Jump to content

  • Tweets

  • Posts

    • ive just merged an older thread but i see that was you? as this recent PAPLOC is for your wife? did your wife get PP credit as well or is this the same A/C? as for any PAPLOC reply to lowells. hit letter of claim follow post 2 dx  
    • Don’t forget : medical professionals shouldn’t report you to DVLA (absent you not having capacity to do so yourself, or deliberately failing to do so) Because of confidentiality the ideal is they don’t report you. You inform DVLA and the DVLA forms you then complete make it clear you are giving permission for those medical professionals to respond to a DVLA enquiry. (For info, and I hope it wouldn’t come to it for most sensible people who don’t lack capacity:) However, if it is clear someone lacks capacity to inform DVLA (so, if they are a dementia sufferer, for example) , they can inform DVLA on the basis the person would do so if they were capable, and there is a clear public interest aspect. Similarly, if they advise someone who is competent to inform DVLA, and the person chooses not to, they might then repeat to that patient that they MUST inform DVLA, and if that too fails, suggest (for example) a second opinion. If all else fails AND the medical professional believes the person continuing driving represents a risk to others of death or serious harm :  they can inform the patient that they will be informing DVLA (and then do so). Again : on a public interest basis, and trying reasonable alternatives first.
    • Ready to condemn your right wing heroes racism and anti-semitism yet @theoldrouge Surely its not just convenient fake outrage when it suites your right wing agenda?   Perhaps start with pound shop powell here and move on to horrible anti-semite supporters trumpy and Taylor Green sleeves in the US thread   whats up - ashamed?
    • DCBL provided a copy of UKPC's witness statement. Those costs DCBL were so concerned about were the price of a second class large letter, no more than £1.60. Two key documents are missing: A copy of the contract between UKPC and the Landowner/Tenant; and A so called land plan indicating where signage is placed. I wrote to DCBL regarding their incomplete witness statement and provided a copy of the letter to the court. DCBL missed the deadline to supply me with the missing documents. I have submitted a complaint to the SRA. I decided to submit the complaint against Mr Neil Gordan Smith who is an accredited solicitor and employed by DCBL as its registered compliance officer for legal practice.
  • Recommended Topics

  • Our picks

    • If you are buying a used car – you need to read this survival guide.
      • 1 reply
    • Hello,

      On 15/1/24 booked appointment with Big Motoring World (BMW) to view a mini on 17/1/24 at 8pm at their Enfield dealership.  

      Car was dirty and test drive was two circuits of roundabout on entry to the showroom.  Was p/x my car and rushed by sales exec and a manager into buying the mini and a 3yr warranty that night, sale all wrapped up by 10pm.  They strongly advised me taking warranty out on car that age (2017) and confirmed it was honoured at over 500 UK registered garages.

      The next day, 18/1/24 noticed amber engine warning light on dashboard , immediately phoned BMW aftercare team to ask for it to be investigated asap at nearest garage to me. After 15 mins on hold was told only their 5 service centres across the UK can deal with car issues with earliest date for inspection in March ! Said I’m not happy with that given what sales team advised or driving car. Told an amber warning light only advisory so to drive with caution and call back when light goes red.

      I’m not happy to do this, drive the car or with the after care experience (a sign of further stresses to come) so want a refund and to return the car asap.

      Please can you advise what I need to do today to get this done. 

      Many thanks 
      • 81 replies
    • Housing Association property flooding. https://www.consumeractiongroup.co.uk/topic/438641-housing-association-property-flooding/&do=findComment&comment=5124299
      • 160 replies
    • 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.

      One of the points that the judge made was that the customers contract with the broker specifically refers to the courier – and it is clear that the courier knows that they are acting for a third party. There is no need to name the third party. They just have to be recognisably part of a class of person – such as a sender or a recipient of the parcel.

      Please note that a recent case against UPS failed on exactly the same issue with the judge held that the Contracts (Rights of Third Parties) Act 1999 did not apply.

      We will be getting that transcript very soon. We will look at it and we will understand how the judge made such catastrophic mistakes. It was a very poor judgement.
      We will be recommending that people do include this adverse judgement in their bundle so that when they go to county court the judge will see both sides and see the arguments against this adverse judgement.
      Also, we will be to demonstrate to the judge that we are fair-minded and that we don't mind bringing everything to the attention of the judge even if it is against our own interests.
      This is good ethical practice.

      It would be very nice if the parcel delivery companies – including EVRi – practised this kind of thing as well.


      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
        • Like
  • Recommended Topics

Old bully coming back to haunt

style="text-align: center;">  

Thread Locked

because no one has posted on it for the last 5114 days.

If you need to add something to this thread then


Please click the "Report " link


at the bottom of one of the posts.


If you want to post a new story then


Start your own new thread

That way you will attract more attention to your story and get more visitors and more help 



Recommended Posts

Hi all


A friend of mine is in a little bit of a difficult situation at work, and I need a little help to advise him if you don't mind? :)


Having worked for his firm for some years, about 4 years ago he raised a complaint about (effectively) being bullied in the branch of the firm he works for. The complaint was resolved informally (though his manager knows the story and has a letter documenting the problems) and he was transferred to another branch in the region.


2 years ago, there was a possibility that he would be transferred back to the old branch, but the people responsible for the bullying were still there. A letter was written to his boss and the possibility of this move was removed.


Now there is a possibility that one of those people could move to his branch - this has been mentioned informally a couple of times now. Obviously this is causing considerable distress in my friend, in fear that the bullying would recommence.


I think that his boss thinks that the situation would be ok and no bullying would happen - my friend doesn't even want to be put in the situation where it might happen, quite understandably!


On my limited knowledge of employment law, I think that there are potential grounds for constructive dismissal if it goes that far (my friend certainly isn't prepared to work with this person and if that person is moved, the atmosphere & working conditions will become intolerable for my friend) - obviously raising a formal grievance first. Anyone think the same, or advise other actions?


There is the possibility that the issue will be discussed with management in meetings prior to any move happening (or not). In any meeting, I think I should advise my friend to simply stick to why he feels like he does, and the reasons that this person should not be moved to his branch - not revealing any potential courses of action. What are the thoughts of the collective please? :)






Please note that the right to reproduce any part of any post I make on this forum is restricted under copyright law.


Please see the following copyright statement

Link to post
Share on other sites

I think your friend should raise his issues informally at first. Then see how it goes from there.

He's a long way from grounds for Constructive Dismissal.

If he wants practical advice on dealing wth bullies, whilst staying (just) on the right side of criminal law, PM me.;)

Link to post
Share on other sites

I think your friend should raise his issues informally at first. Then see how it goes from there.

He's a long way from grounds for Constructive Dismissal.

If he wants practical advice on dealing wth bullies, whilst staying (just) on the right side of criminal law, PM me.;)


Sorry, I should've mentioned (and I thought I'd covered everything), his immediate supervisor did ask how he felt about it a few weeks back - the concerns were raised then, but the latest informal mentions (and actions that could easily be construed as setting up the move) have been since then.


Not sure that my friend would be that good with the practical advice (I would be!), but thanks for the offer ;)




Please note that the right to reproduce any part of any post I make on this forum is restricted under copyright law.


Please see the following copyright statement

Link to post
Share on other sites

Hello there mcuth.


The HSE seem to be taking an interest in bullying these days, although I'm not sure how pro-active they are. As I understand it, be bullied can be viewed as a work-related 'injury' or similar. And legally, an employer is failing is their duty of care to an employee. It could be worth a read.


There's a good website called bullyonline.org that has a lot of information and, at the very least, your friend will realise they're by no means alone in this. And there's the National Bullying helpline that's been in the news recently.


Does your friend belong to a union?


I don't think organisations are very good at recognising that bullying is such a problem, which doesn't help your friend at this stage, but I hope we can help find some kind of resolution.


My best to your friend.

Illegitimi non carborundum




Link to post
Share on other sites

Hi 'mcuth',


Now, this is an interesting post...


The employer recognised and addressed bullying occurences by transferring the culprit to a different branch in order to avoid incidents to be repeated.


They, now, intend to transfer the said culprit back to the branch where your friend works...


Unless the employer has serious reasons to believe that the bully will not iterate maltreatment against your friend, if he came into contact with him... they would be in breach of the Health and Safety Act...


The stress caused on your friend is foreseeable in this case, and if they attempt to bring the bully back to the branch, I would suggest that he uses the Protection from Harrassment Act and seeks civil remedies under the Act.

---Aut viam inveniam aut faciam---


***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***


- I do not reply directly to any PMs, but you are more than welcome to enclose a link, in a PM, to your post. Thank you -

Make a contribution to this site... Help the CAG keeping on helping you for FREE.

Link to post
Share on other sites

  • Recently Browsing   0 Caggers

    • No registered users viewing this page.

  • Have we helped you ...?

  • Create New...