hi there, I need some advice as I am now going out of my mind. On Thursday 14th January 2016 I took out a contract with Vodafone pay monthly for an iPhone 6s in Rose Gold 16gb I received an order acknowledgement but no further information. I then called on 15th January 2016 to find out what was going on with the order. After being passed around at least 6 different departments and often without being told and just being put on hold I got through to a very helpful sales advisor. This advisor took it upon himself to cancel my original order placed on the 14th and place a new order with himself which was a much higher tariff and quoted exclusive of VAT. He also took £29 for the phone cost upfront and £9.95 for it to be delivered the next day before 1pm. I was promised a text message and email of this order in the morning for delivery which NEVER arrived. Neither did an email confirmation of the order. On Saturday 16th 2016 by 10am I had not received any email nor any text. Thinking this suspicious I called Vodafone to find out where the order was. I was hung up on 4 times, passed to 3 different departments and in the end my husband had to talk to them as I couldn't handle the stress ( I suffer from a depressive illness and anxiety disorder). I broke down in tears from the stress of it all. I was shown no empathy, no friendliness nothing over the phone. Just spoken to like I was an inconvenience My husband was told by their customer service person (as not one of them will give their names willingly) that the phone would not be here until the Saturday 23rd January 2016. She was adamant and all we could do is take her word for it, as she was at least the 7th advisor we had spoken to and despite having paid £9.95 for the next day delivery. That same customer service agent advised to go into a shop and sort out the contract there as it had already passed credit checks. My husband told her not to cancel the contract in case we weren't able to get it sorted in the store to which she agreed over the phone. I was listening to the whole conversation on loud speaker. Being the gullible/trusting people we are we went to the Vodafone Store to get this contract sorted out. They looked into the order to discover the last advisor who promised they were going to leave the account alone had taken it upon herself to cancel the contract, which she had promised she would not do. So the store set up a new contract for the iPhone 6s in Rose Gold, 64gb. I was also told I would need to pay £69 up front for this phone also. At this point in time Vodafone had taken £136.95 whether in debits or reserve payments. Just to get this contract sorted out I conceded even though that is a lot of money. All was fine until we got home after having to drive 30 minutes back from the most local Store and then a knock on the door came. It was the first mobile, iPhone 6s in Rose Gold 16gb. The very phone that we were told would not be delivered until the following Saturday and which the advisor had cancelled . This arrived at 3.38pm. So I was charged for £9.95 next day delivery before 1pm via Royal Mail which ended up with a cheaper courier not wearing a Royal Mail uniform. On both occasions I was misled by the tariff with the advisor's so I decided to cancel the contracts and instead use the business tariff. Since that day I have been on the phone countless number of times trying to cancel both these contracts within the 14 days cooling off period and return the phones for a full refund of the upfront costs. This has proved stressful, difficult and impossible. The first phone that arrived through the post has been returned and received but has still not been refunded. I am having to take time out of my business to get this sorted out and it's not forthcoming. The other phone that I purchased from the shop has proved near impossible. I tried to return it to the shop but they wouldn't accept it as the customer service team had already cancelled it. To this day I have not received the returns bag and have called every few days to chase a new one. I am always told it will arrive but has not till this day. I'm now out of the cooling off period and received a letter dated 4th Feb stating I now owe over £800 as am out of my cooling off period. The line was cancelled over the telephone well before 21st January and by recorded letter which I have proof of. I have also kept every online chat with service advisor's. I have tried numerous attempts to get through to a resolution or complaints team only to be told they don't exist. Their very own website points you back at customer services - no dedicated complaints service. Today I asked for a deadlock letter so I could see resolution through the ombudsman quicker to be told I couldn't have one as the resolution team have not dealt with it. So I asked to be put through to them. I was told that no I couldn't be as their is a process. I asked what their process was to be told they couldn't deal with it. WTF?!!? I'm at the point where it is now affecting my mental health. I get extremely stressed and anxious at the thought of contacting them to only suffer the same treatment each time. What can I do? I haven't received a refund for the first phone and the second phone has still not been returned due to not receiving the returns bag. Even when that is returned the process for getting my money back is really going to affect my health. I have filed a complaint with the trading standards team but too early for the Ombudsman to get involved (shy of 4 weeks). I have never in my life experienced anything like this. I just want these phone lines cancelled and my up front costs return with no further hassle. Why is it so hard? Any advice would be greatly appreciate, this is the worst experience of customer services I have ever experienced and I will be moving my business mobiles as soon as the contracts on them run out. Jody

Hi All, I work full time I recently finished my probation period. My line manager is inept and did not carry out any probation meetings at all, even though company policy states they must carry out 3 meetings, at certain weeks during the 26 weeks' period. I wasn't asked to complete or sign any forms. The manager didn't complete any forms, though he was supposed to, supposed to sign them, get me to sign them, get the senior manager to sign them, and send them to HR. The manager didn't carry out an induction or any training with me, and I haven't completed or signed an induction sheet or training sheet. Company policy states that as soon as the probation period has ended, the line manager must give me a letter stating that my pp has ended satisfactorily. I asked my line manager for this and he stated that he is going to speak to his line manager to extend my probation period as he never carried out any meetings. I am being advised by the union and they have already stated that they will back me all the way if the company do this. (It's a big union.) Anybody come across this before? AA

Hi, I purchased a period return ticket from Oxford to Manchester last week. I didn't have a problem on the way up, but I had an issue with using the return ticket on my back. I don't remember which stop it was after but, somewhere between Manchester and Birmingham New Street, the guard came through and stamped the return half of my ticket. When I reached Birmingham New Street, a new guard replaced the previous one. When he came through to check the tickets, he told me that I had already used my ticket and I could only use it once. I explained to him that the ticket had been stamped by the other guard, who he had replaced, on the same train, but he didn't believe me. He told me that I would have to purchase another ticket. As he was threatening to get the police involved and being intimidating, I begrudgingly paid up. Is it possible to get my money back for this ticket? I shouldn't have had to purchase it. Unfortunately the second guard confiscated both halves of my ticket, so I have no proof that I already had a ticket.

Hi all, I have come across a thread on this site (unable to post link to thread as a new user, appears to be thread 359520) which after reading sounds like a very similar situation to my own, so I thought I would post here for some advice on the matter. I have a shorthold tenancy agreement, with a fixed term of 6 months. This started on 28/08/15, so therefore this agreement ends 28/02/16. I have informed the landlord that myself and my friend who share the tenancy will be moving out, and will be vacating the property by 27th February at the latest. 2 days after informing them, the landlord called me and stated that 2 month's notice will be required. Obviously this concerned me, so I thoroughly read, re-read, re-read again and also got 3 other people to read through my contract. The contract does not state anywhere at all that a notice period would be required. Literally all that is stated in my contract with regards to the fixed term is the following: Term - For the term of 6 months commencing on 28/08/15 No mention of notice period, no mention of what will happen at the end of this term. Nothing. (for what its worth, we signed a new agreement following on directly from another friend who had rented this house for 4 years before we moved in. To my eye, the contract just appears to have been typed up in a rush, fitting with the notion that the landlord wanted us signed on and moved in ASAP) This prompted me to get in touch with the Citizens advice bureau, who in turn pointed me in the direction of the tenancy advice team at Shelter. It was shelter who informed me of case law authorities Flower Vs Darby (1786) and and Cobb v Stokes (1807), and explained that if we are simply leaving prior to the end of a fixed term agreement, then no notice would be required. I am going to take my contract in to my local Citizens Advice branch tomorrow, to have another person read through my contract on the off chance that I am missing something, or simply not understanding some of the property/landlord jargon in front of me. Does anyone else have a similar experience of this issue? I just want a bit more advice and backing before I meet with the landlord this coming weekend. Certainly do not want to look an idiot bringing this up with the landlord. Finally, the thread I linked to above has a comment quoting a guideline from The Office of Fair Trading (OFT) has issued Guidance on Unfair Terms in Tenancy Agreements (OFT 356, September 2005). The Guidance states as follows: “3.78 A tenant is not required to give notice to bring the tenancy to an end at the end of the fixed term. That is because a fixed term agreement comes to an end at the end of the fixed term, and no periodic tenancy will arise if the tenant then leaves. We appreciate that landlords will want to ensure that their properties are not left empty between tenancies, but object to terms that impose a contractual obligation on the tenant to give notice in order for the tenancy to be terminated at the end of the fixed term…” Beyond the fact that the landlord has neglected to mention anything about a notice period on the contract, are all UK landlords subject to the guidelines stated by the OFT? Again, any advice here would be helpful. Thanks for reading!

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

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 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 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, 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, I am currently in employment however i have made a decision to leave my current job to pursue my own business venture. I am working for my current employer from July of this year (5 months) and need to give one months notice. I'm quite eager to hand my notice in asap, however i was wondering if someone in the know could advise me as with the xmas holidays looming, i want to ensure i have got all my facts right. If i submitted my Notice on Monday (2nd Dec), is my notice period up on the 31st Dec? I am taking next week (2nd Dec - 6th Dec inclusive) as annual leave and then have a further 6 days leave remaining. What is my entitlement in terms of pay. Any help or guidance would be greatly appreciated.

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.

Hope I posted in the right area as it relate to a motoring issue,if not admin plz place in right area. I need someone to shed some light on a matter had motoring issue a nd vehicle was recovered by the police recovery contractors. My question is when a letter to respond within a 7 days is posted, does the 7 day period begin from the date of the letter posted or when served (i.ewhen received by signed post and proof is available) In my situation, letter was sent and received 7 days later. (i could not respond as the period had already ended before getting the letter by signed post) If someone can shed some info on this and the relevant law. Thanks in advance