Very true However, still better to correspond in writing, then there is a clear audit trail and by seeing their feeble arguments thrown out of Court, you will wind them up even more, by costing them money!!

Please could somebody direct to a template letter for Full and Final Settlement offers. I don't seem to be able to find one in the library. Many thanks.

Hi Leopard Lady, I know you have already spoken with MBNA by telephone, but please do not speak to creditors or DCAs by telephone. They will completely deny anything you have said or they have agreed to if this does not suit their plans. Apologies for repeating what may have already been said, but any communication with creditors/DCAs should be in writing, via recorded delivery. Keep a copy of anything you send, and don't sign any letters. There are various templates in the letters library regarding dealing with such people. Wishing you the very best of luck in resolving this issue. LouLouBelle 0195

Dear Natalie Louise I am a human resources manager with 15 years' experience so hope I am able to help. Please note, however, that any advice given carries no legal liability and should you and/or your partner choose to act upon, this is entirely at your own risk. I summarise below my view of the situation:- 1. Upon receipt of the e-mail, your partner should have forwarded the e-mail to his line manager, copied to IT and/or HR, briefly explaining the situation. He should not have forwarded it under any circumstances. 2. The fact that his line manager laughed does not give your partner the right to forward the e-mail to other employees. 3. Your partner's comment "be very careful when you look at it, it will get you into trouble" is likely to be used by the company as evidence that he was aware that forwarding the e-mail was wrong. 4. It is likely that there is a clause in his contract and/or the Company's staff handbook prohibiting misuse of e-mail and internet facilities. Apologies if the above sounds rather negative, but the situation is not good. May I suggest that he makes an apology at the meeting, reminds HR that this is his first offence and that there will be no repeat scenario. He should have been advised that he has the right to be accompanied by a colleague or trade union representative and he should certainly exercise this right. Let me know the outcome of the meeting and I shall advise further. Best of luck.