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    • Hermes lost parcel.. Read more at https://www.consumeractiongroup.co.uk/topic/422615-hermes-lost-parcel/
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    • Oven repair. https://www.consumeractiongroup.co.uk/topic/427690-oven-repair/&do=findComment&comment=5073391
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    • I came across this discussion recently and just wanted to give my experience of A Shade Greener that may help others regarding their boiler finance agreement.
       
      We had a 10yr  finance contract for a boiler fitted July 2015.
       
      After a summer of discontent with ASG I discovered that if you have paid HALF the agreement or more you can legally return the boiler to them at no cost to yourself. I've just returned mine the feeling is liberating.
       
      It all started mid summer during lockdown when they refused to service our boiler because we didn't have a loft ladder or flooring installed despite the fact AS installed the boiler. and had previosuly serviced it without issue for 4yrs. After consulting with an independent installer I was informed that if this was the case then ASG had breached building regulations,  this was duly reported to Gas Safe to investigate and even then ASG refused to accept blame and repeatedly said it was my problem. Anyway Gas Safe found them in breach of building regs and a compromise was reached.
       
      A month later and ASG attended to service our boiler but in the process left the boiler unusuable as it kept losing pressure not to mention they had damaged the filling loop in the process which they said was my responsibilty not theres and would charge me to repair, so generous of them! Soon after reporting the fault I got a letter stating it was time we arranged a powerflush on our heating system which they make you do after 5 years even though there's nothing in the contract that states this. Coincidence?
       
      After a few heated exchanges with ASG (pardon the pun) I decided to pull the plug and cancel our agreement.
       
      The boiler was removed and replaced by a reputable installer,  and the old boiler was returned to ASG thus ending our contract with them. What's mad is I saved in excess of £1000 in the long run and got a new boiler with a brand new 12yr warranty. 
       
      You only have to look at TrustPilot to get an idea of what this company is like.
       
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    • Dazza a few months ago I discovered a good friend of mine who had ten debts with cards and catalogues which he was slavishly paying off at detriment to his own family quality of life, and I mean hardship, not just absence of second holidays or flat screen TV's.
       
      I wrote to all his creditors asking for supporting documents and not one could provide any material that would allow them to enforce the debt.
       
      As a result he stopped paying and they have been unable to do anything, one even admitted it was unenforceable.
       
      If circumstances have got to the point where you are finding it unmanageable you must ask yourself why you feel the need to pay.  I guarantee you that these companies have built bad debt into their business model and no one over there is losing any sleep over your debt to them!  They will see you as a victim and cash cow and they will be reluctant to discuss final offers, only ways to keep you paying with threats of court action or seizing your assets if you have any.
       
      They are not your friends and you owe them no loyalty or moral duty, that must remain only for yourself and your family.
       
      If it was me I would send them all a CCA request.   I would bet that not one will provide the correct response and you can quite legally stop paying them until such time as they do provide a response.   Even when they do you should check back here as they mostly send dodgy photo copies or generic rubbish that has no connection with your supposed debt.
       
      The money you are paying them should, as far as you are able, be put to a savings account for yourself and as a means of paying of one of these fleecers should they ever manage to get to to the point of a successful court judgement.  After six years they will not be able to start court action and that money will then become yours.
       
      They will of course pursue you for the funds and pass your file around various departments of their business and out to third parties.
       
      Your response is that you should treat it as a hobby.  I have numerous files of correspondence each faithfully organised showing the various letters from different DCA;s , solicitors etc with a mix of threats, inducements and offers.   It is like my stamp collection and I show it to anyone who is interested!
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Can someone please tell me, I have 6 years service that will be 7 years on the 20th of September.

The end of redundancy consultation period is defined as 2nd of September. My notice period has been stated as 6 weeks, however at the END of that period, my service would have been 7 years. Can anyone confirm to me whether I should be due 6 or 7 weeks notice? It is usual for the company to pay in lieu of notice so I am using that as an assumption.

 

Thankyou in advance.

 

Also can anyone tell me what information I should have been given at the start of the process. ( less than 20 people affected ) I have been given the 2nd as the end of the consultation period, but was never actually told the period had started!!!

 

Thanks again.

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Since then, theyve told me I will be elligible for 7 years redundancy pay but 6 weeks in lieu of notice, can anyone confirm thats correct please?

Thankyou

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Entitlement to notice will be governed by your contract of employment/statement of terms, but is subject to a statutory minimum period.

 

Entitlement to statutory notice is one week for each complete year of employment. So if you have 6 years and 50 weeks at the date notice is given you are entitled to 6 weeks.

 

However redundancy payments are calculated by referrence to the number of years of service you have at the effective date of termination. So if working out your notice takes you past the 7 year point....

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Thankyou for the reply, but it doesnt really answer my question.

I am asking that because my service WOULD be 7 years, IF they told me to work my notice, however I already know they will be paying me in lieu of notice. Therefore will my effective date be from the date they pay in lieu of notice, or from the date the notice would have ended IF theyd requested me to work it? Since them paying me in lieu of notice could see me worse off by 1 years service, surely theres something that says it would be 7 rather than 6?

Thankyou

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In circumstances where you have 6 years completed service but would have 7 if the employer gives you statutory notice....

 

Your entitlement to a redundancy payment will be based on 7 years service whether you are dismissed with notice or dismissed without notice.

 

But your entitlement to notice is based on the service you have at date they either give you notice or dismiss you without notice.

 

So I think that 6 weeks pay in lieu of notice but a redundancy payment based on 7 years is correct.

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Thankyou.

I wish there was a place that had all this information.

Theres a lot of websites for redundancys when 20+ people are affected but hardly any information on right or proceedures when

Does anyone know any useful sites on basic rights and proceedures?

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The best place to start would be the ACAS Advisory booklet on redundancy

 

http://www.acas.org.uk/CHttpHandler.ashx?id=877&p=0

 

The main ways to challenge a redundancy dismissal as being an unfair dismissal are:-

 

There is not a redundancy situation and the dismissal is for another reason

That you have been unfairly selected for redundancy

That the employer didnt follow a fair procedure eg. failing to consider you for redeployment, failing to follow his own written procedures.

 

All are fraught with technicalities... but if you believe that any of these apply in your case you should put in an appeal against dismissal or a grievance about unfair procedures being followed dealing with the points.

 

There was a big watering down of individual procedural rights on redundancy as a side wind of repealing the Statutory Disciplinary and Grievance Resolution procedures in April this year, so the law is still settling down again.

 

But start with the ACAS code and the employers own written procedures on dismissal, redundancy or selection. This is an area where you should probably seek individual advice if you consider any aspect of how your employer is proceeding is potentially unfair.

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