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Parcel delivery insurance is prohibited under section 57 – Consumer Rights Act – Read about It Here and in The Times. ×


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    • dx100uk
      Erudio/SLC

      By dx100uk · Posted

      wont go near it with a barge pole as its ex gov't debt.  
    • dave024
      Erudio/SLC

      By dave024 · Posted

      Thanks, I've had my fill of this lot. What makes me so mad is that I had to take out student loan to get any DHSS help. And then when I tried to help myself and family they presented obstacles. Might be worth passing story to RIP off Britain?
    • dx100uk
      Another P2G / EVRi Lost Parcel Claim

      By dx100uk · Posted

      there is NO exposure if you simple remove your name address/ref numbers etc from docs, over 10'000 pdf uploads are here. which then harvests IP addresses off of the people that then do so..which is why we do not allow hosting sites. read our rules and upload carefully thats exactly why we say capture as JPG, redact, then convert/merge to one mass PDF. then online sites to achieve that we list do not leave watermarks.  every once in a while we have a user like you that thinks they know better...we've been doing it since 2006 with not one security issue. thank you.
    • dx100uk
      Link/Kearns Claimform - old Barclaycard debt - Now N244

      By dx100uk · Posted

      was at the time you ticked it  but now they've still not complied . if you read up, here , you'll see thats what everyone does,  
    • dx100uk
      Erudio/SLC

      By dx100uk · Posted

      no they never allow the age related get out, erudio are masters at faking supposed 'arrears' fees which were levied before said date and thus null its write off. 1000's of threads here on them!! scammers untied that lot. i can almost guarantee they'll state it's not SB'd too re above, but just ignore them once sent. dx    

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    • Post in Suing a parcel delivery company when you don't have a direct contract with them – third-party rights Copy of judgment available

      BankFodder posted a post in a topic,

      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.

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      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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Parcel delivery insurance is prohibited under section 57 – Consumer Rights Act – Read about It Here and in The Times.
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Unfair disciplinary action taken by my line manager

Skysaid
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Skysaid

Skysaid

Posted
Posted

I believe I am a victim of bullying, I have a few examples:-

 

1. He has appointed to me as a new line manager and on our first field visit (I work in sales), he handed me a letter where he wrote my "faults". Prior to this letter I had already corrected these issues. In additio. He has not given me my objectives to which I should adhere too.

 

2. I replied back to the letter agreeing to his points in the letter and I stated I was feeling "slighty intimadated". 2 days later I was given a "surprise visit", where he continuously put me down at which I finally cracked and askes him "do you want me to leave the company?" he didnt reply back i then excused myself to make a phone. call. When I came back he decided to leave and said he had spoken to HR and the next min I received a disciplinary letter.

 

3. I raised formal griefeness which has now been declined.

 

4. Before this incident I rang HR 3 times, twice they didn't respond and the last time they said it wad not an HR issue.

 

Now, I am worries that my behaviour at the last meeting will be seen as insobrdibation and I will either be dismissed or given a formal written warning.

 

Any advice would be very helpful.

 

Kind Regards,

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Bigredbus

Bigredbus

Posted
Posted
I believe I am a victim of bullying, I have a few examples:-

 

1. He has appointed to me as a new line manager and on our first field visit (I work in sales), he handed me a letter where he wrote my "faults". Prior to this letter I had already corrected these issues. In additio. He has not given me my objectives to which I should adhere too.

 

2. I replied back to the letter agreeing to his points in the letter and I stated I was feeling "slighty intimadated". 2 days later I was given a "surprise visit", where he continuously put me down at which I finally cracked and askes him "do you want me to leave the company?" he didnt reply back i then excused myself to make a phone. call. When I came back he decided to leave and said he had spoken to HR and the next min I received a disciplinary letter.

 

3. I raised formal griefeness which has now been declined.

 

4. Before this incident I rang HR 3 times, twice they didn't respond and the last time they said it wad not an HR issue.

 

Now, I am worries that my behaviour at the last meeting will be seen as insobrdibation and I will either be dismissed or given a formal written warning.

 

Any advice would be very helpful.

 

Kind Regards,

 

Hi,

 

(a) Disciplinary action taken against you are on what ground(s)?

(b) Grievance on what ground(s)?

---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 -

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Skysaid

Skysaid

Posted
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Posted

Hi,

 

1. I still don't know on what grounds they are giving me a disciplinary. They originally said I didn't give out samples (I work in sales) which I have, so they changed it to insubordination; failure to do reasonable work; not accepting coaching from manger.

Our company is merging and I have moved across to the old company to the new one. I was recommended by the MD.

The new company were not adhereing to my contract (I still have the old companies contract) so they are in the process of sending another disciplinary letter.

 

2. Prior to the disciplinary letter my manager has only been managing me for two weeks. Through this is time he has handed me a letter stating my lack of performance (which were very minor things and I had at that time already corrected them). When I spoke to the rest of the team they didn't receive anything. I sent a reply to this letter saying i would/already have done it and in that same letter i said i feel slightly intimadated. I recieved no response. . Also I was given a "surprise visit"- on field where he showed signs he didn't trust me. Again he had never done a surprise visit on anyone else. During this surprise visit, I told Gary "do you want me to leave?" he didnt reply back. The next min I have a phone call from HR saying I have a disciplinary meeting re my "performance"

 

My previous manager was really happy with my performance, of course I needed more development as I am very nee to the company. I was given this job by the MD, and last year I won the top sales person of the year.

 

I am at a complete loss why this has happened. When I look at our Grieveness policy it states someone who feels intimidated, I wrote an e-mail to him saying I feel "slightly intimidated"... 3 days later I receive a disciplinary letter....

 

I hope that this clearer?

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Bigredbus

Bigredbus

Posted
Posted
Hi,

 

1. I still don't know on what grounds they are giving me a disciplinary. They originally said I didn't give out samples (I work in sales) which I have, so they changed it to insubordination; failure to do reasonable work; not accepting coaching from manger.

Our company is merging and I have moved across to the old company to the new one. I was recommended by the MD.

The new company were not adhereing to my contract (I still have the old companies contract) so they are in the process of sending another disciplinary letter.

 

2. Prior to the disciplinary letter my manager has only been managing me for two weeks. Through this is time he has handed me a letter stating my lack of performance (which were very minor things and I had at that time already corrected them). When I spoke to the rest of the team they didn't receive anything. I sent a reply to this letter saying i would/already have done it and in that same letter i said i feel slightly intimadated. I recieved no response. . Also I was given a "surprise visit"- on field where he showed signs he didn't trust me. Again he had never done a surprise visit on anyone else. During this surprise visit, I told Gary "do you want me to leave?" he didnt reply back. The next min I have a phone call from HR saying I have a disciplinary meeting re my "performance"

 

My previous manager was really happy with my performance, of course I needed more development as I am very nee to the company. I was given this job by the MD, and last year I won the top sales person of the year.

 

I am at a complete loss why this has happened. When I look at our Grieveness policy it states someone who feels intimidated, I wrote an e-mail to him saying I feel "slightly intimidated"... 3 days later I receive a disciplinary letter....

 

I hope that this clearer?

 

Thank you for your reply...

 

In (1) you state (a) that you have no knowledge of the ground, or grounds, on which they are basing their disciplinary action and (b) that they are sending another ''disciplinary letter''... Are both letters related to one and only ground?

 

Could you contact your previous manager and ask him kindly to write a short letter related to your performance? - or maybe you have a copy of your latest appraisal?

 

Do you have a document related to that ''Top Sales Person of the Year'' award?

---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.

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Skysaid

Skysaid

Posted
  • Author
Posted

Thank you for your post.

 

Re your first point, I really don't know what the disciplinary letter is on (my meeting is on Thursday), and I am waiting today to receive the allegations.

 

I also have documented evidence, that I have responded to everything he has said.

 

Yes I have kept all my awards, previous manager e-mails on my performance.

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Bigredbus

Bigredbus

Posted
Posted

You want to prepare for that hearing...

 

Copy your award(s), and print out e-mails on performance from your previous manager, and if you have an e-mail related to the MD recommendation, do print it out too...

 

One fundamental principle is that the employer should inform you of the nature of the problem to be investigated and/or disciplined... Clearly, their first letter remains silent as to ground, or grounds.

 

You want to familiarise yourself with the ACAS Code of Practice - Disciplinary and Grievance Procedures (2009) and particularly the keys to handling disciplinary actions in the workplace. There are steps to follow...

 

It looks to me that their actions are knee-jerks reaction to your spoken words directed at your manager (ref. ''Do you want me to leave?'') which may have been taken disproportionately...

---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.

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Skysaid

Skysaid

Posted
  • Author
Posted

Thank You,

 

I have printed out every communication and it clearly states I have done everything he asked.

 

I have made a diary of all the "put downs" and I have arranged a doctors appointment as my skin has come out with a rash, I'm so stressed that it's physically taking a toll. Isn't that a lack of care for health and safety for an employee? Especially when I spoke to HR twice before stating I felt "slightly bullied", but they replied it "was not an HR issue".......

 

I just don't know why my grievance was not taken seriously? I dont know how this well proceed....

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Bigredbus

Bigredbus

Posted
Posted

Well,

 

Clearly, between your spoken words and the grievance, they may well see this as a fractious attack... it still looks like a knee-jerk reaction though...

 

You must get passed that stressful stage as you have done nothing wrong...

 

Put all your documents in chronological order and you should ask why HR felt that your grievance need no investigation...

 

If you read the ACAS Code of Practice, you noticed that your employer should have documented their invitation to a disciplinary hearing...

 

The general steps are:

 

(a) Establishing the facts for each case (investigation)

(b) Inform the employee of the problem (content of that letter of invitation to a discplinary hearing)

© Hold a meeting/hearing with the employee to dicuss the problem/issue

(d) Allow the employee to be accompanied

(e) Decide on appropriate action to be taken

(f) Provide the employee with the right to appeal the decision

---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.

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Bigredbus

Bigredbus

Posted
Posted
P.s when I asked him "do you want me to leave?" can that be used against me? He didn't answer the question....

 

No, you were frustrated by his behaviour at the time, I suppose, hence you asked him that!

---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.

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