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MsWeatherwax

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About MsWeatherwax

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  1. Erm...as far as I know it should be safe. I have no experinece with this way of paying AT ALL though, and still feel inclined to say "Tell them standing order or nothing". MsW
  2. KKen, you're a million miles off Bailiffs! Don't worry about that, these guys are highly unlikely to ever even take you to court. They'd have a great deal of difficulty explaining their interest rates to a judge. Firstly, have you read the rest of the payday loan threads on here? There are some really good tips on how to deal with these people. You're right about getting the harrassment letter off as soon as possible, and I'm really sorry that they've already been rude to your boss. Have a skim through a few of the other threads, then if you need more help, we'll take it from there. Don't worry! MsW
  3. Hi everyone Just to let you know she had her appeal hearing today (the other one I mentioned was cancelled, unsurprisingly!) - I'm pleased to say that even though she had to go in on her own, she got the warning downgraded to a first written warning which will only stay on file for 6 months. She's also being moved to another part of the store, and general management is being supportive of her grievance claim. I just wanted to say "thank you" to everyone for their advice and help, I really appreciate it. MsW
  4. Thanks Elpulpo - I've actually just noticed that it says "colleague or union rep" in the policy. She's really going to struggle to get a rep from the company I think, and she has no Union. Really not sure what to do now. I really appreciate all of the advice, you've been a great help.
  5. Right, my temper is becoming rather frayed now. I've offered to go into any disciplinary with her as her representative - letter went in yesterday afternoon. Just had a text from her saying that the appeal meeting is tomorrow at 11am. Anyone get the feeling they don't want her to be prepared for this? I'm going to struggle to get that time off work, for a start. I don't think for a second this is fair, but I'm inclined to call their bluff and just go in there. Should she ask to start a greivance while she is in there or is that more appropriate outside of the disciplinary meeting?
  6. Depressing (but unsurprising) update for you all. On Saturday, she went into work as normal and was talking to one of her colleagues while waiting for the machine she was operating to finish. The manager that she has been having issues with appeared, shouted at her, threatened her job then sent her home, having told her he was having her suspended. As far as we can make out, this was for talking to her colleague. I mentioned the first verbal warning she was given...that occurred last May, when she was unwell at work. He sent her home, then when she went in afterwards, he had told management that she had walked out. This seems to be forming a pattern, no? I'm very concerned that he's going to sack her when she goes back in, saying that he didn't send her home, she just left. On the bright side, she has at least 1 witness to him making her leave this time. Her request for an appeal hearing has to be in today - does this change anything?
  7. LOL - she's decided she wants to be a marine biologist now. In terms of university expenditure I think I prefer the giraffe idea. This is also apparently genetic - when he was little her Dad told his Mum he wanted to be a snowman because they only work a few days of the year , lmao.
  8. Yeah, exactly the same conclusion I came to. Not sure if anyone could vouch for her, I never asked (should have been pretty obvious, lol), but will get on it. She has 7 days to appeal from today, so it's not HUGELY pressing. What about skipping the first written? Or the verbal that can hang around for more than 6 months? Is there anything to play with there?
  9. That's what I thought. It does clearly state that he just said "No, you don't". She was given a letter, saying that she could take a colleague or union rep with her, but she was not told that the verbal warning still stood. No evidence was presented, and she had to ask twice for the notes of the meeting. No explanation is given in the notes as to why they felt a final written was necessary. A very potted version of what actually happened is as follows: She had to make up some time at work and was allotted 2 days over the Christmas period , which she initially agreed to. She is having some personal issues at the moment, and is in the process of giving up the flat she shares with her now ex-partner. She had to see the letting agent (this IS urgent - her grandparents are guarantors on the flat) and advised her manager that she would have to re-arrange the 2 extra days (giving him a weeks notice). He told her not to worry about it because she would just be "milling around" anyway, but during the disciplinary interview he denies saying this. After Christmas, when she returned to work, the 2 days that had been crossed off the rota had been written back in (she has a copy of this) and she was handed the invitation to a disciplinary interview, which is dated 22 December - which is the first of the 2 days she was off. Thanks very much for replying, Elpulpo - I really appreciate it.
  10. Hi all My friends daughter has just received a final written warning from the well known supermarket she works for, basically for not turning up for work for 2 days (they say!). It's quite a long story, so I'll give brief details, and if the other stuff is relevant, get into it then. I asked her to get hold of any notes made during the meeting. The notes quite clearly state the following: Manager: Would you like a representitive? Daughter: Do I need one? Manager: No, you don't. Can he tell her that? The reason I ask is, she had a verbal warning in May, but the disciplinary policy states that a verbal warning lasts 6 months. Going into this meeting, she thought that that warning was now "wiped out", so had no idea that this was likely to escalate into a final written warning. A manager has told her that even though the verbal warning lasts only 6 months, that's irrelevant because it's "conduct" and they can still give her a final written warning. (????????). The stores disciplinary policy states: For minor issues specifically including minor misconduct and attendance, your manager will make every effort to resolve the issue through counselling, then it goes onto: 1- Formal verbal warning 2- First written warning 3- Final written warning Without going into full brutal details, it's also questionable (but I'm not sure PROVE-able), that the absence was unauthorised. This is her first job, she's just turned 20 and was completely unprepared for this...it all seems a bit barmy to me, and I'm not sure her manager has a) played by the rules and b) isn't trying to get rid of her due to a conflict of personalities. Any help gratefully appreciated. Thank you! MsW
  11. LOL - bless him!!! When my daughter was little, she stomped up to me, very determined, like she'd prepared for a fight, and announced that I'd told her she could be anything she wanted to be when she grew up, so she had decided that she wanted to be a baby giraffe. Be VERY careful what you say to small children, folks...
  12. I would say that technically it constitutes part of your notes so yes, but I really don't see anyone snapping you off at the wrist if you sneaked a peek. They aren't kidding about Doc's handwriting though, so let me know if you need a hieroglyph translation....
  13. HAPPY NEW YEAR CAGGERS!!! Thanks - to everyone who's posted - for everything in 2009, and here's a raised glass to a happy, prosperous, peaceful and generally brilliant 2010 for everyone. Many, many thanks also to all of the site team - it's possible that you're all quite mad to do this (), but the fact that you all do has saved my proverbial bacon this year, and made 2010 a far more palatable thought for me. It's genuinely appreciated!! Really...I am raising a glass, BTW. Right now. P.S: Finally remembered to donate!!
  14. Damn, what a cute baby!! The poor father though, he still looks shell-shocked.
  15. I find it very, very weird as well. They'd usually rather snap off a limb than hand out an overdraft on a basic bank account. It's very worrying - if they start doing this routinely, there's going to be people getting their benefit payments swallowed for months paying them off. It smacks of very targeted profiteering off people on low incomes, who might have less financial/legal savvy than someone with a mortgage/credit cards and all the rest. DO.NOT.LIKE. :?
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