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    • HI   Firstly the parking in front of your drive, do you have a pavement with a Drop Kerb in front of your property to access your driveway, if so are they infringing on the Drop Kerb? (note your can ask the council to to paint a white line with lines at the end on the road in front of the drop kerb please note there may be a cost from the council to do so)   As for the CCTV look at this ICO link: https://ico.org.uk/your-data-matters/domestic-cctv-systems-guidance-for-people-using-cctv/   Due to the new DPA/GDPR if you have CCTV on your Property and it views outside of that Properties Bounderies they then need to register as a Data Controller with the ICO.   So I would make a Formal Complaint in writing to the Councils Data Controller, ICO (specifically asking if this individual is Registered with them as a Data Controller) & Police, you need to keep a good paper trail of this individuals actions.   I hope this individual knows the Law on Harassment as from your thread that is the impression I get is no matter what you do they will find something else to complaint about.  
    • Most guarantees are not transferable anyway to the new owner so why a solicitor should request it is pointless.The quotes should suffice to prove the work was carried out.   Andy
    • Apologies for the prolonged radio silence!   To cut a very long story short, I went back to Barclaycard (because I bought the car with my VISA card) and they offered to repair the car at a cost of £2500.   We accepted the offer because we were advised that even if we went to court and won the case, there was no guarantee that the dealer would give us our money back anyway or would end up paying us £10 a week for the next umpteen years.   The decision to have the car repaired was also made in the light of the fact that apart from the gearbox issue the rest of the car was in good nick. It is running fine after nearly 4 months now, so even if our friend gets a few more years out of it it will have been worth it.   Now that it is all settled I can reveal the name of the dealer - it was Thatcham Motor Company, in Thatcham, Berks. Very pleasant to deal with at first whilst everything was ok but boy oh boy, beware if anything goes wrong!   Similarly Momentum Warranties who provided the 6 months "warranty". On paper this warranty apparently covers practically every conceivable fault that the car might develop until you try to make a claim!   It seems that only if a component physically breaks that any cover is provided, otherwise they will hide behind the "fair wear and tear" get-out clause. Can an ECU unit be subject to wear and tear?   I would not touch either of these outfits again with the proverbial barge pole. Buyer beware!   One further thing I forgot to mention. We ran up considerable expenses trying to sort all the issues - the engineer's reports, travel costs etc.   Is it too late to try to claim these back from the dealer now? I just ran out of energy by the time Barclaycard agreed to pay for the repair but now the dust has settled I am up for it again!   Would this have to be done via the Small Claims Court?
    • no rush yet not due for 3 weeks as per andyorch's information above   i'm sure we'll get time before then.   dx  
    • There is a space for comment on the N180 where you can state that you wish to object to any request by the Claimant for an "on the papers" hearing. I wouldn't worry about the permits term, as the non-display of a permit is not the apparent cause for action against you. Have you sent them a CPR request for documentation?
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I received a disciplinary invite letter, the letter was not dated and no venue stated just the time and date.

i phoned the manager to change date as I needed advice and was told they would contact me with another date.

i was off work at the time due to close family bereavement.

i then received a text message telling me my contract has been terminated, and a letter had been sent, which I have not received.

i have worked for the company for over 4 years.

 

The question I am asking is what do you think my best course of action should be.

Can I send a grievance letter or would the manager ignore it as I no longer employed.

 

i have received nothing in writing and no right of appeal.

Edited by dx100uk
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Can you give more info please. What company, how long were you employed for. What was the reason for disciplinary.

 

You certainly have a right to appeal, and a right to know what you were terminated for. Were you suspended before this, any meetings to do with the issue?


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

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Renegade, we don't name employers on the forum, people need to keep things confidential.

 

HB


Illegitimi non carborundum

 

 

 

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Are you on a zero hours contract?


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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Sorry HB. SHould have said type of company


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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Thanks for replies. I was employed for over 4 years and disciplinary invite was for unauthorised absence,due to close bereavement.

I would rather not state where I was employed.

The message came last week and I am not sure how to proceed

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Is this your first time having an unauthorised absence? Or has it happened a few times before? Did you inform them you needed time off? Are you in a union? Has anything else been said about this before?


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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Yes. My manager knew why I was off work.

Would this be classed as unfair due to no reason given and no right of appeal p. what is the next step. I am not in a union

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can you answer my other questions as well please.

 

Also, by close, which relative was it. Was it an immediate relative, or a cousin/uncle/grandparent etc. When you informed your manager, what did they say? You certainly have a right to appeal.


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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How long were you off work.

Was it paid compassionate leave or not?

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this all seems to be a bit of a red herring as far as your problem goes so more importantly, what exactly ahve to received and when. To dismiss you certain steps must be taken over a certain time, each step will depend on why they wish to dismiss and how long you have been employed.

 

At the moment you have been unlawfully dismissed. Thi isnt the same as unfair dismissal, it is about procedure rather than cause. That menas they will be forced to apy you the monies you would be due if they ahd done things properly plus a small amout for the naughtiness so about 6 weeks pay overall.

 

Speak to ACAS about this, they will be able to point you to the relevant guidelines and law and may well act as an intermediary and speal to your employer about thsi, even if to just make sure you get paid for the sloppy and wrong notice.

 

Now unfair dismissal is dealt with via an employment tribunal and both parties have to take certain actions or they will be in bother there. ACAS can advise on this as well and will probaby start by getting you to appeal the dismissal. You have a limited tiem to take all of the steps so get on to them right away and start writing a draft appeal letter stating why you shouldnt be dismissed and part of that will be the procedure and part the reason, which is unknown to us and from what you say, you as well.

 

This will put them in an awkward position as they may be forced to re-employ you so careful how you phrase things and dont write in such a manne that only one outcome is acceptable.

 

They appear to ahve got even the disciplinary meeting arrangement wrong so you have a strong position to get soemthing positive from this

Edited by honeybee13
Paragraphs and typos

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This sounds like a matter which you require to proceed via ACAS. It may also assist you if you could engage the services of an Employment Lawyer in the first instance. Do you have house insurance?

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