Nevermind, found my answer right here: Cheers DX!

I haven't been on here in ages. Congrats on the good news DX. Kick their ass some more!

Finally, decided to pull my finger out and get back to this. Just as a side note. Out of interest I called up some PPI Lawyers whom were advertising on tv. Those guys are [problem] artists, 1st they want 25% of the outcome and second they dont know much or at least pretend not too. I asked them how they would calculate the charges, they explained it as it should be, but left out the 8% re: FOS. When I mentioned this, they were like "yeah and that too". Funny people. Anyway, I got my letter sorted now. Just need to finalise the charges. Just wondering how do I go about adding the 8% re: FOS. Should it be 8% on each charge, not compound I guess? Or should it be 8% on the whole amount? Anyway, I am a bit lost with this 8%, any info on how its is calculated would be much appreciated.

Thank you. I'll have a good read.

That was a tedious mission! But, at least now I know the bank owes me just over 2k in PPI calculated up to June 2010. A few things I noticed while going through my statements: 1) PPI seems to have first been added to my account in December 2004. I have no recollection of them asking me about this. 2) In September 2006, I received a letter from Barclaycard stating some changes to my PPI policy. 3) In September 2008, in the Barclaycard statements, the PPI starts to be noted as "Optional Payment Protection Insurance". I have no recollection of them giving me any "option" or any communication on this. Is this "Optional Payment Protection Insurance" still considered PPI. I guess they are just trying to be clever as people started to claim PPI back. 4) Not sure if this is relevant, but my Barclaycard number changed about four times through out the whole time of me having it. Once was a change from 'Gold' to 'OnePulse' and the others were dude to fraud on my account. I am wondering on what basis I should claim back my PPI payments. 1) Should I say it was originally added to my account without my consent? 2) When my card was changed from 'Gold' to 'OnePulse', which seems like it was February-March 2008. I'm pretty sure I recall them aggressively advising me to take out/continue PPI, without them explaining any terms, exclusions etc. I have been looking at the FSA’s rules for selling PPI on here: Rules of selling - How to tell if you've been mis-sold PPI - Your money - Which? Advice It states: and I'm guessing it may be better in my case to follow the above line of argument with Barclaycard. In other words that: 1) Did not make me aware of any exclusions, terms etc. 2) Barclaycard staff used the 'We strongly advise" line on me. Of course I am not sure what is the best course of argument to take. Maybe I should go with the 'added without my consent' approach as it seems and as far as I remember, may have happened as of December 2004. But, as I mentioned previously I recall talking to them about PPI when my card was changed from 'Gold' to 'OnePulse' around Feb-March 08. I'm really not sure how to proceed here. Any advice would be much appreciated. Thanks in advance.

Thanks DX!

Thanks as always DX! Your like my CAG guardian angel! Just wondering, I initially had a 'BarclayCard Gold' (or something like that) but in 2005 this was switched to a 'BarclayCard OnePulse' and all outstanding moneys were transferred to the new card. Does this effect my claim at all, or maybe would this require 2 claims? Much thanks!

Hello fellow CAG'ers! Well I have finally settled in to my redundancy now and have some time to get in to this PPI stuff. Been reading up on it for the past few days and have a few questions. Any help would be much appreciated. 1) How far back can I claim? I have had PPI on my Barclaycard since 2000 and I just this month settled the whole amount so the balance is back to zero. I'm guessing I should avoid any further transactions on it and cancel my PPI too. 2) Do I need to request a SAR? I have all my statements/payments on record since I have had my Barclaycard. 3) Is there a template for notifying the Credit Card Co. that I believe I was missold PPI and I wish to claim it back. I have had a look at some of the other cases but am not able to find one. I heard in some other posts that there is a "Template Library". For the life of me, I am not able to locate it on CAG forums though... I'm probably just being a noob. 4) Is there any point in using one of these TV solicitor groups? I'm guessing not as its probably a rip off. Much thanks!

Thanks Monx! Any idea if sharing data with said advisers/decision makers would amount to a breach of the Compromise Agreement with my former employer. Agreement makes exclusions for sharing data with: - HRM Revenue and Customs - Legal or Professional Advisers (providing the keep info confidential) - Insurers - Recruitment Consultant or Prospective Employer I'm guessing said advisers/decision makers would fall in to the "Legal or Professional Advisers" category. Cheers!

Thanks again DX! Much appreciate the info! I guess I'll come back to this thread after I get clued up on the whole procedure..

Thanks DX. Just one more question, I promise Does a claim procedure like this reflect on your credit rating or puts you on a blacklist of some sort? Cheers!

Well, sounds good to me! I will read up on it! On another note, if I pay back the money I owe them i.e. return my balance to zero. Can I still make claims for the mis-sold PPI? I would rather pay it of now then incur any more interest, plus I guess there is also a possibility of not getting the PPI money back. Also, any idea how long the claiming process generally lasts? Cheers!

Thanks DX! I thought that may be the case. Yeah, I thought about claiming. But I am pretty sure that I outright agreed for the optional payment protection, over the phone though. Can I still claim on this sort of basis?

Thanks again Honeybee! Yeah, I had a look at it earlier. It does not seem to make any distinction with regards to redundant or voluntarily redundant. I guess maybe its all the same in their eyes. Lets see I guess.

Hello, My situation is that I have been made redundant via voluntary redundancy. Does anyone know if this still allow me to claim Job Seekers Allowance, or the fact that I volunteered for the redundancy excludes me. Any advice would be much appreciated. Thanks!

Hi, Not sure if I am posting this in the right place. Anyhow, I am in a bit of a bind. I have just been made redundant at work via voluntary redundancy. I have a Barclaycard with Optional Payment Protection Insurance and about £4 K on it. I am in a position to pay off all this debt in one go now, but, since I am out of work, I should really hold on to my money and I guess make use of the insurance on my debt. I have a problem however, I cannot for the life of me find the Policy Documents for it, but I have the letter which came with the Policy Document, and it states: "Involuntary Unemployment cover now extends beyond age 65". Since I volunteered for the redundancy, does this exclude me from involuntary unemployment cover? Maybe there are normally some other provisions for someone in my position. Should I try and obtain a copy of the policy documents from Barclaycard? Is it safe to do so, or will they start scheming and provide what suits them? I guess I sound like a real idiot for loosing the policy documents, I apologise for this. Any advice would be much appreciated. Thanks!

Thanks for all the advice and support, much appreciated! I will update if anything weird or worthy of note happens. All the best!

Thanks Bigred! Yeah, I have a feeling they definitely, will. I am actually withholding the performance figures for this season for the time being. I will present them to my boss after I get paid and get all and any required documents. That should be a good laugh at the least. I spoke to him again just now, and it seems his lawyer only just informed him about a "compromise agreement", which he also did not inform me about earlier. Funny enough, I recorded my conversation with the boss regarding this “compromise agreement” in our conversation he stated that I would have to pay for a lawyer to act on my behalf. So, I went and saw a local lawyer, who in turn informed that the employer is obliged to pay for this or at least make a significant contribution. At the moment the compromise agreement procedure is being sorted out, so once it comes through I guess I will go consult the lawyer who is acting on my behalf and see what he has to say.

Hey folks, sorry for the 2 week delay. Been away with no web access. Anyhow, so the friday after my last post, the MD gave me a letter basically saying if I or my colleague volunteer for "voluntary redundancy", the chosen volunteer will get a half a years salary tax free vs about 1/8 a years salary as calculated by the redundancy calculator I used on the directgov website. Yesterday was my first day at work, I went ahead an volunteered myself for the "voluntary redundancy" as otherwise the payout would be pretty meagre. I am pretty sure this whole redundancy business is aimed at me, as the majority of the work and specifically the more important aspects have been given to my colleague. On top of this, such a settlement re: half a years salary would be unnecessary for the other colleague as he has been employed just over 1 year and his performance is not good. Well, I guess I better start looking for a new job now. In hindsight, I am thinking maybe I should have negotiated for more money, but ... well that is hindsight... half a years salary should keep me covered for a good while or at least I find a new job.

Thanks Honeybee. I will check out the info you suggested, should be helpful one way or another!

Thanks! I'll try my best I just don't see how the MD would get rid of his step son over me. Plus, he also shafted me for about £ 6-7 k before with false promises and unpaid work. Unfortunately, I was a lot more trusting then and did not gather enough evidence to support any solid accusation. So, I dont really trust the MD to say the least. But yeah, lets see. Fingers crossed.

Hi Bigred, Thanks for the welcome! Yeah, it is a bit premature at the moment, but the stress is really driving me up the wall. I will report back tomorrow once the MD hands me this redundacny criteria thing. Cheers!

Hi everyone, I need some advice please! I have been at my job for almost 7 years now, started working as a office manager/secretary, did this for two years up until 2005, and since then have been the operations manager. The company is small (6 employees – Managing Director, Commercial Director, 2 Operations Managers, a Financial Controller and a Secretary ) and deals with exporting chemical products to south Asia in bulk. The products are exported via Letters of Credit, through banks here in the UK and S Asia. The operations managers’ job is to fulfil the obligations under the Letters of Credit and receive payment for each shipment (one letter of credit per shipment). The faster and more efficiently the job is done the better for the company’s cash flow and profitability. As mentioned previous I have been at this particular position (operations manager) since 2005, and all except for the years of 2005 till end of 2006, have done the greater amount of the work i.e. more shipments and consequently more letters of credit. In my time at this job I have worked with two other operation managers, one which moved on in 2005 and one which retired in 2009. In January 2009, after the other operations manager retired, the MD brought in his son (fresh out of Uni) to fill my retired colleague’s role as the second operations manager. Subsequently our new shipping season began in July 2009 and the Commercial Director announced a completion between me and the new employee, to see who would be more productive and make less mistakes. Due to this completion I have been keeping track of my and the other operations managers success. The season is now over, but the Commercial Director seems to have forgotten about the said competition and buggered off on holiday. The results of the completion are: Me: 55% of shipments done, 87% success rate (i.e. no mistakes) The MD’s son: 45% of shipments done, 37% success rate So, from the above it is quite clear who the more productive and efficient worker is. Anyhow, to get to the point. Sorry for the long explanation. Yesterday, 07/04, the boss called both me and his step son to his office and announced that our supplier has cut volumes available to us for the forthcoming season and as a result the company will have far fewer shipments in the following financial year (April 2010 - April 2011), consequently the company no longer requires 2 operations managers and hence one of us will be made redundant. Furthermore, the decrease of business means the company cannot afford to keep 2 of us on. I know this is garbage because in the last season we had made more profit than in the past two years combined and never had any financial difficulties and don’t now. (I don’t know if this grounds for redundancy is fair, as the work has not disappeared, nor has the company, merely a decrease in volume for this one year) The MD further stated, that tomorrow (09/04) he will provide us with a letter explaining the situation and stating the assessment criteria for redundancy. Now, as I mentioned earlier I know for a fact that I am much better at my job than the colleague and have the means to prove it, but I have a feeling that the MD wants to get rid of me. I certainly don’t think he would be getting rid of his own step son, surely his wife would not be pleased. So today (08/04), when I went in to the MD’s office to discuss some correspondence I had to send for work, I noticed on his desk some Redundancy Criteria Forms (don’t remember the exact title, but something along these lines). Later on in the afternoon I observed as my colleague (the MD’s step son/other operations manager) after a phone call from the MD, print out his CV and take it to the MD’s office emerging again 10 minutes later, without said CV. Now, call me paranoid, and I definitely am! But, it seems to me that the MD wanted his step sons CV to formulate the Redundancy Criteria around it and put me at a disadvantageous position. I guess I will find out tomorrow either way. Though, I definitely feel stressed and like I am about to get screwed over. Any advice would be much appreciated. Thanks! Jim P.S. I am going up north to see my folks for 2 weeks on Monday 12/04, a holiday I pre-booked and had agreed with the Directors a few months back. It seems to me that the MD may have picked this time specifically to present this news to me, as I would be out of town and busy with other things. P.P.S. Sorry for the long explanation, needed to get it off my chest.