Hi the initial charge came a few days after moving in, I've only been here since July. Looking at the bills they're estimating gas prices but again I can't see how that's possible if it's prepaid

I live in a property that has a prepayment meter, when I moved in the letting agent said that they have written to all my utility companies to let them know about my moving and gave me the prepayment cards (one key for electric for EDF and Gas card for Eon) EDF wrote to me about the electricity and all is fine with that but they then wrote to me to say that I owe them £25 for gas, I advised that it was a prepayment meter and they said they would look into it and get it resolved. Fast forward to today and its still on going but now I owe £200 apparently, I called them up and they assured me there was a lock on the account so no action would be taken while they keep looking into it. I spoke to the national gas grid (xoserve I think) who said the meter wasn't registered with any company. Can EDF still hold me to the debt, no supplier has been registered to this property so how can I be charged for gas I pre-pay for? Also can I go ahead and register with any company for gas without any recourse?

If you want to go into a store you can go to any store to send a repair, they all use the same system now (Eclipse)

So this has happened to a friend of mine. I haven't been at the company for a while now but I often catch up with him from time to time. Recently he hasn't been doing to well in his job, he's been there a good few years now but his targets have started to slip, so a few months ago he was placed on capability, understandably a bit miffed but accepted it. A week ago the line manager apparently sent out letters informing my friend of the date of his capability review, he did not receive this letter so the line manager asked verbally if he could attend. My friend told the line manager that he "will not verbally agree to be there as I am attending my daughters parents evening". The line manager then wrote the following in a letter sent to head office: " XXXX has not attended their capability review, I was informed that they had not recieved their letter but XXXXX would not verbally agree to the meeting as XXXX said they had to attend a parents evening, I have not had any written confirmation of this to this date." So my friend went to the parents evening and then on the same day took said letter from the school into the line manager and asked if the letter to H/O could be amended or a new one sent to reflect the now current evidence. The line manager looked at the letter and refused to send the evidence or a new letter or the amended letter. My friend was so angry they were about to resign on the spot, the only reason they didn't is because of their kids. I think the concern here is that H/O take the, now proven false, information and use it to discipline my friend - what rights does my friend have? Any help would be much appreciated. Many Thanks!

I have asked them, I am trying to find out all my options here, this is the first time I've been in this position, I'm not trying to be clever, I just don't want to miss out on something that can help me.

I couldn't go to the hearing then claim unfair dismissal? If they set the time for the meeting and I followed their instructions it is them that has made it awkward now.

So the manager has just got back to me telling me that the person "Might be able to make it, if I can let her go early, but I might need her" Surely this is him denying me my right to be accompanied, the reason I want the specific person is because I've known her for a long time and she's good at leaving emotions out of it and very analytical and would be able to pipe in if she sees me getting stressed, and wont be too nervous to ask for an adjournment, whereas any other employee would be too nervous.

I got the letter a day a go, for tomorrow, and the letter says I need to contact them by yesterday, which I did. I can almost see them making her stay till her shift finished meaning she will miss the hearing

Also if I bring a colleague along can they give evidence as to my character (i,e how hard I work in the office?) or are they purely there to take notes and for moral support? Currently the colleague I want to take is scheduled to be in work until after my hearing finishes, does the company have to make arrangements for her to go? i.e Change the rota / Let her go early?

I don't think I'm explaining fully, sorry. I have done nothing to Justify it in my statement, I apologised to the person (wasn't given a chance to do it formally) and apologised to the managers, they asked me if I regretted it, I told them I absolutely do. I was only asking about trying to justify it on here, as far as my statement goes I regret everything (which is correct) So it seems my plan of action for tomorrow is: Apologise, apologise and apologise once more Make clear it was never against her, nor was it meant to single her out Show that I had a good working relationship with her Then take it from there - no justification?

I feel remorse and even apologised in my statement so that should negate the victimisation side. It was not and I expressly made this clear, an attack on her. I do feel sorry that she went through what she went through

1. I didn't over exaguarate the complaint, I did it this way because I felt I couldn't go through the proper channels. Personally I feel as thought the complaint is genuine, surely the issue is I did not follow the complaints procadure correctly. 2. No, not entirely. In my statement and in the other witnesses there was a note taker. In the complaint there was not, therefore there is no one to verify that the Office Manager did not tell the complainant what to write, the same office manager then came and asked us but when he spoke to us there was a note taker.

I just got the information through the post, they are classing it as victimisation, thus gross misconduct. I have a few concerns over this and was wondering where I stand. 1. While I did create a fake customer the complaint was real, I have a witness (who is coming with me) that can verify the complaint - can you be victimised against something that is truthful? 2. In my statement and the other three witness statements there was a third party involved, in the original complaint there was no third party, just the complainant and the office manager who acted as the note taker, then asked myself and the witnesses questions while there was an independent note taker - is this allowed?

I get that, but surely going in with "Its not just me its the whole office that agrees, I just did something about it" is a better argument than a personal vendetta. I still haven't heard any decision on the hearing, I was just wondering what my rights are, regardless of my defense.

No I didn't - since people that have done in the past have been managed out - if you go against the grain in any way, you're gone.

I reported things to line managers as per procedure and as did others and nothing was done about it - colleagues were even told that this person wouldn't do what they are accusing the person of doing, despite having documented proof that they did - again nothing was done. The whole office agrees there is a favoritism towards this person.

I wasn't asking for a witnesses to what I did, it was more for the reason I did it, this person treats everyone like dirt, but also the management team DO NOT deal with complaints, so that's the reason why I did it. I don't deny what I did was wrong but I wanted to be able to state my case for the reason as to why I did it.

So I messed up recently, big time. I impersonated a customer to write a complaint to senior management. I was interviewed and they said they had my IP address (I now believe they didn't) but the main thing was I confessed. I think it's likely I'll go to a Disciplinary Hearing but I was wondering about my rights. I was told as part of my suspension I cannot talk to colleagues at all, but how can I gather evidence - will I be given an opportunity to do so before the hearing? Will the fact they probably made up the evidence help my case? Am I within my rights to request all other materials related to the matter (such as other interviews conducted) to help build a case? Can I take in a member of the team to the hearing to confirm or deny everything that I am saying and does my employer have the right to refuse that they can go? Joining a union is a no-go where I work, while they don't say you can't any mention of it and you are instantly managed out (i.e your targets cannot slip up e.t.c) so I feel as though I am on my own - I realise I messed up bad, even admitting to the managers that it was not a malicious attack on the person just an attack on the way to store operates (long back story to that, that I wont bore you with) Any help is appreciated. Thanks.