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Found 28 results

  1. CCA Enforceability Thread I'm sure I've seen it stickied somewhere and cant find it for the life of me.
  2. Hello, I'm currently a registered carer looking to join a carer's organization. They do disclosure checks on the protection vulnerable scheme. I have a previous conviction against my ex on harassment they have allowed me to continue to work at present, they are considering to put me on an adults list. They have asked for more information. Its being considered by Scottish ministers. They have asked for references and letters from doctors that may help you get clear. Anyone been down this road advise on what else I should include? Thanks.
  3. help i have done a disclosure list without filling in the n265 form. now the other side are saying i haven't adhered to the judges ruling. can my case be thrown out. can they ask for my evidence to be struck out or even strike out all the case. the other side are still requesting the documents. what impact can all this have on my case.
  4. The Military Division of The New Year Honours List 2018 READ MORE HERE: https://www.gov.uk/government/news/the-military-division-of-the-new-year-honours-list-2018
  5. Makes you wonder if this is just restricted to the one hospital !! https://www.thetimes.co.uk/article/police-investigate-nhs-waiting-list-fiddle-0skjz03rt?shareToken=9b3148be41ddfe207c14ef73011774a0 Human and/or IT errors.... ready made excuses.
  6. I have been told by my GP surgery that a medication I have been on for 6+ years and which is life-preserving is now on the 'red list' and has to be prescribed by the hospital. It was originally prescribed by a consultant after extenisve testing, and I was discharged to GP care about 3 years later when they were happy that they'd got the right dose. Since then I've had annual blood tests to ensure the dose is still ok, though it's very unlikely to change and will be required for the rest of my life. Can anyone tell me what this means? They can't or won't say if that means I need (another) letter from the hospital or whether I'll have to go every two months to get a prescription or even if they'll now refuse to prescribe it at all. There is no alternative drug, but I know it is really expensive, about £200 a month, and I'm terrified.
  7. Hello all I'm going for my first signing on JSA after many years. I remember previously I had 3 different types of job titles that I was looking for - eg, care assistant, sales assistant etc. I'm wondering if that's still sufficient or is there a minimum number I need to list? I just want to know what I should expect really - bit nervous. I've been told to bring in my CV (haven't signed up for UJ) for my first interview - should I have it redacted? I'm very privacy conscious and I've read how very little I can trust the DWP with anything. Thank you - appreciate any guidance
  8. Hi, I hope someone can help me with a unique query. I need to get in touch with a particular surgeon that operated on another patient who was admitted to the same ward as me - this is for a very rare and specialist medical issue that I also developed. Unfortunately, I cannot remember the surgeon's name as this was a few years ago, but i should be able to identify the name of the surgeon from a list of names if I received a list of all surgeons operating at that hospital during the time when I was admitted there. Is this something I could ask using the Freedom Of Information Act, or would the names of surgeons not be provided? Thank you.
  9. READ MORE HERE: https://www.gov.uk/government/news/military-courage-recognised-in-operational-honours-list--2
  10. Hi all, I'm lousy at writing descriptive titles, so apologies in advance I plan to remortgage my home in April of this year, and want to collate proof of income from both self employment and benefits/tax credits paid to me over the last 3 years. Is possible to write to the HMRC and DWP to get a list of all benefits paid into my bank account for the past 3 years? So I can use that as proof of a secondary income?
  11. My husband has a disciplinary meeting next week. Another worker claims he was rude/bullying. Since her complaint, her boss has claimed she witnessed a similar incident "about 6 months ago" but didn't do any thing about it at the time. He has received their statements, however, they have not taken a statement from his colleague who was there nor have they requested CCTV of either incident. They are saying it could be classed as Gross Misconduct but he has not been suspended. Can they use a statement from someone with no evidence other than her recollection of something approx 6 months ago that was not reported at the time? Should they have asked for a statement from the other person there? Can my husband ask for this to be done before the meeting?
  12. Personal Independence Payment (PIP) – table of activities, descriptors and points Daily Living Activities and Mobility Issues... Some readers are confused with what the DLA/PiP descriptor/s are and what points could be awarded. Here is a guide that could answer some of your questions. See this link >> https://www.citizensadvice.org.uk/Global/Migrated_Documents/adviceguide/pip-9-table-of-activities-descriptors-and-points.pdf This is a guide only, as each claimant will need to have his/her own points to be able to qualify for these benefits. These may help you understand how your illness/disability affects you and how it may affect the outcome of your claim. This guidance also includes the descriptors'/points for mobility too... The first 6 pages are for daily living part of your claim, see section 1-10 then for mobility please see pages 6-7 sections 1-2... Also I have added a 12 point diary for you to use if you wish (very useful tool), this can be found here >> http://www.consumeractiongroup.co.uk/forum/showthread.php?457126-DLA-Pip-12-point-diary(21-Viewing)-nbsp Print off as many as you need and keep them until you need to reclaim or provide written proof as to what your abilities are around the home and out in public. Please remember there are good days and bad days, these all need to be kept in the diary... If you have any questions regarding the use of the diary please start your new thread for more detailed advice... Finally getting regular written reports from your care providers/Dr's/Consultant/carer will also be very useful...
  13. This may be helpful if you are looking for contact details. http://www.equifax.co.uk/Products/learning-centre/lender-list.html#lettera
  14. Having moved to Northern Ireland I am on ESA, in the support group because i have arthritis in both knees. I have been staying in a hostel provided by the local housing Executive due to my current needs. The housing executive have just offered my a ground floor flat that suits my needs for which i have accepted. My move in date is expected to be in 4-6 weeks after the housing executive have made the flat acceptable due to the last tenant. I have been given a Form (Community Care Grant) to complete and send to the local Social Security Office as there is no DWP in Northern Ireland. -It can take up to a month to process. This grant allows for help in costs setting up a new home with the basics such as a cooker, fridge etc Are there any dedicated web sites etc where you can list these household things and help in filling out the form
  15. Hello! I am in need of a little advice from you seasoned professionals.. Currently helping someone with an Employment Tribunal claim, and on an order from the judge, it asks her to disclose a "list of documents in her possession relevant to the case". How does this get listed? is it simply a list such as "date, name of document"? Also, what about text messages? are these to be listed in full, such as date, time, message content, or simply just date and time text was received or sent? Apologies if this comes across as confusing in my writing style!
  16. Hi I've Just requested information on some collectors cars registrations for a certain model, to my knowledge there are only 25 left in the UK. But DVLA say they are unable to help. This seems beyond me as I thought they kept all this information. If you were a policeman you would most certainly obtain this sort of information. But they say they don't keep it, I want to what an earth they keep then if not all old records, it seems the staff just cannot be bothered these days. Does anyone know of other ways to obtain this sort of information. Thanks Kevin
  17. Hi there I am trying to find out the insurance under writers for Barclaycard in the 1980's and 1990's. I think it was a company called Consolidated Financial Insurance Group Ltd but I have been unable to find out anything else about them such as who the parent company was? Does anybody have an idea or could you direct me to a register of under writers for the various financial institutions? Barclaycard are being very unhelpful in supplying information about my PPI policy and this is a possible further avenue for investigation. Many Thanks.
  18. Hi there people Does anybody have either a link or information for in which order multitrack documents should be presented in County Court. i.e when oppening the lever arch file, how should it read ? All that I have found is a very brief two items; First.Court documentation Second. Evidential bundle My claim is so much more than that, or am I reading to much into the term "evidential bundle" ? Questions that I am asking myself 1 Court documentation 1a) Does it relate to everything, a]Case Management hearing b]Court Order c]Notice of Trial Date d]Allocation to Multi-track 2 Evidential bundle a]A considerable amount of my information is undated, so how do I list that ? b]Some of my documentation is taken from the public domain, though the date shows that is was taken after the event. c]Letters between solicitors, do they go in a different section ? Lastly, do I include the skeleton argument before the Court documentation ?
  19. Hi all, We moved out of our property about a month ago. Within the 10 days the landlord requested 200 pounds worth of deductions, and we've been given the rest back by the agent. We've repeatedly asked him for what these deductions are, and so far he's only mentioned some supposed damage to a sofa which he says will cost 60 pounds to clean, then if that can't be done, more may have to be spent on repairing it. We wish to dispute this, as we absolutely did not cause this damage, and will do so with the mydeposits dispute service. However, we still don't know what else this 200 pounds is supposed to cover. We've asked for a list a number of times and all we get is the mention of the sofa. I guess he's just hedging his bets in case it costs more. I want to dispute this, but my concern is this - we need to submit evidence with our dispute, so how can we do that if we don't know what the majority of the claim is for? If we only submit evidence about the sofa, he could then change his counter claim to add in 140 quid's worth of other issues, which we'll have no chance to submit evidence about. What's our best move here? Should we demand a finalised list before we dispute, or would the fact he hasn't given us one yet count against him in a dispute? Or will we be given a chance to counter with evidence if he brings up stuff we haven't been notified of yet? Thanks in advance for any help with this. Louis
  20. Have to compile this and have been reading about this in various places. However, my confusion is, how comprehensive should it be? Apologies if this sounds like a complete rookie question and I would imagine it's been answered here before, but I cannot find what I'm looking for. So question is, should it include anything past what I intend to use as evidence for my case and argument i.e. short witness statements (or is that truly part of the witness statment aspect?), costs in seeking employment, medical evidence (was mentally and physically unwell during my disciplinary for GM). etc? Any thoughts would be much appreciated.
  21. What the hell is going on. . . . ? Hector Sants, the former Financial Services Authority chief executive criticised over regulatory failures during the financial crisis, has been knighted in the New Year Honours list. More: http://www.telegraph.co.uk/finance/newsbysector/banksandfinance/9770062/Honours-list-Former-FSA-chief-Hector-Sants-knighted-despite-regulatory-failures.html
  22. i need assistance with employment law, and personal injury claims. i would appreciate any advice that fellow CAG's can provided Work Related Breakdown i suffered a work related breakdown a year ago approx, however despite the problems at work i loved the actually job itself and always intended to return to work when i was well enough to do so, however i was pre empted financially and returned October last year and at that point formally started my grievance. like most people i had not idea of how a grievance procedure would work, so it was a massive learning curve. it is so unbelievably stressful and im still not fully well. all of the stresses remain as nothing had changed within the team on my return and my health has again deteriorated. Occ Health have recommended in writing that my place of work is toxic to my full recovery and i should leave. my p/trist is saying the same, as is my counsellor. they have all made clear that outside of that environment my health should improve enough for me to get another job doing the same type of work but with a different organisation! my question is this. is it possible for me to take civil action over and above tribunal action against my employer for the pysiatric injury they have caused me, in addition to which i had lost all my body hair. my head remains bald and i have to wear a wig, my eyebrow are going again, my arm and leg hair have gone, however my pubic hair did grow back a little. i am very grateful that my eyelashes have grown back - but for how long. i have been tested medically, the is no physical reason for the universal hair loss. constructive dismissal i am aware that the issue of constructive dismissal and discrimination can only be held in a Tribunal. but i would want to know how p/injury would work in a civil court, and could this take place more quickly than a Tribunal, and although not the right venue, will the issues of the discrimination, harrassment, bullying and victimisation come out at a civil hearing? i have an outstanding grievance appeal taking place by the end of March, it is likely to be negative, a little more detail first 'last straw' - manager held PPP (nearly 2 years since the previous one) tells me basically im c.... and that my colleagues have all complained about me, and gives examples of complaint. Fair enough. however all of this has come out of nowhere. manager provides no discussion or plan on how to resolve the situation between me and the rest of team, and goes off on 2 weeks holiday. naturally this has a devasting affect on my feeling toward the manager and the rest of the team, i have believed what he is saying. i make complaint to manager on his return and challenge all his accusation and complain that if the situation were true how is it he didnt try to help resolve the situation? i copy in HR. manager writes back taking no responsibility claiming i have misinterpreted and didnt say some of the things. my complaint was comprehensive and i gave back to him all the examples that he had used! a meeting was held. HR had lead me to believe that the meeting was a grievance as laid out in their policy, but it was a mediation meeting whereby the manager states again that i have mis interpreted and that in fact no one had complained about me - he failed to give any further information. he actually stated that i was made for the job. on hearing this however instead of making me feel better it devasted me further. i couldnt understand how he had done this to me in the first place. i had worked so hard and was so proud of the work. i went into freefall. from the time of the meeting with manager to what i thought was a grievance meeting was just over 2 months during which time there was a complete and utter breakdown between me and the rest of the team. i was signed off sick with work sky high blood pressure and related stress which i had desperately been trying to ward off. emloyer contact during sick leave during sick leave, the manager above my manager demanded to to see me, didnt advise that i could be accompanied and during the meeting told me basically that the best thing for me was to get my arse back on my chair and that in their experience involving the medical profession would mean that i would be off work longer! remember this talk at me is whilst i am unwell and vulnerable. end result even more freefall. during my sick leave there were a bombardment of letters from work, which stressed me out further than you can believe i felt hounded. i thought that it would be better to return to work even thougth my GP didnt think i was ready. i thought that it would be best to stop the hounding and make sure their were no more meetings with my managers manager. phased return meeting GP formally recommended this. unfortunately he did not specify a time. managers manager didnt want to follow GP's advice and tried to insist instead that if i felt tied i went home. luckily an HR officer was present and had to remind manager that it was normal in such circumstance and length of time away that a phased return take place. manager reluctantly agreed to 1 week! there was mention of a review, but no details of when the review would take place or who with. naturally 1 week was not enough. situation with team not resolved. i approach HR for help and am basically told to go away. i return to my GP who tries not to give the 'i told you so' and signs me off again. long term sick which brings me back to my return last year. Discrimination bullying and harrassment prior to the first last straw i had been suffering discrimination harrassment and bullying from another member of the team for a couple of year which i didnt handle very well. i absorbed it - but this just caused me to lose my body hair. i genuinely believe that this new member of staff would get used to me being there, also i had hoped that other members of the team would come to my defence when i was under attack from this 'colleague' - but no one did, some of them even joined in. this colleague was good at getting others to express their prejudices and the others knew better. i felt so isolated, ashamed and scared to say anything just in case they thought i was the one with the problem the one with the 'chip' so i said nothing. there was no one or manager that i had any trust or confidence in that i could take this matter to, so i suffered in silence, until the breakdown came. Employers investigate the complainant on making the complaint my employers carried out an investigation - a shock to me, a bigger shock was later learning that they had carried out an investigation on me too. thank God i was good at my job, good things were said about me. so they cant get me on that angle. grievance 1 outcome it transpired that others had complained also about my 'colleague' and my manager showed up themselves good and proper at the hearing. recommendations. words would be had with colleague and manager, but no grounds for discrimination - however.... appeal 'colleague' had actually admitted to what they thought would be a lesser complaint that they thought they could get away with, but this put employers in difficulty and they had to make a statement at the appeal confirming that at least one act of discrimination had taken place. it was agreed (and is on tape) that i was the brunt of this 'colleagues' abusive behaviour promotion of the main perp it was always the intention of my 'colleague' to get me out of the team and take over my Officer status and effect they way up from what they considered to be a lowly administrative position. they have now achieved this. even with the outcome of the grievance they still hold this position. what does this say? Victimisation (final 'last straw') managers manager has not taken too kindly to my complaint and raised awareness of what's going on in one of their departments and has targeted the 'trouble maker' me. a serious incident of victimisation has recently taken place. but i am covered by a 'protected act' and acted immediately. i put in a grievance about the harrassment and bullying by this particular manager. naturally management have stuck together. so i am just about to put in an appeal. Back to the start again this brings me round to where i started. based on the medical recommendation i think i will have to leave my job immediately i am notified of the appeal decision otherwise i will lose any rights i may have to claim constructive dismissal. i am not sure i want to claim this anyway as i would prefer the matter to go to civil court, where i can completely sue the a... off these people for what has happened to me over the past 18 months. my medical state the complete and utter indignity of having to constantly wear a wig and a cheap one at that as i dont have the money to buy a decent one. how further freakish i look without eyebrows. the constant eye infections because of no eyelashes, or where they were just coming loose and falling into my eye - the constant rubbing. im not so distressed about the rest of the body hair - no on sees any of it. im on medication up to my eyeballs. i have a diagnosed prolapsed disc and whilst of sick couldnt even put my knickers on or use the WC without putting a bucket on it first as i couldnt sit. thankfully my mobility is such that i can get around better, but i walk with a limp now, and still prefer to use the disable WC as they are a little higher. the constant pain in my back, shooting pains and numbness in my left leg is sometimes unbearable. also since being back at work apart from the deterioaration again of my mental state i have the additional indignity of repeated boils on my arse - what the hell is that about? i do hope that there is someone prepared and/or managed to read through this and provide advice or answer my query. Thanks
  23. Just thought I would post this link which gives contact details for various agencies and a list of Council CEOs and their email addresses. http://www.ceoemail.com/uk-government.php#ukcouncils
  24. TalkTalk remains the most complained about landline and broadband provider, according to UK regulator Ofcom. It has topped the chart since Ofcom began publishing it in October 2010. Complaints about its broadband service often related to line faults while landline quibbles focused on billing and customer service, Ofcom said. For mobiles, Ofcom received the most complaints about 3, while BT Vision was the most complained about pay-TV service. The regulator said that generally complaints were falling, with all broadband and landline providers generating fewer issues between April and June 2012, compared to previous periods. More ...
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