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    • she ignores moorcroft totally a negative PP balance cant appear on her credit file.  
    • just has an email about claim 1 - trial 7 days away     their solicitor- 'heres some further disclosure, your broker says you agreed to pg ' so just pay up and lets avoid cout!     cue list of emails between two people , with no one else cc'd or copied in   i said unless xx and xx have provided a witness st and are going to be cross examined at court, this is inadmissable hearsay (its never been disclosed) weve never seen or heard of any of it. (to note this was not presented as supplementary, paginated etc so obv was meant for my eyes only and hasnt been sent to court)   they may have had a lovely conversation, but where are we involved or proof this has been sent or included to us (it hasnt)   so bugger off
    • Hi Guys, just a quick update,     I now have all the information VCS hold on me and photos to show I was not in the fuel station as they claim. The date of the 14/02 has passed for their threat to take me to court how long should i expect to wait to hear from them?   Also should i include in my appeal that the fact they couldn't issue me 2 x PCN's had this happened in a car park (as by their own charter you are allowed a 10 minute grace period)   how can they do it on a private road, and as it is a private road when i asked them for a breakdown of the costs incurred that lead them to the figure of £100 they quoted to me the case of Bevis v parking eye to justify the amount, however i feel this is not relevant as this event took place in a car park. cheers
    • I think this needs to be settled in a court of law and I don't think any other method is at all acceptable. It needs to be open, transparent and beyond doubt.   As you have had a possible disclosure I think it is reasonable to to write them and inform them  the disclosure they have made is incomplete and so therefore they are still in breach of their strategy obligations. that you are extending your time before you issue proceedings buy a further 7-days but after that you will definitely be issuing proceedings and there won't be any further discussion. I think you have to take this approach in order to show the judge that you have been doing everything you can to be reasonable and to be co-operative even though they have failed in their duty.              
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    • I sent in the bailiffs to the BBC. They collected £350. It made me smile.
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    • Hi @BankFodder
      Sorry for only updating you now, but after your guidance with submitting the claim it was pretty straight forward and I didn't want to unnecessarily waste your time. Especially with this guide you wrote here, so many thanks for that
      So I issued the claim on day 15 and they requested more time to respond.
      They took until the last day to respond and denied the claim, unsurprisingly saying my contract was with Packlink and not with them.
       
      I opted for mediation, and it played out very similarly to other people's experiences.
       
      In the first call I outlined my case, and I referred to the Contracts (Rights of Third Parties) Act 1999 as the reason to why I do in fact have a contract with them. 
       
      In the second call the mediator came back with an offer of the full amount of the phone and postage £146.93, but not the court costs. I said I was not willing to accept this and the mediator came across as a bit irritated that I would not accept this and said I should be flexible. I insisted that the law was on my side and I was willing to take them to court. The mediator went back to Hermes with what I said.
       
      In the third call the mediator said that they would offer the full amount. However, he said that Hermes still thought that I should have taken the case against Packlink instead, and that they would try to recover the court costs themselves from Packlink.
       
      To be fair to them, if Packlink wasn't based in Spain I would've made the claim against them instead. But since they are overseas and the law lets me take action against Hermes directly, it's the best way of trying to recover the money.
       
      So this is a great win. Thank you so much for your help and all of the resources available on this site. It has helped me so much especially as someone who does not know anything about making money claims.
       
      Many thanks, stay safe and have a good Christmas!
       
       
        • Thanks
    • Hermes and mediation hints. https://www.consumeractiongroup.co.uk/topic/428981-hermes-and-mediation-hints/&do=findComment&comment=5080003
      • 1 reply
    • Natwest Bank Transfer Fraud Call HMRC Please help. https://www.consumeractiongroup.co.uk/topic/428951-natwest-bank-transfer-fraud-call-hmrc-please-help/&do=findComment&comment=5079786
      • 33 replies

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Hi all, question for the HR experts...

 

I've ended my probation period with a large, benevolent organisation - the manager has sent me a formal invitation to a Performance Review meeting, in which he's explicitly stated that "Failure to meet company standards could result in termination.." etc, as well as reeling off a list of concerns. He also gave a couple of weeks notice of the meeting. So from an HR perspective he followed the Perf Review template exactly.

 

Now, I've had a search around and haven't found any instances of people having formal invitations, AND HR were present, AND not being terminated. The letter makes no mention of performance improvements/plans etc. I've done nothing that you could call gross misconduct (or any misconduct), and oddly enough, I've fulfilled all bar one of my probation objectives (and the one I didn't, I've not had opportunity to).

 

Two questions:

 

1) As HR will be there, and he's fulfilled all the legal/best practices for a termination,

are such meetings typically just a formality for termination?

 

 

2) Probation objectives - this is confusing me, as I said above I fulfilled nearly all of them. Typically wouldn't most large organisations, in the above circumstances, simply extend the probation period with a demand the employee address and rectify the concerns raised?

 

Thanks all !

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1. I've never had HR there whether retaining or dismissing

 

 

2. I never extend except for eg bereavement or other unusual circumstances - the goals are set such as they can be met during probation so no point drawing it out

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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I dont think that the presence or absence of HR gives anything away but you say manager reeled off a list of concerns and unless they are of the " are you sure what you have learnt is useful for your career here" type prompts to have some answers ready for the interview this is more worrying for your future as it points towards what may be viewed as competency issues.

Dont takethis wrong, I'm not saying you arent up to doing the job but rather they may be worried about particular aspects of legal obligations they have to others and so may have to make choices on their predictions of how things will be in the future and so intend to dig a bit deeper into waht you have achieved so far.

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