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    • again you appear not to be understanding things.....   a default does not go statute barred - as carefully explained in post 4....once it reaches its 6th birthday it along with the associated account will be removed from your file. that happening has no effect on the debt itself. it does not mean it is no owed.    your debt is NOT statute barred it has a CCJ . should the claimant fail to enforce the CCJ by it's 6th birthday, when, as with a default, it falls off your credit file, then they would need to return to court to do so. and again that happening has no effect upon the debt itself.   they both operate under the same ICO rule, quoted as in post 4..   All references to a defaulted debt must be removed from your credit files after 6 years  has passed from date of default, whether paid off, paying now or not.  . This is so that someone who continues paying something  - even after 6 years from default  - should not be at a disadvantage to someone who pays nothing after default  and ends up with a clean file after 6 years. 
    • Pleased to say that the default has gone from my credit report due to being SB. My Experian credit score is now 978 out of 999 and excellent. Experian doesn’t show my 2 x CCJ’s. Equifax’s shows just 1.    my question is this.... clearly the debt is still owed for the SB debt, the CCJ is still live until June next year.   Can I make an offer of 10% to settle the debt now that it’s SB? If so is there a letter template that I can send to them to make such an offer?   thanks in advance 
    • Your position is not untenable in any way. You have already mitigated partially any impending disaster by opening another non Paypal linked bank account so they cannot arbitrarily seize what they want.   First thing to remember you are in control here. Whatever you offer to pay them must be something you can reasonably afford even if its only a pound a week and you must pay it to Paypal. If like me they freeze your account then there is no way you can reasonably pay them. They are not going to give you another account to pay it into.   The reason I got into difficulties with them was because I had recurring large payments being made to a supplier of mine which continued after I was rushed into hospital for series of emergency operations. When I came out of hospital Paypal had simply frozen the account which I discovered when I tried to pay money into it to alleviate the huge deficit that had accrued. So I paid nothing of what I owed. I received about 4 or 5 threatening missives which I ignored as well as any phone calls. I tried for several months to make payments into the account and in the end I gave up. Despite all the threats nothing actually happened.   If you read all the answers to your posting as well as all the other Paypal posts I doubt you will find any evidence of Paypal doing very much to enforce outstanding balances and funnily enough they do not make it easy for those that wish to repay them as I discovered.   So stop getting yourself into a flap over something that is very unlikely to be nothing more than a storm in a tea cup.   Make or start you offer to re-pay them at a figure you can easily afford then forget all about them except to make your regular payment if you can still do so.   DO NOT under any circumstances get yourself deeper into debt over this.
    • she certainly hasn't any authority to 'fine' you. what was in the contract regarding vacating the property by when?  
    • Makes the cost of the battery even worse  
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Maternity, sick and annual leave problems.

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Just a few basic facts first.

I found out I was pregnant on 18/11/2007.

I started work for my employer on 26/11/2007.

I was signed off sick on 4/1/2008 and am still off sick now.

I start my maternity leave on 11/05/2008 (29 weeks), baby is due 30/07/2008.

I am not entitled to smp as I haven't worked long enough, which is fine as I get full maternity allowance due to also being self employed.

i work from home for a large company.


I had a phone call from HR last week and was told I am entitled to 5 weeks holiday and I can take it prior to my maternity leave (holiday entitlement hadn't even crossed my mind until the phone call). I emailed her later when I realised I didn't have 5 weeks before my maternity leave started and she replied stating that as I was signed off sick from 4/1/2008 then I had only accrued holiday from those 4 days (holidays Jan 1st-Dec 31st). I also got an email today saying that I don't accrue holidays while sick but I do while on maternity leave but I can't take them the next year or before I accrue them, so in effect will lose my entitlement from 11/05/2008, when I start my maternity leave.


So basically, do I accrue holidays whilst sick?

Do i accrue holidays while on mat leave?

Are they allowed to refuse me the right to take my leave next year?

I am sorry so many questions!

Please ask me anymore questions if I haven't made any of this clear.


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All help is merely my opinion only - please seek legal advice if you need to as I am only qualified in SEN law.

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The issue of holidays and maternity pay has become a little clouded as there are cases before the European Court as existing opinion could possibly be affected by the terms of the Working Time Directive.


One such case is connected with holiday accrual whilst on long term sick. There is case law to confirm that holidays do not accrue whilst on long term sick leave (as 'leave' by definition means being given leave from work, so how can this be possible if one is not actually 'at work'?). The Appeal Court overturned an earlier ruling and it was concluded that holiday does not accrue whilst an employee is on long term sickness absence, but a further appeal has now gone to ECJ.


Holiday used to accrue during the period of Ordinary Maternity Leave but not Extended Maternity Leave (if exercised). Once again there are problems in adopting this principle as all employees are entitled to a minimum period of paid holiday, and as maternity does not alter the status of employment it is a grey area.


Untaken holiday. Debatable again - it has always been the case with many employers that there should be a 'use it or lose it' policy laid down by contract, so the contract should be the first thing to check. Again there is a complication with the Working Time Directive which, if tested, could determine that an employer has to grant the statutory minimum holiday entitlement, so if there are unavoidable barriers to taking the holiday then the employer should carry them forward.


Basically there are various opinions and cases pending. It isn't just a question of the WTD but also that if found on the wrong side of any interpretation, employers could be accused of Sex Discrimination on the grounds of pregnancy. It may be worth pointing out the problems and putting the ball in the employer's court about how they suggest that the matter be resolved.

Any advice given is done so on the assumption that recipients will also take professional advice where appropriate.






If I have been helpful in any way - please feel free to click on the STAR to the left!


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