Over the festive session there are a total of 3 days when there are either no services at all, or the availability of services is so low as to be pointless, yet the passenger transport executive for South Yorkshire refuses to amend any travel card purchased that run over this period. Over the 3 days in question there is a bare handful of bus services running in Sheffield funded by the Council or a specific service for one place of work. There are no trams or trains running for 2 days completely and what looks to be a very reduced service on 1 day. In short I'm out of pocket by the sum of £10.17p for services I can not use. I'd like to push back at this subsidy for the Passenger executive from my pocket, considering the executive is already funded from taxes paid by me, so how do I do this ? What laws kick back at the idea at paying for services that are not available ? What do other local area transport executives do over the period ?

Hi everyone, i have recently just purchased (16/11/2015) a 60 plate BMW 318d from a car supermarket. Unfortunately I was also sold auto protect gold warranty, i was sceptical at first and in hindsight after reading some of the horror stories regarding this company, it is something i shouldn't have purchased. Both the car and the warranty were purchased on finance, through 2 separate lenders. The dealership gave me the hard sale, and mentioned that virtually everything is covered, he also added that as the warranty was being purchased with the vehicle, that would in turn reduce the monthly cost of the car by around £30, i thought this was a bit odd. The cost of the cover worked out to be around £70P/M so this would in theory work out to an extra £40 per month (on top of the price of financing the car) to have the "Piece of mind of this fantastic cover" , and after forking out a lot on my previous motor, decided that this may be a worthwhile investment. I have received the paperwork from Santander for the credit amount that has been sent to APA/Auto protect, and in there it says i have the right to cancel this within 14 days no questions asked, perfect i thought, no problem. HOWEVER I have studied the paperwork from APA (Something i deeply regret not doing at the car shop). In these T&C's it states under Cancelation; "Should you cancel this agreement, there is no surrender value and no monies paid will be refunded":evil: Is that right?! Can they do that? Or have they just failed to mention that you are entitled to cancel with a refund within 14 days? I was under the impression that i could cancel this within 14 Days? AT NO POINT did he mention the cancellation rights? Can i use that to my advantage if he hides behind the "no monies... refunded" line... I'm just trying to seek all the advice i can before calling the car shop, as i can be more prepared. Details are; Car: cash price £8,995. With interest 20.7% over 60/M £232 Gold warranty over three years including interest!: £76.87 (£2,767 in total with interest, covering 9K! worth of repairs (yeah right!!) Also after reading the other stories from people, i realize the price of this warranty is far too much. But i was foolish and rushed through the paperwork part, being too eager to get my new motor. If anyone has any advice, it would be greatly appreciated. Thanks

Hi I have been trying to fight a PCN i received after parking in Wickes in June this year. I wrote a letter downloaded from another forum, and then appealed directly to Wickes who emailed G24 to say we were in the store and to cancel the fine. I thought that would be the end but received another letter with an increased fine for £100. I wrote again and included a print out of the email have just received another letter stating the appeal was too late. The letter gives me two options, pay the fine or debt recovery (or court proceedings) The letter concludes by saying G24 may engage with IAS alternative dispute resolution scheme at their discretion. I have tried to appeal with them but keep getting an automated message telling me to contact G24, but so far my emails have bounced back. The email from Wickes was later then the deadline but i thought it showed clearly we were not at fault . I cannot afford this fine and am very worried . Do i have any options?

I'm currently trying to assess whether a debt is statute barred or not. It is in relation to a current account overdraft where my last activity was in May 2009. The amount overdrawn was £3,000 at this point. The bank defaulted the account in August 2010. This is what is shown on my credit file. Between my last activity and the bank default date a number of interest charges were added by the bank. The amount at date of default was just under £4,000. Can someone indicate when the statute barred clock starts ticking, is it from my last activity in May 2009 or from the default date? Many thanks in advance.

Hello Friends, My employer (a large investment bank) made me redundant in just seven months and offered the settlement agreement as usual. I was handed the agreement at the end of day on 01-May and asked to sign and send it back to them by 07-May, after receiving advise from a qualified solicitor on the settlement agreement. The employer gave me three months redundancy. Is it okay for them to give so little time. FYI, 02,03 and 04 May were bank holiday. Thus I could start finding a solicitor only on 05-May and post the agreement on 06-May so that the it reaches the employer on 07-May. I was given so less time to fully appreciate the agreement and as I retro-inspect today, I realise that I had worked overtime everyday for an extra hour, several midnight support and weekend support. Please help me to understand what my legal position is? Can an employer give so less time to sign the agreement? Should my solicitor not have won more time for me from the employer? I believe my solicitor failed me as well. I am aware that ACAS recommends minimum ten calendar days should be given to the employee. The solicitor could have used this practice guideline to get more time from the employer. However he did not do any thing of this sort and rather advised to sign and send as soon as possible. He was paid 500.00 pounds for this as service fee. Does it not count as poor service by the solicitor?

Community Work Programme issued by JSA outside of 8 week period! Some advice would be really appreciated. Does the 8 week rule still apply? How to refuse the CWP? Where to count the 8 weeks from? After a 2 year period The Work Programme with Ingeus ended (2faced staff/ incompetent /useless), I was referred back to the Job Centre and issued with an appointment to attend in April this year. I was asked by myJSA to sign the My Work Plan (WS1 form) in May. I had to sign weekly for awhile and then back to fortnightly. Yesterday I was handed a letter to attend a Community WorkProgramme (CWP) later this week. I have been back with the JSA as I said since April or counting from May – either way it is past the maximum 8 week period in which they have to either allocate Daily Signing (DSR) or CWP (Community Work Programme). Has this changed? And if this 8 week max still applies how do I go about politely but firmly refusing the CWP without being sanctioned. Also which date am I meant to count the 8 weeks from – April is when I went back to the JSA – May is when I signed the “My Work Plan” – I am making the assumption this is the date of the WPCI interview but am not sure. Worried I will be sanctioned again – and a second sanction would mean months of financial punishment rather than weeks. (the first one was applied because despite having attended every single mandatory appointment Ingeus had given me and not missing any appointments/workshops of which there were many - there was just one I never received notification of in the post andby the time a text message arrived it was too late, I left a message for the advisor which was never passed on – I appealed the sanction and the Decision Maker in all his glory upheld the sanction as “the balance of probability is that the letter was not lost in the post”!!!!!!!)

Hi all Bought a high spec handset in a contract from Mobiles.co.uk. I paid an upfront contribution for the handset. Had it for three days and quite honestly the battery is appalling. Ive done everything i can to limit battery use but even running in power save mode constantly is not helping and im not getting the use out of it that ot was designed for. I use all features of my phones but am having to avoid using this one. As this was a distance sale and i had no chance to test the handset, am i able to return it irrespective of the fact its been used? I must make it clear i have emailed them tonight and am awaiting their reply so am just trying to get an idea of my legal position. They have done nothing at all to upset me so far and i want to stress that! My gripe is with the handset only at this point. Can anyone advise on my rights? Many thanks

I wanted to know what the new rules are with regards to withdrawing consent for the WP to share your info/contact people on your behalf/claim their fat payment for my hard work when I get a job .. as I am sure I read it had changed since last year, also coincidentally each time I attend a review meeting I get loads of spammy job/credit emails in the weeks after which seems a little timely!! Am getting increasingly fed up with the WP provider, by and large I have had a year of having to attend weekly job clubs with slow computers and the like but since I hit the year mark it seems to have ramped up big time, I have a good work history with good companies and a degree and the minute my latest advisor saw it his eyes lit up and I have been pestered left right and centre. I was upped to two job clubs a week and also appointments/training sessions/interview techniques etc on one or more additional days a week and it was getting silly and made me ill so I had two weeks off with stress symptoms. I then had more blinking appointments and changes to my job clubs and was told a few weeks back at 1pm on a Monday that I was to stay after job club that day for extra sessions looking into agencies and applying for more jobs for 2 hours each day that week (mysteriously my letter had 'got lost in the post' telling me this), I kicked up a bit of a stink as I am a single parent and said I had to pick my son up from school at 3 so those times were unsuitable, so with a bit of looking at bus timetables he relented to sessions from 1-2.30 each afternoon that week which was still pushing it as am reliant on public transport which is never the best, I attended the first and then had enough, got upset (I am on antidepressants and suffering severe anxiety at the moment relating to a thyroid condition I have just been diagnosed with) and I decided to get another doctors note for 2 weeks. During this two weeks I had a letter from them saying I had to come in during that time and I politely told him NO, the day my sick period ended there arrived a letter saying I had to attend a review appointment in 2 days time and I just knew he was going to mess me about, sure enough on the Friday afternoon at the appt he says I need to up my attendance to daily sessions of 4 hours, which means dropping my son at school, a 45 min bus journey there, then getting back in just enough time to pick him up, I protested that I had a PC at home and why did I need to do all this on their premises and he said I might 'get distracted' at home (as opposed to their noisy office of course!!), that I had appts to arrange and so on which were being neglected due to them calling me in all the time willy nilly saying they are mandatory and have to attend, and he said as I was a jobseeker I should jobseek during those hours, I have no prob doing this, my JSA agreement says 5 jobs a week and they say 10 which I do easily and have never not done, he is also pressurising me to do full time work/get a better off calculation for FT work, which my JSA flexibilities say I don't have to pursue due to being a lone parent, there is no mention of any beneficial training, and any suggestions for that or clothing for interviews have been shot down in flames, its just flaming jobsearching in their offices every day, presumably so I can't attend any interviews without them knowing and that I get fed up with the arrangement. Its not as if I am not trying to get a job, I have had about 6 interviews in the last few months but none successful, am really fed up with the situation with the WP and its making me feel worse, we are reviewing the situation tomorrow after my session and I know he is prob going to suggest the same again next week when I have 2 inset days at my sons school, I really just resent the fact that they think they can pressure me like this and assume I have no plans for the week or anything else to do, and then get a nice big payment for MY efforts at the end of it all so want to know what my rights are, unfortunately at the beginning I signed all their docs as I was being too blinking nice!! PS. Sorry this is a bit of a rant having looked at it, but felt good to vent!!

I am mightily confused. I have been signing on for 12 months, at the start of my claim I signed a claimant commitment stating I will do X number of steps each week to find work, IE look in papers, ask family and friends, use UJM etc. I completed my job search online and always filled in my activity history on UJM, ensuring I recorded X number of steps as required in my claimant commitment. Part way through the year I was told not to use UJM instead I was given a paper template to fill that stated I must do 35 hours job search per week, this had a section to fill stating the time each task took. Some time later I was issued with a pie chart diagram which showed different activities I could include in my 35 hour job search. Now I have been given another paper template form which states I have to apply for and record 10 vacancies jobs per week. What the heck as happened to my claimant commitment, no where in that did I agree to a 35 hour week job search nor did it state when I signed it that it was a requirement. Secondly, I would never agree to applying for X amount of vacancies per week , what if the only suitable vacancies are ones I have already applied for. And now they have just reissued me a new claimant commitment to sign which is basically same as my old one except they have added “ engage with the work program” Can they enforce this 10 job application rule and what is in place to prevent me from just jotting down bogus applications. Obviously I am fulfilling my claimant commitment still but as there is no actual way to record that activity any more am I even obligated to carry it out. From what I can gather the 35 hour per week is only a suggestion and not enforceable as long as client shows they have took reasonable steps they cannot be sanctioned but I cannot find any info at all regarding the 10 vacancies per week.

Hi I am having an issue with my current employer, I have received a letter inviting me to a meeting to assess whether my probation period is going to be terminated or extended on the basis of sales targets that have not been met . This meeting is to take place AFTER my probation period has ended? Can they do this, does this not mean that the probation period has ended and they therefore have to give me 4 weeks notice and can no longer extend the period? My contract says that they can extend my probation period but nowhere does it mention meeting any sales targets? Thanks for your help!

Hi, we've all been offered voluntary redundancy, ahead of 'proper' redundancies later in the year. It's a big firm, so a vanilla online 'calculator' has been setup for us to get a quote on the package. However, I have a concern around the notice period in lieu being offered. Rather than it being per my contract, they look to be basing it on length of service. (But clearly calling it Notice payment, not Stat pay or Additional Service Pay). So I'm being offered 9 weeks, rather than the 13 in my contract. Some who I've spoken to has suggested that with VR, it's all based on mutual agreement, so if I agree to 9 weeks, that's what I get. But reviewing CAB's website suggests that VR is still a form of dismissal, and so surely notice should be per my contract? Does anyone have any knowledge on this? And, if I 'accepted' 9 weeks, could I later point out that my contract was different and force them to pay the remainder, or am I out of luck by then? Been full-time permanently employed for over 7 years, and there is no specific PILON term in there. *Actually, there is a further clause in my contract suggesting I get an additional 1 week notice per year worked, which would bring it to 20 weeks. I imagine this was an error, but is there on paper signed by both parties - but would want to understand the broader legal position before I challenge / raise that point!

I was employed with a 6 month probationary period. 10 days after the expiration of this 6 month period, I was sent a letter to notify me that due to performance issues this period had been extended for a further 3 months. At the time I agreed to the extension and carried on with my job. One month later I was called to a meeting with my line manager and HR Manager and told that y probationary period had been unsuccessful and was asked to leave my position with immediate effect and they would pay me the one week notice period as outlined in my contract. As my probationary period had expired when they informed me that they were extending it, am I entitled to the month long notice period pay that is outlined in my contract as I had been with the company for more than the 27 weeks it states is needed for a 1 month notice period? I know that I agreed to the extension, but the letter I have notifying me of it is dated after the 6 months was up.

I am currently working as deputy manager in a residential care home. I am handing in my notice tomorrow as I feel I can no longer work with my manager. I love the home and all the staff and was delighted when I was promoted a year ago, around the same time we got a new manager. The new manager is awful. She is lazy, shuts herself in her office all day, doesn't know her staff, doesn't know the residents. The only time she comes out of her office is to have a quick look round the home looking for faults. I have had issues on and off with her since I started in my current job. I am 49 and she talks to me like a 4 year old, finds fault in everything I do, has been extremely unsupportive towards me in my new role and at times is verging on being a bully. I am contracted to work 40 hours a week but regularly work 50 or more, simply to get the jobs done that she piles onto me. Company policy is that managers and deputies don't get paid overtime so I'm not being paid for the extra hours. She lies to get herself out of trouble and dumps everyone else in it with the company directors. Around 6 months ago I spoke with one of the directors to say I had concerns about the home and the way in which the manager was treating staff and residents. The director was very understanding and set up a meeting with the 3 of us to try to sort things out. Looking back, it was made out to be me who had an issue, not the manager! Since then the director has more or less acknowledged my concerns on several occassions with comments she has made to me, but nothing is being done about her terrible performance and terrible manner with others. One of the company's senior managers spoke with me last week and said she knows exactly what is going on but doesn't know what to do about it. I am at the stage now where I just can't do it any more. I feel sick at the thought of getting out of bed each day to go to work, have constant headaches and stomach upsets, feel constantly anxious and on edge even when I'm not at work. I am tired of going in each morning not knowing what time I will finish (not nice to have to tell my child I've no idea what time I will be home!), not knowing what mood she will be in. At work I spend all day wondering when the next 'telling off' will happen, and trying to avoid contact unless necessary. There isn't a week goes by without one of the staff in tears, and the atmosphere is terrible. I could write 50 pages of how she makes my life at work very difficult, from trying to cancel my annual leave to basically blanking me when I go in her office and not looking at me when she speaks, to shouting down the phone and making sarcastic comments about my work, not answering her phone when on call so I am basically on call constantly, telling me she's angry for carrying out the directors instructions and saying the director needs to 'button it' because it was something she didn't like. Anyway, the point of this post is that I am going to hand my notice in tomorrow. My contract states 3 months notice and the thought of this is unbearable. I don't want to go off sick - I'll keep that as a last resort - as my sickness record is excellent. I'm not concerned about references as the company policy is to give just a basic reference saying what my position in the company is and the dates which I worked there. I haven't got another job yet but in this area jobs in care homes are in abundance so I have no worries about being able to get one quickly. I don't think my employer will be happy to agree an early date for leaving (I was hoping for 2 months or 6 weeks). Is there anything I can do to get out of my contract early? I don't know if it makes a difference but I was supposed to have a performance review at the end of my 13 week probationary period and that never happened. Thanks and sorry for the long post!!

Hi I have been off work due to stress etc for about a month now and in that time i have been looking for another job nearer to home more suited to what i am used to doing, I have just been offered a job but the new employer wants me to start in about a weeks time, and my currant job requires me to give 1 months notice. I was wondering if anyone could give me some advise on the following questions What will happen if i just leave my currant job to start he new one? Could i speak to HR to see if they would accept an immediate termination as i have been off for over a month? I am off to the docs again tomoz for a follow up and i have spoken to my new employer regarding the issues being presented by my currant employer and they said not to worry about ref from them as i have been upfront with them from the start! Any help would be appreciated

Hi there As mentioned in the subject line - the PCN i received yesterday gives me 14 days for the discounted period but according to law introduced in 2008 any PCN issued on private land by CCTV should have 21 days as the discount period Would this give me grounds for appeal to invalidate the ticket? Ticket was received in a Currys car park in stockport if there are differences by region Any help greatly appreciated Cheers Ross

Hi folks, not been on in a while. Got a question essentially about when final sums and accrued holiday pay are payable on/after leaving an employer. To give some details. My employer cuts off the last working week of the month so they can use an external payroll company to calculate pay, leading in effect to a week lying on - so that the last week of a month falls into the following months pay period. I started mid march, and gave notice on 17/07/14 (last day of work 25/07/14) with the July payroll cut off being 18/07/14 and payable on 27/07/14. I am owed 4.8 days holiday which has been rounded up to 5 days, this will be paid to me also. My employer claims that due to the cut-off for payroll, they cannot/will not pay me my final weeks pay for the lie week and the sum owed for holiday pay until the next payroll period at the end of August. Ive tried disagreeing with this but they're not moving on the matter. I also don't like the idea of having to wait at least a month for a P45 when I start with a new employer on 26/07/14. I know the rules state that pay owed and accrued holidays owed are payable upon leaving, but can they get away with delaying as described or are they just mucking me about to save having to pay their payroll provider to make out of schedule corrections? I tried contacting the CAB about this but the advisor wasn't able to answer definitively and the number they referred to me for 15m free employment law advice thus far goes to answer and despite leaving a message no return contact yet. Id like to go back at them asap if they're wrong as I have 3 days left until leaving so any clarification would be appreciated.

Hi, I usually only post in the HMRC and Benefits section so hello to everyone in here - I hope you can help. I have a AST agreement with my current landlord that runs out on 14th December. I am thinking of moving and starting fresh as I do not particularly like my landlord and I need a change of scenery so thinking of moving out. I have read through my AST and there is no mention of notice period. Is it a standard 2 months for landlord>tenant and 1 month if it is me (tenant) giving notice? What I am trying to do is pay new landlord (when I find somewhere) a month in advance plus deposit (help from parents cash wise) so I can use the notice period to move stuff over slowly rather than in one big move. If my tenancy runs out on 14th December (rent is paid on 14th as well) then do I have to give the agent/landlord written notice by 14th November at the latest (should be earlier subject to finding somewhere new) Also, what is the position if I do not find anywhere suitable and contract ends and I do not want to stay? Will I be forced to sign a new 12 month term or if I say I am looking to move will the LL then, on 14th December issue me with a 2 month notice order? Many thanks

Hello there.... advice sought please. I have been working for an agency for 14 weeks now on minimum wage, I am aware that after 12 weeks in the same job you should be entitled to the same wage as permanent staff in a comparable position. So, I emailed my agency contact and this was the reply: "I was passed an email from you with regards to parity rates when you have worked your 12th week. Your friend is right to some degree, if a client has a person who works the same job on a fulltime contract with the same job specification then you would be entitled to earn the same wage as the fulltime member of staff. However with (name removed) this is not the case as we do not have a comparator so as a result there is nobody to match your wage against so you would stay at the same rate of pay I’m afraid." Fair enough you might say but I'm doing the exact same job as the guy who gets paid a lot more than me to do it!!! What I'm asking then is, is there anything I can do about it? My fear is that they will suddenly find I am no longer suitable for the job if I make a fuss about it. I am looking for permanent work but in the meantime I don't want to find myself on the dole for being a "troublemaker", and to be honest I rather like this job. It would just be nice to get a living wage from it. Thanks in advance and apologies if I have posted in the wrong place xx

Hi, I handed my resignation in on Monday and am required to work 4 weeks notice, My manager has given me a project in which I know I will be unable to see through till the end, Commission is paid upon the final balance paid by the customer, when I doubt I will be working there but all the work will have been completed by myself. I advised today that due to this I thought someone else may be better suited to the task, to which the response was 'we haven't even won the job yet, we will worry about that later' Where do I stand on this? as I feel I am being taken advantage of due to the fact that the commission will be paid after I have left so I probably wont receive it. There is nothin in my contract to outline procedure on commission, Please help me clear this up, many thanks

Back in Nov 2013 I was put at risk of redundancy and had 3 months for the final decision. I've worked for the company over 2 1/2 years and was very successful.. Anyway I was offered a position with in the company on a trial period/probation of 3 months which was up on May23rd. Well today 4 June I was informed that it's been extended one month 23rd of June ... I've not been giving the reason why it's been extended still wait to find out why Can this be done / is it expectable business conduct ... Thanks

Hi all. My partner is being made redundant soon. He has worked for the company for over 11 years & has been given the required 11 weeks notice. He suffers from rheumatoid arthritis & the company were aware of this when he was employed. As is the way with this disease, his condition has deteriorated over the years & he has had increasing, but thankfully, short periods of absence, as flare-ups have increased in frequency & intensity. The company have not been unreasonable about this & the company doctor has examined him on several occasions & confirms that he falls within the scope of the Equalities Act & is expected to have more absences than an average employee. This has not prevented action over the years though & he has been on a final written warning for some months now. He has had no absences for anything other than the arthritis for over a year, until 2 days this week with a severe cold/flu. His symptoms are always worse as one of the drugs he takes, compromises his immune system & means that he is more severely affected by relatively minor bugs. Now his manager tells him that as this is not an equalities covered absence, he is being referred for possible further action, which is potential dismissal. Couple of questions. Is it reasonable for the company to take action on just 1 non equalities related absence in over a year & can the company pursue a capability issue to dismissal with only 9 weeks of employment left? Even if they can, would it be wise? I just wonder how a tribunal might look upon this if it came to it. There is a fairly substantial redundancy payment in the balance here & with little likelihood of him holding down a full-time job as a new employee elsewhere, this money will be much needed. Any advice much appreciated.

Hi, hope somebody can help. My husband gave his notice, which was a month, but as he had 8 days holiday left the Employer agreed to take this off his notice. So instead of his final working day being on 10th April his last day was actually 31st March. He got paid his full month's wages on 1st April and has received his P45 (only partially filled in but that is another story!) but has not been paid for the 8 days holiday/notice. Can someone please confirm that we are correct in assuming they have to pay him for the outstanding 8 days? Any help would be brilliant. Thanks in advance.

I am currently employed on a contingent contract (temporary) which requires no notice on the part of either myself or employer. From 1 April we are moving to a fixed term contract which requires a months notice. We were told about this over 2 weeks ago when we were also informed that our salaries would be brought into line with permanent employees. One can only assume this means we will be on a lot less money as the manager has been heard saying on the phone that we will all walk out if we were offered 'that much'! To date we still do not know the rate of pay but have had no choice but to apply for our own jobs if we wish to continue to work there. Today I have been offered a job elsewhere which I have said I will take. Due to the criminal security checks involved the start date won't be until end of April. I'm loathe to hand in any notice to my present employer in case anything weird comes back from the vetting check (inaccurate records etc) and I also have a slight concern about a blip with my finances where I am paying an agreed amount each month to a creditor. Question 1 What can my present employer do if I don't hand in a months notice and just give a week's after the 1 April Question 2 Are financial records searched for criminal vetting! Thanks in advance

Today I was called into the "office" at work by my regional manager, he had a go at me about not filling the "quick quote" forms out properly ( no one in the whole business fills these in properly .. including my store manager) He told me If I did not start to fill them out properly and if I didn't sort out my sales ( I am on £3,500 for the month ... my store manager is on £6,500) (Last month I was on £15,000 the month before £10,000 so its not as if I don't sell)the he will end my probationary period and I will have no job. I have had a look over my contract and no where in it does it state I am on a probationary period, when I started I was told I only had a 3 month contract (which should of ended 18/02/14) Yesterday I was told I was actually taken on as a 12 month contract (again it does not state this in my contract) So before I start questioning my Manager, Regional Manager and the company in general I thought I would get my facts right first Should my contract state how long it is for ? Should it state if I am on a probationary period, and how long this is for?

Hi I have two questions that I hope someone can help me with 1. I was awarded ESA SG in Sept 2013 without any interview/assessment (I did have previous advice from this forum). I have not been told how the decision was made and the time/length of the award. My Benefit Advisor told me to ring and ask for a particular form or something but the DWP Person on the phone was a bit abrupt and just said I would only need that form for appeal and said I can be reviewed at anytime. Im in Glasgow and my turnaround time was within 6 weeks and a total surprise. Just don't know how I was awarded it points wise etc. I didn't want to push it just in case it triggered an unwanted review so let it drop. Since then my sister and brother have both been told in their award letters the award period. So I feel a bit in limbo. Stupid I know but I hate the unknown. Should I be asking for anything in writing? 2. I thought migration from IB/SD to ESA was to be completed by April 2014. A friend of mine is worried senseless just waiting for the letter to drop through the letter box because they have not heard anything. I know there are delays etc but I cannot find anything that states the April deadline is to be extended. Any advice will be appreciared