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    • Update 15th March the eviction notice period expired, and I paid my next month rent along with sending them the message discussed above. After a short while they just emailed me back this dry phrase "Thank you for your email." In two weeks' time I'm gonna need to pay the rent again, and I have such a feeling that shortly after that date the contracts will be exchanged and all the payments will be made.  Now my main concern is, if possible, not to end up paying rent after I move out.  
    • they cant 'take away' anything, what ever makes you believe that?  dx  
    • The text on the N1SDT Claim Form 1.The claim is for breaching the terms and conditions set on private land. 2. The defendant's vehicle, NumberPlate, was identified in the Leeds Bradford Airport Roadways on the 28/07/2023 in breach of the advertised terms and conditions; namely Stopping in a zone where stopping is prohibited 3.At all material times the Defendant was the registered keeper and/or driver. 4. The terms and conditions upon  entering private land were clearly displayed at the entrance and in prominent locations 5. The sign was the offer and the act of entering private land was the acceptance of the offer hereby entering into a contract by conduct. 6.The signs specifically detail the terms and conditions and the consequences of failure to comply,  namely a parking charge notice will be issued, and the Defendant has failed to settle the outstanding liability. 7.The claimant seeks the recovery of the parking charge notice, contractual costs and interest.   This is what I am thinking of for the wording of my defence The Defendant contends that the particulars of claim are vague and are generic in nature which fails to comply with CPR 16.4. The Defendant accordingly sets out its case below and relies on CPR r 16.5 (3) in relation to any particular allegation to which a specific response has not been made. 1. Paragraph 1 is denied. It is denied that the Defendant ever entered into a contract to breach any terms and conditions of the stated private land. 2. Paragraph 2 and 4 are denied. As held by the Upper Tax Tribunal in Vehicle Control Services Limited v HMRC [2012] UKUT 129 (TCC), any contract requires offer and acceptance. The Claimant was only contracted to provide car park management services and is not capable of entering into a contract with the Defendant on its own account, as the car park is owned by and the terms of entry set by the landowner. 3. It is admitted that Defendant is the recorded keeper of the vehicle. 4.  Paragraph 6 is denied the claimant has yet to evidence that their contract with the landowner supersedes  Leeds Bradford airport byelaws. Further it is denied that the Claimant’s signage is capable of creating a legally binding contract. 5. Paragraph 7 is denied, there are no contractual costs and interest cannot be accrued on a speculative charge.   I'm not sure whether point 4 is correct as I think this side road is not covered by byelaws? Any other suggestions/corrections would be appreciated.
    • Dear EVRi parcelnet LTD t/a evri   evri parcelnet isnt a thing also you say defendant's response which is a bit of a weird format.   Something like   Dear EVRi, Claim no xxxx In your defence you said you could not access tracking. Please see attached receipt and label Regards
    • Welcome to the Forum I have moved your topic to the appropriate forum  Residential and Commercial lettings/Freehold issues Please continue to post here.   Andy
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      The judge's reasoning is very useful and will certainly be helpful in any other cases relating to third-party rights where the customer has contracted with the courier company by using a broker.
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      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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I recorded meeting without permission!


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I had a meeting with my boss, and I digitally recorded the meeting without his permission. During the meeting he made comments that are in direct contravention of the Disability Discrimination Act. I am disabled and found his comments quite offensive.

 

I have raised this as a grievance issue with his line manager, I have told him that I made a recording (in case he tries to deny the comments), and gave a transcript of part of the meeting to his boss. He has been suspended pending investigation. I have been told by my union rep that he will not be dismissed.

 

Now the company is making a big issue about me recording the meeting without permission. There is no company policy on recording calls (bet there soon will be though!).

 

Have I breached any law? Can the company make an issue out of the recording without there being a company ploicy on it?

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Hello there and well done for recording. I don't know of any law on this, but I do know that it's often mentioned on the forum and that an Employment Tribunal will accept a transcript in evidence. I think I'm right about that anyway, hope someone else will comment.

 

If you need further advice apart from us caggers, don't forget the EHRC [equality and human rights people].

 

My best, HB

Illegitimi non carborundum

 

 

 

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I had a meeting with my boss, and I digitally recorded the meeting without his permission. During the meeting he made comments that are in direct contravention of the Disability Discrimination Act. I am disabled and found his comments quite offensive.

 

I have raised this as a grievance issue with his line manager, I have told him that I made a recording (in case he tries to deny the comments), and gave a transcript of part of the meeting to his boss. He has been suspended pending investigation. I have been told by my union rep that he will not be dismissed.

 

Now the company is making a big issue about me recording the meeting without permission. There is no company policy on recording calls (bet there soon will be though!).

 

Have I breached any law? Can the company make an issue out of the recording without there being a company ploicy on it?

 

You did nothing wrong (& don't let anyone say you did) the media does it all the time However before you can use it you MUST allow them the opportunity to respond. Then again if the recording reveals illegal or unlawful conduct they haven't got a hope in hell of stopping you disclosing it AND if 'illegal' you have a requirement to report it

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Now the company is making a big issue about me recording the meeting without permission.

 

Have I breached any law? Can the company make an issue out of the recording without there being a company ploicy on it?

 

 

Hi got no money........ Have a look at section 55 of the DDA 1995 http://www.opsi.gov.uk/acts/acts1995/ukpga_19950050_en_8#pt7-l1g55 I would say that if the company "made an issue" in regard to you for raising a grievance against this person then they would then be victimising you. A grievance is the first stage in a process that has the potential to end up in the Employment Tribunal. So if they start investigating you then I would put in a grievance that they have victimised you in your raising the issue against your manager.

 

Have you legal protection insurance for employment disputes, if not get one quickly before this escalates. The indication from your union does not bode well I fear. Unions are notorious for not helping in these circumstances and themselves are guilty of discrimination against their own policies.

 

What kind of organisation are you in? Government department, PLC, Private company?

 

What exactly is your disability and the nature of what was said?

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thanks for all your comments. In answer to your questions papasmurf- I work for a large well known charity! I use a wheelchair. The comment made was 'every time I see you in your wheelchair i feel like pushing it over'. There is a fair bit of history between me and my boss. A few months ago I reported him for swearing in front of a group of children.

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Hi got no money,

 

I recorded a disciplinary meeting with my former employer last year. I placed the recorder on the table so they knew I was doing it as well. They kicked up all kinds of stink about it afterwards, noted in the minutes that I had recorded the meeting "without permission". When I asked where there was any where legally or in the staff handbook that says I couldn't record it, of course they couldn't come up with anything.

 

Don't let them tell you its wrong. Its not. And if they had nothing to hide they wouldn't be worried about it in the first place.

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If your boss were not to be dismissed then you would have ample grounds to refuse to work with him in future on the grounds of proven threatening behaviour. To force you to do so could result in a very uncomfortable session in front of an Employment Tribunal.

Any advice given is done so on the assumption that recipients will also take professional advice where appropriate.

 

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