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    • Hello, on 9th of July 2018 I was issued a CCJ for 326£ for a non payment into my Natwest account - 6 month earlier I moved abroad and despite my better knowledge my direct debit with the phone company wasn't properly closed and the Natwest account went into arrears for that amount. As soon as I found out of that matter on 20th October 2018 I settled the amount in full with Moorcroft (the debt recovery agency instructed by Natwest to recover the amount).   When I returned to the UK I was shocked that my credit score was completely depleted - despited an otherwise good record - and that for the following 5 years I won't pretty much be able to access credit and other common financial products regardless of the fact the debt has been paid in full (and despite a stable high salary etc.).   When I contacted Moorcroft in January this year they said they can't do anything about it and the record will stay as is. They said the best they could do was to send me a letter (attached) that I can use as a confirmation that the CCJ was now settled. I was pretty sad and frustrated and shocked that a 300£ debt could put me into such distress (I literally cannot even get a monthly mobile phone plan) and despite having settled it I would carry such consequences for the next 5 years... so I archived the letter and tried to forget about it.   I recently checked my credit report and it states that the CCJ status is still active.   I would like to ask:  - is it really not possible to adjust the CCJ status ?  - are there any actions I can take to mitigate my situation ? - shouldn't at least Moorcroft have sent a more comprehensive letter stating that the CCJ was settled (instead of a generic 'payment received' with no indication of what and why) ?     Note: when I tried to contact Natwest in October 2018 they bounced mee across several departments but ultimately no-one could/would want to help as the account was permanently closed and passed onto debt recovery and they couldn't find much information about my records (apart from saying it's closed and Im no longer a customer of the bank and won't ever be able to be one again).   Thanks, V
    • I hope we can keep this thread for a discussion of SDs. If it descends into a slanging match then there probably isn't much point in having it.   HB
    • phew, just got an email from scmreferrals@justice.gov.uk.    I was worried that because the N180 was 5 days late, they would reject it.    There is still an new default on my credit file for the original amount + court costs. Surely Lowell shouldn't have submitted this yet?  
    • The solicitors have acknowledged my CPR request but have yet to provide anything, no response to my CCA request yet.   I would like to get a defence in before the end of this week, can anyone help me put together a defence?   Thanks
    • There were express terms of repayment of the capital plus interest over 60 monthly instalments.  However, you are saying the Default has no effect, so that when charged-off the interest did not have to be rescheduled?   P.S. It may be irrelevant, I don't know, but I can’t see an acceleration clause in the CCA allowing them  to ‘call in’ the entire amount of interest on the 5 year loan?  Copy of the Ts & Cs from my original CCA attached. Clause 2 (c) refers to interest being charged until settlement, but I’m not sure that is an acceleration clause.   If you have any thoughts on the above they would be greatly appreciated. 20191120102845876.pdf
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I am one of a team of 7 and have been on the team since it was first set up some 3 years ago (I have been with this nationally recognised company for almost 5 years in total). My line manager came to the job about a year ago. There are two part time members on the team. One works 4 days per week and has been with the team from the start. The other was recruited by my line manager about 7 months ago she is part time 3 days per week. In August due to personal issues which only my line manager and head manager are aware of I requested to reduce my hours to 3 days per week.

It was agreed that I could go part time but that I cannot stay in my current job role The solution was offered that I could transfer back to the original job role that I had (same pay). My objective at the time was to reduce my hours and I still feel that if it means going back to my old job then that's the way it has to be. I reduced my hours in September but keep having my transfer to my old job postponed whilst decisions I presume are being made about recruitment etc. I have not been kept informed by my line manager on what is happening. I have told my manager that I would be very happy to stay in my current job role and have good relations with my colleagues and know my work inside out.

However in a team meeting the other day I was told in front of everyone that I would be transferring to my old job in January and they would interview for a full time post to replace me.

I feel as though I have been treated unfairly. I have not been given any of the business reasons for why I cannot remain in my current role. My line manager is unapproachable, in the past she has reduced colleagues to tears with her manner.

My colleagues have expressed surprise to me, but not to her that I cannot remain on the team on part time hours and another manager said in confidence to me, that they could accommodate me if they wanted to. Before I requested part time hours my manager spoke in general of recruiting another person as the workload was increasing so why do I need to be taken off the team?

I would appreciate any advice.

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Is it possible that the business has decided that the role that you were doing HAS to be a full time position, and this is the reason that you have not been able to stay in your current role on reduced hours?

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Yes that could be the simple answer but like I say I have not been given the reasons for not being able to stay on the team part time. I guess I will just have to request another wonderful meeting with my oh so professional team leader to find that out. Believe me when I say that my workplace is not transparent and open with its employees, definitely a case of managers rule and what they say goes. Like it or lump it. All I know is that if I was a manager I would keep my staff informed and try to make them feel valued and understood. I would hate to think my actions or lack of proactive planning would have a detrimental effect on the happiness of an employee. Soapbox :)

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