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    • Amazing thanks, I am not sure what to type as this is the first time I have got to this stage with the FOS, but my letter below is a start and would appreciate any comments/amends to suit:   Complaint about MYJAR Limited - Trading as MYJAR Reference Number XXXXX   Thank you for your email of the 29th June 2020, the contents of which are noted.   I have to say I am somewhat surprised and disappointed by the outcome of this and I would like to explain why.   Firstly, I attach a spreadsheet showing the state of my credit file.  This show the Default date to/from the amount of the Default, including CCJs.  In total I had 10 Defaults and 3 active CCJs at the time of the first loan taken out with MyJar.   Two of the CCJs were paid off in July 2017, however, and still remain on my credit file until September 2020/March 2021 respectively.   This should have been a sufficient warning to MyJar that they should not have lent any monies to me whatsoever.  However, they went ahead and, as you can see continued to lend to me each time, when all of the Defaults and CCJs were still active on my credit file.   Also, with regards to the table below, you can clearly see that another loan was taken out straight after the existing one.  I understand that you cannot have more than one MyJar loan at any one time, but what I would do is use my salary to clear the loan and then borrow again from MyJar to cover the amount that I had paid off….. in a sense “robbing Peter to pay Paul”.   Loan Date Taken Date Repaid Instalments Amount Highest Repayment 1 05/11/2017 22/11/2017 6 £1,000.00 £284.63 2 05/12/2017 06/02/2018 12 £1,475.00 £266.20 3 16/03/2018 18/07/2018 12 £800.00 £117.87 4 23/07/2018 outstanding 12 £725.00 £110.82   I would also like to state that Loan 4 is still outstanding as the account has been placed on hold whilst the investigation took place with yourself.  They have, however, offered me a settlement figure of £600 and to clear this balance at a rate that is acceptable to myself.   Looking back at previous correspondence, I still feel that all interest and charges that I have paid should be refunded.  This totals £725.90 across all loans.  This would therefore settle Loan 4 of £600 and the remaining monies of £125.90 owed to myself.   I would therefore ask that my case is reviewed with the additional information stated above.
    • Hello to all.  Any help or advice is greatly received.                      I traded in my car almost a year ago and purchased a second hand kia optima 2013 with around 75000 on the clock, and 127 a month in HP payments. After 5 and a half months of normal use the engine seized, the reverse camera and sensors no longer worked and the passenger seat belt alarm continuously sounds at various times when no one is seated in it. I had also needed to renew pads and a brake calliper almost 4 months after purchase. I had not raised concerns to the brake components as they would be considered wear and tear.                     Being in the industry I dropped the oil and found it to be extremely thick and probably not circulating to the top of the engine, i.e. the oil had not been renewed in a very long time (there is no oil light on the dash or any indication of fault or maintenance due) I retained the oil filter, and opened a resolver case, with tall the faults listed.                 Upon contacting the dealer and informing him of what happened he indicated he wanted no responsibility towards rectifying the problem as close brothers were technically the owner. I approached close brothers (18th February)who started the ball rolling and approached dealer again who formally by letter refused liability.                              Close brothers then sent an engineer to inspect my listed problems, this was visual as the vehicle will not move, after three weeks the report was with my case handler.  I requested this report twice but have yet to see it.  Close brothers informed me that the report was inconclusive and they would need to move to a more through inspection.             At this stage the pandemic hit, at no point did I stop work and had to continue on charity and the diminished public transport to commute to work (140 miles a week)  no courtesy car or rental was provided.  I maintained contact with close brothers throughout, and was given the same update, they were waiting for the engineering firm to do an assessment but they were only doing key workers . Despite me telling them I was a key worker, nothing was done until the easing of the lockdown. I was informed that ACE vehicle inspection would contact me to collect the oil filter.                             Eventually this happened on the 18th of June and I phoned each week to chase. I was informed on the 30th that the report was showing on the portal and my case handler (simon) would look at it and call me back. I received no call and called on the 1st with the same responses. Today (2nd July) I got Simon who tells me that the report is showing on the portal but when he went to open it, it was not there and he would chase the engineering firm and get back to me in a couple of hours.                     I believe I am being taken for a mug now and am unsure weather I should escalate my revolver case to the regulator or any other advice, I'm therefore at this forums mercy any advice will be greatly received. 
    • Yeah I think you're probably right. I cancelled it anyway because the balance was due on the 10th July and I thought if I held out for an alternative and rejected it I might loose my deposit. Virgin are not answering calls from anyone not flying within 14 days by which time  the balance due date will be well past. I didn't want to pay the balance just to keep my deposit and get it all back in 4 months. Better to cancel the whole thing and get my deposit back now.   The holiday is in October so I think it will be fine to travel by then. I still plan to take a holiday on the same dates but I doubt I will get 10 days in the Caribbean (or anywhere long haul) for the same price so will probably go somewhere in Europe. It's just frustrating when I see basically the same holiday advertised on the same dates but for 50% more than the one they just cancelled.   I'm not too worried about Covid 19 and plan to travel as soon as the quarantine rules are lifted.
    • Welcome to the forum. I don't think you are breaching any forum rules at all and we are pleased that you have come to us and posted up your story. However, you have posted your story in a very solid block of text. It's extremely difficult for people to read and it tends to dampen down their enthusiasm when otherwise there would like to help you. Please would you mind posting your story in a well spaced and punctuated form and you will get lots of enthusiastic help. Thanks
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Good Morning All,

 

I am going through some issue with my employer. I'll start by giving you a brief details. I've worked for them for 2 years in sales. I've had three different territories to look after since joining and have had three different managers. I've been looking after my current territory for 7 months now and have not always seen eye-to-eye with my manager. Yesterday, during a coaching session, he picked me up on something that I put down to an honest misunderstanding. However he chose to shout at me to the point which I had to politely ask him to not raise his voice at me as I was sat right next to him in a the quiet confines of a car.

 

The rest of the story is quite long, so basically I have three questions and wondered if anyone could help?

 

1) I had been off on stress leave throughout November due to family illnesses and grievances, mixed with work pressures. I had been told prior to my leave that I would be placed on a Performance Improvement Plan (PIP). At that point I had realised that I couldn't continue to juggle both personal and work issues at the same time, hence my sick leave so I could get myself back on track both mentally and physically. However, only a 2 weeks into my return I was placed on a PIP. Is there any rules or regulations against this considering I had only just returned from sick leave?

 

2) I have had two big accounts take away from me by my manager as he tells me they don't want me to visit anymore due to hard-selling. Now I'm a lot of things, including not a great salesman, but that's basically due to not being pushy enough and at times too "soft". That's why it makes the whole thing baffling to me. I have been told by management not to visit the accounts anymore. They are both retailers, not companies on private premises. Is there anything I can do to ensure that this is true and I'm not being strung along by management in an effort to push me out?

 

3) family have advised me to speak to HR in which I have agreed. However, should I contact them directly to air my grievances? Send an email to my manager air my grievances in a polite manner whilst copying in HR? Or should I ask to arrange a meeting with me, my manager and HR?

 

Your help, as always, is much appreciated.

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follow the grievance procedure laid down in your employment contract or employers general terms. Hr are facilitators and not your managers so you may find that the procedure is to formally complain to your manager's immediate boss or whoever is named as the point of contact if not them.

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Thanks for your response. I've been called into a Disciplinary hearing.

I just need to know if the points mentioned above are substantial enough to make a serious case against my manager. Also, I can invite someone to sit in the meeting with me on my side, any recommendations as to what sort of person to take?

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With a disciplinary you can take a union rep or colleague (or lawyer if you really want to rub their backs up) and I would urge you to do so. they can take notes whist you talk and will provide another witness should things be raied in the future that werent noted by the official scribe.

I would suggest that if a union rep is not a starter then you take a colleague who is nt in your immediate managemtn line as that may produce a conflict of interest. Another sale rep would be good so they know the job and what is required.

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With a disciplinary you can take a union rep or colleague (or lawyer if you really want to rub their backs up) and I would urge you to do so. they can take notes whist you talk and will provide another witness should things be raied in the future that werent noted by the official scribe.

I would suggest that if a union rep is not a starter then you take a colleague who is nt in your immediate managemtn line as that may produce a conflict of interest. Another sale rep would be good so they know the job and what is required.

 

you cannot take a lawyer into an internal procedure unless they are also a union rep or employee of the company, or you have permission. Which would be unlikely.


Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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What are you looking for as an outcome?

Do you think they would be able to say you aren't capable of performing your role without a Performance Improvement Plan?.

 

If you've been off sick that doesn't preclude them saying you aren't capable, especially if the PIP is to "help you achieve capability".

 

Are you facing a capability hearing or a disciplinary?

If a disciplinary ; what is the alleged misconduct?

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Morning all,

 

The only problem with taking a colleague in is that the Regional Manager would be there and given the amount of "brown-nosing" there is, they would be unlikely to raise any concerns whilst he is present.

 

The PIP was to hit all my targets over the last 3 months as I had struggled to do so over the last 6 months. It's a disciplinary hearing I've been pulled into.

 

As an outcome I'd like to get a settlement if they want me out. I feel my relationship with my manager is pretty much irreconcilable as we don't see eye to eye on many things.

 

What favours (if any) can I take from the fact that he shouted at me in the middle of a street two weeks following my return?

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what did you do or say about the shouting at the time? It can be classed as assault but if you did or said nothing at the time raising it now will carry little weight

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I didn't report it at the time as we resolved the matter at the end of the day. I don't feel that the fact I didn't report it should be an issue. The reason I didn't report it was that I was afraid it would cause a divide between me and him, although it appears to have done that anyway. I have the time and dates that he shouted at me in an aggressive manner and (knowing him) I doubt he'll deny it as that would be out of character for him.

 

Do I have any rights to request evidence that the two accounts (that have been taken from me) have really complained?

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then there is b**ger all point in raising it now as you accepted it was dealt with at the time.

As for the second part, try speaking to the people you dealt with at the companies in your area and ask them simply if there was anything wrong with how you handle their accounts. Say it is just for personal feedback as you are looking at methods of improving your delivery. Include the 2 companies that have supposedly complained

If you mention anything about disciplinaries or grievances then you wont get an honest answer and you could get into a shed load of trouble so you have to be very careful how you approach this. Og course you can request some evidence of complaints

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