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About SparklesJD

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    <b>Corporate Poster</b>
  1. As Emmzzi says, they've not followed any of the correct processes for dismissal, but unless you can prove (in balance of probability) it was for a reason under which the 2-year limit doesn't apply (e.g. race, sexual orientation, disability, religion), then unfortunately there's not much that can be done. Check your contract, if the disciplinary process forms part of the contract (including manuals, codes of conduct etc.) then it might be breach of contract for them to sack you without going through it. On the same note though, there's often a non-competition clause in the contract,
  2. Hi SF, Based on your account, I think your husband is being treated a bit shabbily on the face of it. 1. Was Friday a formal meeting, or was that when he heard it from a colleague? 2. Has he had anything in writing yet? 3. If yes, is there any right of appeal or alternatives suggested in the meeting or letter? 4. What notice has he received that this will be happening? I.e. when does it take effect? I would suggest to anyone in a situation like this that they make notes of everything, not War and Peace, but i. time/date ii. who was there? iii. where was this? i.e. in a p
  3. Remember that potential credit is also a contributing factor to credit score - so if you have credit cards for emergencies, etc. they can go against you, even if you have a zero balance - obviously the theory being that you could take out a loan then run up more debt on the CC.
  4. No worries I can understand the concern, some of our Board had similar worries before we started using it, but I don't think that it will and in my experience, it hasn't so far. We can put in our own criteria and tolerances and we can always override the system. For example, a long-standing relationship with a member still counts for a lot in most CUs. What it has done is to allow us to cut the costs and become more sustainable. In turn we can offer competitive rates to more affluent members, which we need to do so that we can continue lending to our traditional custome
  5. Hi Acid53 & CitB, Yes, it's valid as far as I know (see below). We've not had anyone query this yet - which isn't to say that they're all happy with it necessarily. A bit of background which you may or may not be interested in. The DWP, for a number of reasons, which vary in believability depending on how many conspiracies you believe, have put a significant amount of money into CU infrastructure and back-office improvements to make the sector fit-for-purpose. One of these improvements has been the introduction of an Automated Lending Decision making tool (ALD). This en
  6. Well, that would be a legitimate reason for giving them this role. Legally you can they 'bump' someone out of a role to give it to someone at risk of redundancy (if the person being moved into the role is returning after maternity leave for example.) Although it's not nice for your friend, at least this way, everyone has a role, even if its not the one they wanted. If there was a redundancy situation, during the consultation a list of potential vacancies would be drawn up and it could've included secondments if they wanted to - I've known people at risk to take take even temporary roles on
  7. I don't expect him to justify his expenditure, nor am I particularly concerned about the purpose of his spending in itself - he could spend all his money on strippers as far as I'm concerned I would never tell people what or what not to spend their money on, I just wondered what the pattern was. I agree that OP needs breathing space and a fresh start and I really hope that he gets everything sorted, however what we see a lot at the credit union is that unless there is a change in the person's relationship with money, people will merely run up more debt - and yes that is the culture in t
  8. I can't really add much more to the excellent advice above about your current situation. I'm curious how your debt levels got so high? Did they creep up or were there a couple of large purchases that you put on CCs to insure them, meaning to pay it back? You mention 0% deals and I wonder if you've been juggling your debts and moving them around for a while? I can see that some of the debts (or at least the accounts) have been around some time. Apologies if this isn't normally done in these threads, but I would suggest, that when you have resolved your immediate concerns, you ne
  9. Secondments can't last more than 2 years for tax reasons (HMRC EIM32080), but that's really more about HMRC definitions of 'temporary workplace' and travel expenses. A collection of consecutive temporary contracts exceeding 2 years would automatically make the staff member a permanent employee, but again that's more about protection of employment rights in a place of employment than being guaranteed a particular role. 'Custom and practice' as a convention by which, if something happens for long enough, even if it isn't in the contract, it is as though it is - i.e. 'I've been working
  10. It might still be wrongful even if not unlawful if the disciplinary procedure forms part of the company's contract of employment, i.e. they would be in breach of contract. I would imagine that they'll probably accept OP's resignation and move on - there isn't a lot more they can do if one party dissolves the contract. The majority of companies just use a standard reference, i.e. 'x was employed as, dates, then resigned' as they're worried about putting the wrong thing. OP could always ask what they'd do in that situation. They might agree to a neutral reference, disciplinary p
  11. Yay! We'll get you all, eventually
  12. I did notice the CU promotion thanks! I'm more than happy to, if it would be helpful or if it would save confusion.
  13. Hi all, Hello and happy New Year! I help run a medium-sized credit union. Although I'm not here in a 'professional' capacity, I'm happy to answer questions on CUs and add my thoughts where I think it may be useful. SJD
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