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    • If you are buying a used car – you need to read this survival guide.
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    • 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
      • 162 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
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Suspended from work - help!


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My daughter has been suspended from work and has now been told that she missed her disciplinary meeting and the decision has been made. Here is the timeline.

 

Sunday night: An incident happened after my daughter had signed out from work. She and a colleague informed superiors they were leaving.

 

Monday: My daughter was informed she was being suspended for causing the incident.

 

Tuesday: A letter, dated Monday, arrived with 3 reasons for suspension. One was "failure to inform senior staff member on leaving the building", and there were two others, one of which was "not having valid references" and another where she did something that lots of the staff do and she had never been told not to do.

 

Thursday: A letter dated Tuesday arrives telling her that the disciplinary is on Wednesday (yesterday!!!). When she called work they told her that the disciplinary had gone ahead in her absence and a decision had been taken.

 

Is this in any way fair? Surely even 2 days in insufficient time to prepare yourself for a disciplinary? She has never received written contractual Ts+Cs so doesn't even know what the process is. She has worked there for 5 months so i'm not sure what options are open

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Hi, firstly how long has your daughter been with the company ?

 

By what I am reading with regards to the references, she hasn't been with them long in which case things are very very difficult as I believe you have to be with an employer for over 12 months to claim unfair dismissal unless its for certain actions like whistleblowing or union based activities.

 

 

A few more details would certainly be useful such as what the incident was, who was involved..

 

The company must have a disciplinary code and what the appeals procedure is. What does that say and has she attempted to follow that route.

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Hi, firstly how long has your daughter been with the company ?

 

By what I am reading with regards to the references, she hasn't been with them long in which case things are very very difficult as I believe you have to be with an employer for over 12 months to claim unfair dismissal unless its for certain actions like whistleblowing or union based activities.

 

 

A few more details would certainly be useful such as what the incident was, who was involved..

 

The company must have a disciplinary code and what the appeals procedure is. What does that say and has she attempted to follow that route.

 

They haven't provided her with a copy of the conditions of employment so she doesn't know what the process is. Why did they bother with all this when they could just let her go? I suspect they are covering for their own poor processes that resulted in the incident last Sunday and are looking for an easy scapegoat.

 

How can you possibly attend a meeting when you are informed about it by letter posted the day before the meeting?

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They haven't provided her with a copy of the conditions of employment so she doesn't know what the process is. Why did they bother with all this when they could just let her go? I suspect they are covering for their own poor processes that resulted in the incident last Sunday and are looking for an easy scapegoat.

 

How can you possibly attend a meeting when you are informed about it by letter posted the day before the meeting?

 

I think you have really hit the nail on the head. They've acted in a ridiculously stupid way and to cover their backs they've come up with this half baked attempt at disciplinary action.

 

Whilst I can understand your daughters dismay and annoyance, really, I 'd be pretty grateful to be out of there.

 

I know its maybe not fair, I know its hard to get work, but honestly, she's better off out of there and companies like that get their just desserts in the end...

 

Tell her to stick two fingers up at them and move on... Lifes to short to deal with idiots who can't run a race let alone companies.

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