Thanks for advice sabresheep, very appreciated. I work flexibly as I have childcare responsibilities and as work in the city and travel. 3hrs a day for work cannot do drop offs pickups and no one else to do on a Friday. For those discriminators out there I have received legal advice and they have adviced me I have a very good case (i have an email from my boss stating I don't get salary reviews and bonuses others do as I work the same hours as them but in a different pattern- discrimination) I work my ass off for this company and I'm the best they have but as I work flexibly I am not treated as fairly this is discrimination FACT, I'm not playing any "cards" just facts. Here's some more facts for you. senior managers (of which I'm one) at my work based in London, 12% women 88% men! average salary for women at this level is 21% lower then the men and bonus is 47% lower. Still think discrimination isn't taking place or do we believe that even though I work harder and get better results then my male colleagues I should get less than them as I work a different shift pattern to them? You can be in the office 70 hours a week and still not get results, this is what matters. Attitudes need to change.

Not a higher salary I negotiated a higher bonus % So I should be treated differently as I have to work flexibly for personal reasons even though I still work same hours as other staff and consistently receive performance reviews exceeding expectations I'm not after someone's opinion, I would like an experts advice on this as looking at your prior posts you seem to have negative views about hiring pregnant women/flexible workers.

Promotion is just part of the issue. I've also not received correct salary and bonuses due to working flexibly. I still work 40 hour week and this is discrimination against me for being a working mother

I am looking at starting grievance procedures at my work due to discrimination but just wanted some advice as to what discrimination is it and how strong my case is? I have been at the company 6 years now and have always worked flexible since starting (4 long days 7:30-6 in the office and on 5th day at home although still doing work on laptop etc but a lighter touch, contracted hours 35 hours full time and do 40 hours plus every week) I had 1 child when I started there (now 6) and have had 2 children whilst working there (4,1) I had maternity leave for both but only 3 months each. I feel due to my flexible working I am overlook for pay increases, fair comparable bonuses and promotions and here is why. When I started standard bonus % for the level I was at was 12.5% but I got them to agree to 15%. At the end of 1st year even though on same salary as colleague with 12.5% bonus we received the same bonus( my performance was rated 4 this year, higher than expected so no reason to receive same bonus as someone on a lower percentage than me) Following year when at salary review bonus time my boss informed me that I would receive 100% of my bonus entitlement but the amount he came out with was only 69% of my entitlement (I was on maternity leave for 3 months of the year previous that the bonus related to and he had incorrectly work out the deduction for this ) he also said I would not be getting a pay review as had received one the year previous. I complained about this but he said there was no further action I could take Following this he accidently (what a fool) cc'd me on an email to his boss saying that I wanted to see him as I was unhappy with my bonus calculation and that I failed to appreciate the benefit I get from flexible working compared to my peers and colleagues. When I confronted him about this (he was sweating) but said that flexible working is part of my benefit that others do not get and this needs to be taken into account as part of my package (I still work full time and consistently receive higher than average reviews) In February this year a promotion opportunity came up with another area of the business which I was basically doing a similar role in my current position so decided to go for it as my current role and package was below market value for the tasks and my skill set. I had an interview set up with the CFO for the new role and had to cancel the day before due to my 3 year old being taken in to hospital with an infection. Whilst I was rescheduling the interview with Hr they asked me, "this is a full time position is that an issue?" I replied "no as I currently work full time but I do work flexibly is that an issue?" They informed me (although this role was based between 2 locations splitting each week between the 2) that i would not be able to continue my flexible hours in this role. I emailed the CFO and said how I could make the flexible hours work that I consistently delivered in my current role (that was very similar) and recieved 4's in my yearly reviews and flexibility works both ways so can be available in evenings,weekends, Fridays when needed and I could deliver the role 125%. He replied 2 weeks later saying that they didn't need to interview me as they had found another candidate, and although my flexibility was an issue it was not the deciding factor. How can they say this when they didn't even interview me and I had an interview set up prior to them finding out about flexible hours? March this year salary review and bonus time. Received an overachieved objectives level 4 again but no salary review and only 87% of my bonus. Again my boss told me my flexible working is my benefit! Another promotion pop comes up in April and I go for it. I get down to final 2 against a lady who has the same role as me in the same dept currently ( but she is full time) our boss says to her whoever doesn't get the promotion does not need to worry as he will make this a win win situation so whoever gets left behind will not lose out. He will not replace the leaver instead he will increase level and package of role of person left making them his deputy. I didn't get the promotion but my boss just said to me let's see what happens in 6 months time and nothing will be done now! I believe it would have only been win win if the other candidate didn't get the role and stayed behind but the same does not go for me due to my flexible working. I have handed my notice in due to this as fed up of being overlooked even though I still work the same hours as everyone else and delivered above targets set for me

I've written to Natwest RE both mine and my husbands bank account and also my husbands credit card account. For the bank accounts I had the 2 standard replies from Stuart Higley and something similar or the credit cards and I'm at the MCOL stage. Does anyone know can I do 1 claim for my husband for both his current account and his credit card account? OR do they have to be separate ...and my big dilema. A couple of weeks ago I started working for the RBS Group (not in the retail banking division) Can I still file my MCOL on line, or would it risk me losing my job if I take my employer to court??!!!