thanks for the replies ,

there has been regular payments on the debt and Cabot have not added any charges on the debt since they bought it from BC , so I'll write to Cabot and request a SAR with a £1 postal order and see how I get on

Hi all ,

My wife has an old (2004 ish) Barclaycard debt (£1400) that was bought by Cabot 6 months ago , we have only been paying a token £1 a month on this debt for aslong as I can remember .

The wife missed Mays payment , completely slipped her mind blaming the fact that she's 14 weeks pregnant .

I know that there are numerous late payment fees and charges + PPI associated with this debt but could anyone confirm that she can still , given that 6 yrs has passed , claim anything back from Barclays ?

And what would the first steps letter wise be to get the ball rolling with Cabot ?

Many thanks GD

That is so obvious that I assumed it had been done.

Not to me

He doesn't say if the garage tried resetting the fault, just that they did the test, i.e: read the error code from the ECU which said ABS sensors faulty.

 

If they did reset the error code, it would have come straight back on, as the sensors were still faulty.

 

Now that he has fixed the sensors, he wants to clear the error code, which means a trip to the dealers for an appointment with the diagnostic machine.

aahh , I see , so I'm gonna get stung for another £60 unless I can find another garage that'll do a diagnostic check and reset the error code a bit cheaper ( pretty sure that I read that these things check then reset themselves everytime the ignition is turned on ) . Many thanks .

Just because the lights still on doesn't mean that the diagnostic is wrong, those cheap sensors could be the reason or the setting up at the wheel, or the wiring.

What are you saying , the carparts dealer is in the business of selling parts that don't actually work ? and the garage informed me that it was the sensors not the wiring . As for setting up at the wheel , replacing a sensor wasn't exactly rocket science .

Hi ,

Car , BMW 318i , failed it's MOT due to the ABS lights orange on dash so booked a diagnostic check at local garage (quoted £26) , went along and was sent to another garage as that one didn't have the correct equipment .....all good so far , went straight into the other garage , test done in 5 mins which showed both front ABS sensors faulty .

Asked price to fix , and was quoted £88+ vat each for the sensors NOT fitted , declined as I'd looked online and knew I could source them much cheaper ( 2 phone calls and got them for £28 each) .

Asked them how much they wanted for the diagnostic test expecting it to be around the £30 mark only to be stung for £60 .

Pretty peed off but ,hey thats garages for you .

Anyway , replaced sensors myself , easy job , one hex bolt and unplug and the sensors off , took a couple of hours tops with tea breaks .

But surprise ,surprise the ABS lights are still on .

Now I have to fork out for another diagnostic check , can I demand money back from the garage as they have supplied me with a wrong diagnostic check ?

We are seeing a solicitor next week. The most important thing to us is a good reference from his employer for future jobs but the more you think of it the more you want them to compensate financially as well.

 

1) He was not provided with the correct protective equipment, or it was not where he could get access to it, so he borrowed a pair to do his job, not gain financially from "stealing" them.

 

2) He was not informed of his right to take in a trade union rep, they only said he could take in a fellow employee to meetings

 

3) He was not informed of the consequences of what might happen after investigation and his manager even said "wouldnt worry mate, you will only get a slap on the wrist for lifting the gloves if you didnt know they belonged to our company."

 

4) He didnt have a disciplinary hearing where he should have been advised of the outcome of the investigation and allowed to state his case. His disciplinary hearing consisted of " here is a letter. you are dismissed. sign it and give us your phone and pass as you leave." The dismissal letter was typed up the day before his disciplinary hearing judging by the date.

 

I dont know if all these points make it unfair dismissal but I am sure the solicitor will know better as we have only had a preliminary discussion at this stage.

Hi ,

So you are saying that , basically , no disciplinary meeting took place where he was given the chance to explain his actions , he was just given a letter terminating his employment with imeadiate effect AND that the termination letter was typed up the day before his disciplinary ?

If thats the case then that would then , in my opinion , make his dismissal automatically unfair as the outcome of the (sham)disciplinary was pre- judged . Sounds like they've totally messed up the procedures which is why they've offered to let him resign instead .

Hi all ,

It's been awhile but I have yet another friend in need of advice and was hoping you good people could pitch in with some advice .

Details are abit sketchy at the mo but here is the gist of the problem and was wondering if someone could help with the wording for the initial ET claim .

Friend was being investigated for a serious breach of safety , alongside the companies investigation he was also required to be interviewed by the Health & Safety Executive which could have led to a criminal prosecution .

At the H&S interview he told the truth about the incident . H&S then dropped the investgation against my friend and are now persuing the company for serious breaches of safety .

It has come to light that the company has falsified documents and my friends signature on documents that showed he had attended courses/had the relevant certificates that enabled him to carry out the duties which led to the incident .

He can prove that he did not attend the courses/had the relevant certification , on the day in question he was on leave attending the birth of his son .

Once he realised the lengths the company had gone to to cover thier tracks and attempt to solely implicate him for the safety breach he felt that the only course of action left for him was to resign as it was clear that the company were going to sack him anyway .

Has he enough to make claim for constructive dismissal and I was thinking that a complete breakdown in trust should be the reason on the initial ET claim , what do you think ?