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    • I have not heard of a Letter of Claim until you mentioned it so after Googling it I am now aware of what it is so I will give Curry's until the end of this week to arrange the collection of this purchase for a refund and in the meantime I will get this Letter of Claim ready to send. I have the paperwork ready for the County Court but I will do as you suggest first. Sincere thanks for your advise.
    • Another consumer who thinks that by being reasonable and patient with Currys, that Currys will be reasonable with them in return. Bless. Of course I do hope that you get a resolution this way but in fact we have found over a longer time now that Currys was a dishonest and quibbling little company that takes advantage of its customers innocence to deprive them of their consumer rights. "In due course" is completely unacceptable but if you go along with that it means that you have handed the reins over to them and allow them to take control. There is no reason for this matter to take more than a week for them to sort out and so I would suggest that your best course of action send them a letter of claim giving them 14 days or you will sue them in the County Court. That gives them ample time to sort the matter out and also means that if they eventually come back to you "in due course" refusing to honour their obligations, then you don't have to wait a further 14 days. You can pretty well launch into action immediately. You said you had all your legal documents ready but I asked you if that meant that you had sent a letter of claim and you haven't replied.
    • Thank you for your reply. Yes the hob was bought Sept but not installed until early Dec, started showing faults almost immediately but because it was 'bought' over 30 days Curry's washed their hands of it. The hob cost £229.00 and I still have it here. Yesterday I sent an email to Alex Baldock CEO of Curry's and I received a reply almost immediately from his office who have passed it onto their 'Executive Resolution Team' who will investigate and respond to the matter in due course. The email sent was more or less the exact copy of the one that I posted here so we will now wait their investigation and I will let you know the outcome.
    • The shortage of semiconductors is continuing to have a major impact on industries around the world.View the full article
    • Hi CAG,   First time poster here.   I would like to start off by saying that I've read through various threads and it's quite heartwarming to see the level of attention and support you give to people dealing with often stressful and anxiety inducing circumstances. I'll certainly be making a donation as this is truly a valuable resource.   I've read several similar threads to my own situation but I thought I'd seek your advice.   I opened a letter just a few hours ago from London Collection and Compliance Centre which is dated 11th January 2022 for an amount totalling £870.68. I'll attach a copy below. I can't quite remember the date of the initial offence. For context, I boarded a bus (I believe in 2018) and unbeknownst to me, my contactless card did not register correctly on the reader. I had my headphones in with music playing and was sat for my journey and then was approached by a ticket inspector who informed me that I did not tap and therefore was unable to provide proof of a valid ticket. Despite explaining the circumstances, I was asked for my details which I provided in full. I was honest and forthcoming with the ticket inspector but I wasn't aware this would amount to a fine as I was provided with a printed pass for the remainder of my journey. I accept liability for not being able to provide proof of a valid ticket and do not wish to dispute this regardless of intent.    I'm not entirely sure why I didn't pay the fine upon receipt of TfL's initial correspondence but I'm a long time sufferer of anxiety and depression which at times is so debilitating that I'm unable to make the best decisions or carry out simple actions. Some of which would mean I wouldn't need to make this post. I struggled financially at the time of receiving this letter and further correspondence which placed I did not deal with correctly because of the mental state I was in. I struggled to cope with and stupidly I neglected my responsibility and buried my head in the sand. I made an error in judgement that I wholeheartedly regret.   As of writing (early hours of 26th January 2022), the 10 working days given in the 'Further steps notice' has elapsed (25th January 2022). I rarely receive mail and therefore I don't regularly check my mailbox. However, I decided to take a look today as I suspected I missed a Royal Mail delivery. I intend on calling the number on the letter at the earliest appropriate time in the morning and dealing with this matter. I'm desperate to right my previous wrongs as I've worked hard to deal with my anxiety by beginning therapy. However, like many others in this thread, I'm worried about the prospect of having a criminal record. I'm 26 years only and I don't have any previous convictions nor have I had any trouble with the law. I have a real love for the service TfL provides and I'm capable of listing off an endless stream of related trivia. I have no previous run ins with TfL and regularly travel on the network and pay the correct, full fare each time.    I'm worried about how this will affect my future in regards to employment and my intention of naturalising as a British citizen (I've been in the UK for 20 years now).   I'll note my primary questions below and would truly appreciate your advice.   a) If I get in contact with the number on the letter as soon as possible, will that be too late despite the close proximity to the deadline?   b) What would be the best potential approach to resolving this issue? (I'm unable to pay the amount in as a lump sum.)   c) If I were successful in arranging a payment plan/somehow paying the amount in full, how would that affect the court proceedings? Would this still result in a criminal record?   d) I've seen other threads which mention OOC settlements with TfL, would this be an option despite receipt of a 'Further steps notice' letter?   e) Should I end up in court or have the opportunity to speak to someone over the phone - will I be able to explain my circumstance and plead for leniency?   f) What other general steps would you suggest I take at this stage to mitigate the consequences?   Apologies for this post being so long, I wanted to include as much relevant detail as possible and I'm more than happy to provide any that's missing. I don't want to make excuses for myself. I completely accept I'm in the wrong for allowing things to get to this stage, despite the difficulty I had with my mental state but I want to do right by myself and deal with this. I'll post regular updates and be sure to include a conclusion once I deal with the matter regardless of the outcome.   Thank you in advance for looking at this post, I really do appreciate what you do.   IMG_2609.pdf
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Disability at work how do I stand.

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Quick post, I have got ankylosing spondylitis and rheumatoid arthritis, I have not yet told work although it is becoming increasingly difficult to hide the fact that there is something wrong with me as at 42 years old I look like a 92 year old when I move or pick things up.


My question is how likely am I to lose my job because I am unable to do what they require of me, I work at tescos on the backdoor which although does not require me to be lifting and carrying all the time it is sometimes needed, I also find myself unable to other things but have so far been able to bypass doing them.


As you can imagine I am a little worried that if I tell them of my problems I will suddenly find myself being asked to do things I cant do or I find myself being pushed onto hours that are unsuitable because I am unable to do parts of my job as it stands.


If they are able to do this where does that leave me.





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If your conditions are a disability as defined in the Disability Discrimination Acts, then Tescos will have to make 'reasonable adjustments' for you to continue to work for them even if that means moving you to a different job. They would be on extremely sticky ground to sack you if reasonable adjustments meant you could have continued working for them. However, it is not unknown for employers to find some reason for sacking someone anyway as discrimination is extremely difficult to prove.


Is there a national or local organisation which supports people with your conditions? If there is, they are bound to be the best source of advice. You could also speak to the national disability discrimination organisation, whose name completely escapes me at the moment. ACAS might be able to advise on how to approach your employer.


"If you want my parking space, please take my disability" Common car park sign in France.

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Entirely agree. You can't be dismissed if you develop a condition which may affect your ability to you your current job, but the employer needs to know that you have a condition which will be classed as a disability in order to make the necessary adjustments that the DDA requires. If they are unaware, and you continue to struggle, then they could start looking at your capability to do the job.


Best thing to do is to speak to the branch PM or APM if there is nobody at the branch, and have a frank discussion about your condition and your determination to continue working. If you are a member of USDAW it will be worth involving your branch Rep at an early stage. These are debilitating conditions, and the company have H&S responsibilities to yourself and others around you which involve risk-assessments. The reasonable adjustments may well include moving you away from the more manual handling aspects of what you do, or changing your role in store. They cannot put unreasonable demands on you, but they must know what they are dealing with.

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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Hi.......... I agree with all the above. The employer needs to know of your condition if they are to act as a dutiful employer and sort the problems out. However I would lay some protection down before to tell them ie join a union and / or ensure you have legal protection cover for employment disputes. The union will give you cover but not all unions are worth their money as they are useless when it comes to fighting for you. The legal protection cover can be purchased with home contents cover or separately. It costs £20 or so and worth it if the emplioyer starts to muck you around.

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Hi.......... I agree with all the above. The employer needs to know of your condition if they are to act as a dutiful employer and sort the problems out. However I would lay some protection down before to tell them ie join a union and / or ensure you have legal protection cover for employment disputes. The union will give you cover but not all unions are worth their money as they are useless when it comes to fighting for you. The legal protection cover can be purchased with home contents cover or separately. It costs £20 or so and worth it if the emplioyer starts to muck you around.


Hope you do not mind me hijacking your thread, but my partner has a problem with a union and would like to rescind the contract with them as the rep is useless to say the lease he refused to refer the case for a legal opinion regarding an ongoing dispute with employer concerning DDA. Can one get cover for an ongoing DDA dispute with an employer on insurance that has been ongoing for years. :-?


Should mentioned this was with USDAW initially and the rep keep advising when the employer would not make minor adjustments for her disability all that was needed was to keep putting in grievances. Joined another union and found them equally as bad and now wants to take out insurance in the hope that something will be done regarding DDA.

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This might be a question for the Insurance forum, Allwood, if you don't get answers here. I would check the terms very carefully for an existing dispute, because most other types of insurance wouldn't offer cover.



Illegitimi non carborundum




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Hi Allwood............ I wouldn't have thought that existing problems would be covered. However it does sound like the unions discriminated too. Have a look at this http://www.yourrights.org.uk/yourrights/right-to-receive-equal-treatment/disability-discrimination/disability-discrimination-trades-unions-and-trade-associations.html


Personally I would join a legal protection Insurance and as the discrimination are continuing events then the next time the request goes in that would be covered and then apply.


I would carefully look at the terms and conditions though to ensure that the event is covered. The history would all be relevant in evidence. Be careful discrimination issues generally are only covered in employment disputes.

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