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    • Dear All,   BN - Thank you for your comments.    My wife had prepared the relevant notice to the court and rather than spending time redacting I am sending it as PM to the contributors to this thread. It covers everything we have been discussing and is in line with  your comments and our discussions.   For the benefit of readers oif CAG I will redact and post it later as we have pressing family medical matters to attend to.    Warm regards BF  
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    • Thanks for the images. It's shocking. This more than ever reinforces my view that you should take this to court. The number of people they must be fobbing off with this three months story is incredible – and they need pulling into line. If you simply complain to the CEO then they may sort out your problems – but the rest of it will go on as usual. They need something very serious here. In fact, I would think about suing them for £200 because I think that once they realise about the mistake they are making, they will be extremely anxious not to go to court. On the basis of this, I'm afraid I don't think I would even alert the CEO. I would send a letter of claim which will probably simply be seen by drones – and then issue the papers. I think you have an easy win on this case. Also, once they realise that they are dealing with a court case, they will look at the whole situation more carefully and they will probably sort out all of the problems at the same time. If they don't, then these two have laid down your marker and they will know that you're not mucking around and they will take you seriously.
    • These are the two incidents from Virgin Chat where their Live chat has informed me of the 'only 3 months' decision.... 15 April was the date they acknowledged receipt of my SAR. Apparently anything from before that date can't be included!
    • You could try both routes at the same time. Send your letter of claim by email to the CEO email address. Confirmed by letter. That way you have communicated with the CEO – but given a very definite deadline and a very definite promise as to what will happen if they don't comply. Then on day 15 sent the claim. Don't make a threat of legal action if you don't intend to carry it out. Don't bluff – but it is very easy to do
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disability and changes to work benefit


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hi there

 

could somone please help

 

I work for a large company with a personal health insurance which basicly gives you 75% of your salary until retirement age if you have to go on long term sick.

I cant find my contract but this benefit was in place on my appointment.

 

I am a sufferer of ms which as you can appreciate this health insurace is a life line.

 

As a cost saving exercise my company has now cut this PHI to pay out for only 5 years.

 

I feel this is disadvantaging me ,would i have a course of action regarding this cut at work due to my disabilty.

 

many thanks

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Why don't you ask HR for a copy of your contract?

 

How old are you and how long have you been with the company? How is you MS affecting your work at present? Did they know of your condition on your appointment? If they didn't, do they know now? In what way do you consider that this change disadvantages you from others in the company (I am supposing you are hinting at discrimination) ?

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hi there and thanks for your reply

Im 47 and have worked for the company for over 12 years i was undiagnosed at that time.

 

When i was diagnosed with ms which was approx 10 years ago work was aware but i carried on in present roll unafected until 4 years ago when they made adjustments to my roll.

 

I feel this change is disadvantageous to myself because .

 

I have not been offered any alternatives.

I have an exsisting condition which if worsens i would find the phi invaluable.

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Hi Sassie

 

I am no expert here so you may want to consult a solicitor for a more definitive answer, but if these changes have been enacted across a large company equally then it is perhaps not unlikely that other people with health issues, as well as those currently healthy, will be as equally affect as you. That means that there probably is no discrimination.

 

The other issue is this benefit is STILL 75% until retirement age and so there is no disadvantage because you probably will have to be retired on ill health should your condition worsen to the point where you cannot work. Even then you, and the company, will have to look at the details of the retirement scheme. Which is why you should be getting on to HR and asking for your contract and the details of the retirement scheme to ensure that you will benefit from it should you become worse than you are now. It is not uncommon for those too unwell to work to be retired early. There is normally a process for this.

 

The company if large (how large is large?) will no doubt have taken legal advice on this so it is hardly going to be easy to dispute I would have thought. I f unions are also involved you can be sure they will have scrutenised the changes too.

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