side issue

 

 

do you get the dos text boot up showing [i'e any text upon turn on?]

but as soon as it load windows you lose the screen?

 

 

dx

No the screen stays blank all the time but I can here the os start up. I have Googled it and the laptop, an Asus is reported to have this issue, something with the motherboard.

yes go via a section 75 claim with you card company.

 

 

http://www.financial-ombudsman.org.uk/publications/ombudsman-news/31/creditcards-31.htm

Thanks for that and so it seems I can return the item to Laptops direct as it is not fit for purpose.

What would be best to de here, return the laptop to the seller via recorded delivery before making my claim with credit card company under sec 75?

Thanks

Hello

A week ago I had delivered a new laptop from Laptops direct.

I paid by credit card in case I had issues with the dealer.

Less than a week later the screen went blank.

The operating system still boots up just no screen.

I have been through the laptops direct process

the first thing I had to do was speak to an IT person in India..

Can I turn it on and off was one of the tips I got.

I then contacted customer service online and filled out a form in which I explained the above.

They say it takes up to 3 days for them to decide what to do.

Today I got an email from them asking me again to do some home fixes as the pc may not boot up due to static (they haven't read my explanation)

I have asked politely that they deal with this properly and I am told someone will call.. they haven't.

I will give them a chance to resolve but I would like to know.

1. Do I have to accept a repair only or can I ask for a new laptop?

2. Can I ask to send back the laptop for refund?

3. How can my credit card people do to help me here?

Thanks all

Sorry Andy.. feeling dim

So, dispute whole claim, What is 'put them to proof' how does that work?

Thanks

Thanks Andy,

So my aim is to enter a defence form to either dispute the whole claim

or make counterclaim with the PPI in mind.

But the requested paperwork available from MKDP may help or hinder my defence.

Would you suggest just making the defence with the paperwork I do have?

Thanks again

UPDATE:

I have received a letter from my request to MKDP for the documents and original agreement.

The letter has come from Keynes Collections (First time I have heard of these)

The letter subject is MKDP LLP V Yourself.

I wonder are Keynes part of MKDP?

If MKDP are taking me to court and

I wrote to them why are Keynes getting involved?

I note that even though the letter head is under the name of Keynes Collections,

it is actually signed by MKDP LLP,

Add to this the contact email address is legal@ COMPELLO GROUP.

Maybe this is nothing but feel as if a smoke screen is in place as I have had Compello chasing me over this before.

the letter says at this time they can't fulfil my request for documents and so they need to go back to the original creditor.

They state this may take up to 8 weeks.

what do I do in terms of the court paperwork I have now?

Can I ask that the court action is set aside until paperwork is received and I can assess the contents?

Thanks

Good idea Citizen and that will take away the 'lost in mail' possibility

Thanks

Ahh ok thanks for that Andy.

Sorry Andy, Feeling dim. Are you saying I should not submit defence until the last date I need to?