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    • I have a problem, a serious one. On mid November 2023 my boiler (installed 10/21) failed and flagged up the code 29.10: blocked flue. The EB engineer came out and replaced the fan, said it was unusual, put it down to storms. On 16/12/23 the same thing happened. Another WB engineer came 18/12/23 and fixed it, but said it isn't the boiler, it is the flue, and that he would mend it this time under the guarantee but they would not do that again if it failed unless I got the installers to reinstal it. On 27/12 it failed again. 29.10. I did not call them because of their saying I would have to pay. I contacted the installers who responded, then stopped when they saw the WB report of 18/12. By February I had had no central heating or hot water since Christmas, so I posted a job for a heating engineer to give an opinion on the flue installation. He found the flue blocked with vegetation from the trees my neighbour planted near the wall, and which I have been desperate to get uprooted. He gave a report and photos, and agreed the flue needed reinstalling. I got nothing from the original installers, so I contacted the Gas Safe Register. They sent an inspector, who gave a full report and had the original installers down and they reinstalled the flue as instructed, and notified LA Building Regulations.   On Friday I received a certificate from the Gas Register saying the reinstallation of the flue had  been carried out by a registered heating engineer.  It was from the installers, and the certificate does say that it is 'not conclusive evidence' and they had notified the local authority Building Regulations on my behalf.  As I only received it Friday, I have not yet pursued it. On Thursday, as the installers said they had reinstalled and there was nothing wrong with the flue installation, and that the boiler was not working, I wrote to WB and asked them to come and repair the boiler.   During all this time I have been in contact with various people, including Citizens Advice.  I had hoped they would refer it to the Trading Standards because you cannot contact Trading Standards yourself.  I am hoping they will.  I have other serious issues to deal with.  I don't think elderly people are helped as much as they should be.   I had an email from them Friday - yesterday - demanding I deposit £200 with them before they come down to repair it. I told them I query that, and said I will consult on my consumer rights, sending copies of that to all concerned. This is their response: Thank you for your email. The £200.00 is reserved to ensure the work has been completed correctly – in the case where remedial work has been resolved, no charge will be taken. This is due to the amount of calls we have reattended in the past where remedial work has been said to have been completed but hasn’t been. If the issues detailed in the report from our previous visit have been issued, the money will not process and will simply go from reserved back to the customers account without ever leaving it. Under our Terms and Conditions: 6.1 Assignment and Subcontracting. We may at any time and without any notice to you assign, transfer, charge, subcontract or deal in any other manner with all or any of our rights or obligations under these Terms. You may only transfer your rights or your obligations under these Terms to another person with our prior written consent, which we will not unreasonably withhold or delay. Please refer to our website for full terms and conditions." Can they demand the money up front like this?   It is a week's state pension.  Would anyone give a whole week's pay for something which should be under guarantee?  I can copy and paste the various reports I have had from Worcester Bosch, including the one of 10/2021 when it was installed and failed 24 hours later.  The boiler worked until November 2023.  Also, I cannot understand the terms and conditions, because the boiler was given under the ECO3 scheme.  I have been on disability benefit - DLA - since 1992 and I don't remember signing anything with Worcester Bosch.  I am not sure if I am allowed to attach all the correspondence here.  It will take time, because the page keeps being unresponsive and I have to keep clicking 'wait'
    • for how many weeks/months/years have you been using it twice a week for...roughly?   she will have to request a new card, it wont be reissued or sent back to her if it was retained by the inspector.  
    • Liz Truss says Tories are part of a Blairite attempt to silence her. Reform UK leader Richard Tice said the Conservative Party is 'socialist' and suggested Rishi Sunak is not a 'real conservative'.   .. says the definitely NOT real Conservatives   Lets also hope that Starmer implements a clause where bringing the UK into disrepute, or breaching the requirements of ex UK PMs results in the permanent withdrawal of ALL UK taxpayer funding of them    
    • let 'em get on with it. they nor you have actually read what consequences under CONC mentioned in our SB letter mean under the law. dx  
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    • We have finally managed to obtain the transcript of this case.

      The judge's reasoning is very useful and will certainly be helpful in any other cases relating to third-party rights where the customer has contracted with the courier company by using a broker.
      This is generally speaking the problem with using PackLink who are domiciled in Spain and very conveniently out of reach of the British justice system.

      Frankly I don't think that is any accident.

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      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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Hey folks, here is the problem.

 

I'm writing on behalf of my wife by the way. She doesn't like forums and I am pretty stressed about all this so was hoping you might be able to help.

 

My wife took a week off work, an authorised holiday, as she was depressed and anxious about work due to the fact her job description has changed, increasing her workload.

 

Basically she is a receptionist but due to redundancies in another department, her office has become busier and she has had to take secretarial duties as well without an increase in salary. The reason for this is the actual secretary suffers from agoraphobia so works from home, which doesnt help when certain in-office duties are required to be completed i.e printing/filing etc.

 

These extra duties combined with additional stress caused by other employees not doing their job e.g taking extended lunch breaks causing clients to become agitated and directing their frustration at the receptionist.

 

So my wife does not feel better at the end of her week off and after seeing the GP is signed off for one week. She sends the certificate to work and all is fine.

 

My wife still does not feel any better and is signed off for a further 2 weeks.

 

During this period work call her asking where a file is and indirectly accusing her of losing it. This causes more stress so she complains to the manager by email, to which he apologises for any accusation and for calling whilst she is off work with anxiety and depression.

 

My wife obtains a futher two week certificate from work and upon receipt of it, work email her twice. Once advising her of the redundancies being made (pretty much states that she is up for redundancy despite the fact her position is necessary) and the other quoting the sick pay section of her contract.

 

"Given that you have already been off work on Sick Leave for a period

of three weeks and that the further Sick Note which you have just told

me to expect will take your period of Sick Leave to a total of five

weeks, I feel it only right to draw your attention to the fact that

the Discretionary Payment of your full salary whilst absent through

sickness pursuant to Clause #.#:# of your Contract of Employment will

come to an end after a period of four weeks of Sick Leave, and that

you will thereafter revert to Statutory Sick Pay as per Clause #.#:#

of your Contract of Employment.

 

In other words, whilst you will continue to be paid your full salary

in respect of the first week of the latest Sick Note which you have

indicated that you have put in the post to me, you will only receive

Statutory Sick Pay in respect of the second week covered by that

Medical Certificate. I thought it only right to provide you with

advance warning to this effect, so as to enable you to arrange your

financial affairs accordingly."

 

This did not raise too many alarm bells with her as she thought she would have enough money to cover bills.

 

Whilst all this is going on, meetings between the overall manager and her boss at her office have been going on discussing redundancies, at which point my wife was asked if she would like to contribute anything.

 

The CAB advised that this is definitely threatening redundancy and further action can be taken if she is made redundant and then replaced.

 

A futher letter relating to these meetings was sent, which was derogatory towards her previous complaints about additional workload and her not being able to carry out her reception duties as a result, and also stated that if redundancy was made, no redundancy pay would be paid due to the fact she has not worked for a 2 year period. (She has worked for about 18months)

 

Today my wife received her monthly wage slip through the post which stated approx £150 wages and approx £90 SSP. Bearing in mind this is a fulltime position working 9-5 Mon-Fri earning above national minimum wage.

 

She has emailed for an explanation as of course she is distraught, but as yet there has been no reply.

 

Any advice on this matter, or explanations as to the amount she has been paid would be greatly appreciated, but if you need any more details, please just ask.

Edited by FrustratedConsumer
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  • 4 weeks later...

Judging by what has been posted it looks like the payroll dept have made a mistake with her basic salary. SSP at that rate only accounts for just over 1 week of sickness.

 

More concerning here is the fact that your wife could be made "redundant"

 

A "person" cannot be made redundant the position is made redundant in other words the job that someone is doing is no longer going to exist. The person would be entitled to "Redundancy Pay" if he or she had not less than 2 years continous service.

 

So if your wife's employer continues with this course of action your wife may well have a case for unfair dismissal, IF she can prove that the position she is being made redundant.

 

You really need to see the "Terms & Conditions of Employment to determine whether the employer is acting fairly regarding the on going sick pay issue.

 

Hope this is a help

 

Beau

Please note: I am not a lawyer and as such any advice I give is purely from a laymans point of view;-)

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