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    • One of the things that we will need to discover through a statutory subject access request is how they verified the identity of this mystery person. Presumably that person couldn't actually give any ID so does that mean that the inspectors simply took her word for it? It will be useful to know the answers to these questions because all of these companies have duties to process your personal data accurately. If they failed to do that then they could be liable to you for the distress caused as well as any other damage. I'm just trying to envisage a scenario where a ticket inspector stops a young woman who then says that she's been travelling without a ticket. The inspector asks her her name and address and she gives the false name and address. The inspector then asks her to verify this by identification. The woman then says that she is not carrying anything with her. What happens at that point? How does it work? Does the inspector then have to take your word for it and warn her that she will be contacted with a possible sanction? If that's as far as it goes, then it seems a bit ridiculous to me that you stop somebody for travelling without a ticket – evident dishonesty. Then they give the controller their name and address which can't be verified and so the controller has to accept that and on that basis a procedure is started against the named person on the basis that the contact details which were given at the time must be true – even though that person has already demonstrated their dishonesty by travelling without a ticket. Or, are we going to find – if there is a statutory disclosure, that this person is travelling around with some documentation which identifies her as you, your husband or one of your two daughters? Which of course would be very much more serious. This is why we want a list of the rail companies – as much information as possible so that we can start forcing them to disclose information about how this all occurred. I will also be interested in sending an SAR to action fraud to see what they have done with your allegation which you made some time ago and about which you never heard anything further.
    • Evening all,   Right, just spoke to my SIL at length.....................   In response to Andy's question regarding T's & C's, that answer remains the same. The staff MORE cards and general public's cards both had the same T's & C's.   As for when he started the unofficial swiping practice, his best guesstimate is around September 2015.   Another development during our conversation, I asked him if he ever asked customers for their permission to swipe his card to claim their unclaimed points. He said he never actually asked but some regulars would forget their cards sometimes and tell him to take the points. Also, Stonegate would sometimes have promotions like half price food and drinks etc. However to claim the offer you had to have a MORE card. Again, if regulars had forgotten their MORE card he would use his for them to get the offers. I know this doesn't help his cause but in case its relevant I thought I'd offer it up.   I have impressed upon him the urgency of this now so if any more info is required just ask and I will get it.   Cheers
    • The company is called Robinson Way, it was a Barclaycard credit card.   I  moved about 12 months after Barclaycard stopped replying to my letters (re the charges, 2013) - so I did not tell them about my moving, but at the time of the original debt I was living back with my folks; so this most recent letter was sent to there, and my folks forwarded it to me - and likewise, if they had sent me anything in the interim it would have been forwarded to me.
    • I do agree with you.How sad I am right now . I wish I could go back. Mg7  
    • No way I will be doing this again. The way I’m feeling now. stealing doesn’t pay what I’m going through right now , it’s really hard. I wish I could have learned the first time. thank you for your help.   mg7  
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Hi,

 

My daughter has been working for a relatively small firm for 8 months.

 

In all this time she has felt as if she was being bullied by one of the managers. It got so bad that she raised a grievance against him. In her letter documenting this she included examples of bullying and she also got statements from other members of staff which showed she was being treated differently/unfairly.

 

She received a letter on Tuesday saying the grievance wasn't being upheld. No surprise there, the manager doing the bullying has been there a long time and is friendly with the owner. She was advised she had 7 days to appeal the decision which she was going to do.

 

She went to work this morning and was told 5 minutes before her finishing time that she was sacked. She has to wait on the official letter stating this but was told it was because of absences and arriving late. She was spoken to about the lateness in December and was told if it didn't improve she would be disciplined, she hasn't been late since then.

 

Another reason given was the sending of joke emails to her co-workers but everyone in the office did this. They were all spoken to about it and nothing has been sent since.

 

Can she just be sacked on the spot or should they have to go through a disciplinary process? Is it a case of her only working there a short period of time so they can do what they want?

 

Any advice welcome.

Edited by honeybee13
Paras.

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under 24 months employment, they can dismiss for whatever reason they like unless its discriminatory

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

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Sadly, as stated above there is no real hope of taking this anywhere. Yes she is entitled to a disciplinary process, but without two years' service she has no redress to an employment tribunal. An employer can let an employee go for the flimsiest of reasons but without that right to take action for unfair dismissal, they are pretty much free to do so.

 

The exception would be if it could be proven that the employer's actions were motivated by your daughter's age, race, religion, sex, disability etc, but not if the motivation was that she was marked out as a troublemaker - which seems to be the case here.

 

Your daughter is entitled to a week's notice pay (unless the contract allows for greater) and pay for any untaken holiday. Make sure that she receives this with any wages owed to the date of dismissal.

Any advice given is done so on the assumption that recipients will also take professional advice where appropriate.

 

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OK thanks for the advice. I was hoping because she was sacked immediately after raising a grievance this would give her some recourse. Employment laws are definitely sided towards the employer :mad2:

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Nope. No recourse, and yes, they are very biased. Blame the current people in power for that.

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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