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    • They did reply to my defence stating it would fail and enclosed copies of NOA, DN Term letter and account statements. All copies of T&C's that could be reconstructions and the IP address on there resolves to the town where MBNA offices are, not my location
    • My defence was standard no paperwork:   1.The Defendant contends that the particulars of claim are generic in nature. 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. 2. Paragraph 1 is noted. The Defendant has had a contractual relationship with MBNA Limited in the past. The Defendant does not recognise the reference number provided by the claimant within its particulars and has sought verification from the claimant who is yet to comply with requests for further information. 3. Paragraph 2 is denied. The Defendant maintains that a default notice was never received. The Claimant is put to strict proof to that a default notice was issued by MBNA Limited and received by the Defendant. 4. Paragraph 3 is denied. The Defendant is unaware of any legal assignment or Notice of Assignment allegedly served from either the Claimant or MBNA Limited. 5. On the 02/01/2023 the Defendant requested information pertaining to this claim by way of a CCA 1974 Section 78 request. The claimant is yet to respond to this request. On the 19/05/2023 a CPR 31.14 request was sent to Kearns who is yet to respond. To date, 02/06/2023, no documentation has been received. The claimant remains in default of my section 78 request. 6. It is therefore denied with regards to the Defendant owing any monies to the Claimant, the Claimant has failed to provide any evidence of proof of assignment being sent/ agreement/ balance/ breach or termination requested by CPR 31.14, therefore the Claimant is put to strict proof to: (a) show how the Defendant entered into an agreement; and (b) show and evidence the nature of breach and service of a default notice pursuant to Section 87(1) CCA1974 (c) show how the claimant has reached the amount claimed for; and (d) show how the Claimant has the legal right, either under statute or equity to issue a claim; 7. As per Civil Procedure Rule 16.5(4), it is expected that the Claimant prove the allegation that the money is owed. 8. On the alternative, as the Claimant is an assignee of a debt, it is denied that the Claimant has the right to lay a claim due to contraventions of Section 136 of the Law of Property Act and Section 82A of the consumer credit Act 1974. 9. By reasons of the facts and matters set out above, it is denied that the Claimant is entitled to the relief claimed or any relief.
    • Monika the first four pages of the Private parking section have at least 12 of our members who have also been caught out on this scam site. That's around one quarter of all our current complaints. Usually we might expect two current complaints for the same park within 4 pages.  So you are in good company and have done well in appealing to McDonalds in an effort to resolve the matter without having  paid such a bunch of rogues. Most people blindly pay up. Met . Starbucks and McDonalds  are well aware of the situation and seem unwilling to make it easier for motorists to avoid getting caught. For instance, instead of photographing you, if they were honest and wanted you  to continue using their services again, they would have said "Excuse me but if you are going to go to Mc donalds from here, it will cost you £100." But no they kett quiet and are now pursuing you for probably a lot more than £100 now. They also know thst  they cannot charge anything over the amount stated on the car park signs. Their claims for £160 or £170 are unlawful yet so many pay that to avoid going to Court. When the truth is that Met are unlikely to take them to Court since they know they will lose. The PCNs are issued on airport land which is covered by Byelaws so only the driver can be pursued, not the keeper. But they keep writing to you as they do not know who was driving unless you gave it away when you appealed. Even if they know you were driving they should still lose in Court for several reasons. The reason we ask you to fill out our questionnaire is to help you if MET do decide to take you to Court in the end. Each member who visited the park may well have different experiences while there which can help when filling out a Witness statement [we will help you with that if it comes to it.] if you have thrown away the original PCN  and other paperwork you obviously haven't got a jerbil or a guinea pig as their paper makes great litter boxes for them.🙂 You can send an SAR to them to get all the information Met have on you to date. Though if you have been to several sites already, you may have done that by now. In the meantime, you will be being bombarded by illiterate debt collectors and sixth rate solicitors all threatening you with ever increasing amounts as well as being hung drawn and quartered. Their letters can all be safely ignored. On the odd chance that you may get a Letter of Claim from them just come back to us and we will get you to send a snotty letter back to them so that they know you are not happy, don't care a fig for their threats and will see them off in Court if they finally have the guts to carry on. If you do have the original PCN could you please post it up, carefully removing your name. address and car registration number but including dates and times. If not just click on the SAR to take you to the form to send to Met.
    • In order for us to help you we require the following information:- [if there are more than one defendant listed - tell us] 1 defendant   Which Court have you received the claim from ? County Court Business Centre, Northampton   Name of the Claimant ? LC Asset 2 S.A R.L   Date of issue – . 28/04/23   Particulars of Claim   What is the claim for –    (1) The Claimant ('C') claims the whole of the outstanding balance due and payable under an agreement referenced xxxxxxxxxxxxxxxx and opened effective from xx/xx/2017. The agreement is regulated by the Consumer Credit Act 1974 ('CCA'), was signed by the Defendant ('D') and from which credit was extended to D.   (2) D failed to comply with a Default Notice served pursuant to s87 (1) CCA and by xx/xx/2022 a default was recorded.   (3) As at xx/xx/2022 the Defendant owed MBNA LTD the sum of 12,xxx.xx. By an agreement in writing the benefit of the debt has been legally assigned to C effective xx/xx/2022 and made regular upon C serving a Notice of Assignment upon D shortly thereafter.   (4) And C claims- 1. 12,xxx.xx 2. Interest pursuant to Section 69 County Courts Act 1984 at a rate of 8% per annum from xx/01/2023 to xx/04/2023 of 2xx.xx and thereafter at a daily rate of 2.52 to date of judgement or sooner payment. Date xx/xx/2023   What is the total value of the claim? 12k   Have you received prior notice of a claim being issued pursuant to paragraph 3 of the PAPDC (Pre Action Protocol) ? Yes   Have you changed your address since the time at which the debt referred to in the claim was allegedly incurred? No   Did you inform the claimant of your change of address? N/A Is the claim for - a Bank Account (Overdraft) or credit card or loan or catalogue or mobile phone account? Credit Card   When did you enter into the original agreement before or after April 2007 ? After   Do you recall how you entered into the agreement...On line /In branch/By post ? Online   Is the debt showing on your credit reference files (Experian/Equifax /Etc...) ? Yes, but amount differs slightly   Has the claim been issued by the original creditor or was the account assigned and it is the Debt purchaser who has issued the claim. DP issued claim   Were you aware the account had been assigned – did you receive a Notice of Assignment? Not that I recall...   Did you receive a Default Notice from the original creditor? Not that I recall...   Have you been receiving statutory notices headed “Notice of Sums in Arrears”  or " Notice of Arrears "– at least once a year ? Yes   Why did you cease payments? Loss of employment main cause   What was the date of your last payment? Early 2021   Was there a dispute with the original creditor that remains unresolved? No   Did you communicate any financial problems to the original creditor and make any attempt to enter into a debt management plan? No   -----------------------------------
    • Hello CAG Team, I'm adding the contents of the claim to this thread, but wanted to open the thread with an urgent question: Do I have to supply a WS for a claim with a court date that states " at the hearing the court will consider allocation and, time permitting, give an early neutral evaluation of the case" ? letter is an N24 General Form of Judgement or Order, if so, then I've messed up again. Court date 25 May 2024 The letter from court does not state (like the other claims I have) that I must provide WS within 28 days.. BUT I have recently received a WS from Link for it! making me think I do need to!??
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    • We have finally managed to obtain the transcript of this case.

      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.
      This is generally speaking the problem with using PackLink who are domiciled in Spain and very conveniently out of reach of the British justice system.

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Notice and possible breach of Contract.


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Hi I need some advice and hope someone can help me.

 

 

I have been with my company 4 years. I have a 12 week notice period. But I believe that they have breached my contract.

 

 

We had a new manager come in and it was Okish up until I was off sick early Jan 2018 for a week. This was my 5th time being off in a 12 month period. In my employee handbook it states that my manager has to fill in a absence review form after 3 absences in a year. (I am still waiting for the form to be done and forwarded to me). It also stats that if they are not paying me for sickness then they have to inform me prior to revoking sick pay, which wasn't done. I would like to know is the employee handbook part of my contract. The employee handbook is online in a portal.

 

 

Because of the above and other issues with my line manager I decided to hand my notice in and asked for 4 weeks. My manager has refused this saying that your contract is 12 weeks but might be able to leave quicker. Then he has put an email out to all the other staff saying I will be here for 12 weeks!!

 

 

The other issues include not given me the opportunity to do some of my role when I have a chance, treating me different to the other staff, calling me names and undermining me to my staff. The Bonus system that is in place has been a farce and a lot of the staff are owed money from this I have been told to put overtime through to cover this (been told that we have to be creative with the money owed!!) He tires to be a bully and the emails/phone calls I get can be quite harsh at times.

 

 

I do not know where I stand on the contract whether they have breached it or not. I was going to start a grievance process but I saw another member of staff go do this road and they treated him like crap and he got sacked before it was investigated. I feel like just quitting and giving them all their gear back when the four weeks are up. I also do not know if I have a case for constructive dismissal. I have worked all my life and never had to do anything like this before. Please help.... Many Thanks in advance.

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Hello there.

 

Which part of your contract do you think they have breached please?

 

As to whether the handbook relates to your contract, what does your contract say about that?

 

I expect people in the know will be along later.

 

HB

Illegitimi non carborundum

 

 

 

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I think the only point you might have a chance with is the sick pay, but usually you’d need to have exhausted internal procedures ie raised a grievance first. As you have nothing to lose at this stage you could probably write a letter doing that.

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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the handbook is part of your terms and conditions of service so yes a contract.

 

So what to do- you start a grievance about the lack of pay for the sickness absence and as you want to leave anyway the threat of the sack wont have the same leverage as with the other case and you may well be able to claim that they have breached the notice period by doing so and without a lawful reason.

 

Ignore the shortfalls in the bonus system unless at some point you have been paid less then the MW without the bonus as they are notorioulsy difficult to navigate but generally are also a contractual condition so read about it carefully.

 

Also you will have a small amount of holiday pay accrued for this year so make sure that you take your holiday at the end of your notice period. It will be about 12 days by the time you get to leave (assuming a/l year starts 1st jan) so you will have some time to attend interviews etc whilst still being paid.

Edited by honeybee13
Paras
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Hi and welcome, in future PLEASE post here first before taking any action. If you want to claim constructive dismissal (which even if everything is done right is difficult enough to prove) you can't hand in your notice and work the notice period or even part of it, the circumstances usually must be so unbearable that you simply can no longer stand to work even another day there and so you resign immediately and in the letter you make clear what has caused you to resign (i.e. the employer breaching your contract). NOTE: Don't just go and do that now since you've already handed in your notice and we don't know the full details so continue working your notice for now unless something new has happened since in which case tell us about it.

 

 

What reason did you give in your resignation letter?

 

 

I'm not saying you couldn't still be successful for constructive dismissal but you put yourself at a disadvantage by demonstrating that you can tolerate another 4 weeks of that treatment.

 

 

"The other issues include not given me the opportunity to do some of my role when I have a chance, treating me different to the other staff, calling me names and undermining me to my staff."

 

 

Um, yeah sounds like DISCRIMINATION to me. Make sure you write everything down, dates, times, what happened, any witnesses and so forth. Important question for you, WHY do you think you're being discriminated against? I mean, why you in particular? And what kind of names have you been called? Anything sexist, racist, homophobic etc.?

 

 

The employee handbook will almost certainly form part of your contract of employment but to be certain you should get a physical copy of your contract and check it. The employer is obliged to give you a copy if you request it so do so if you cannot lay hands on your own copy.

 

 

You've asked also about whether they've breached the contract and the answer is maybe but you'll have to first check your contract. Just to confirm, SSP was paid right? Or did you get zero pay?

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discrimination of what grounds? race, disability? sex? It sounds like the management of the company is so awful they treat everyone badly so these things may well be par for the course and thus a discrimination claim will be hard to prove as they will happily admit being an awful incompetent employer but not discriminatory

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My 2 pennies.

You have already decided to leave.

Work your notice and run.

If you want to recover your sick pay and they don't play ball, take them to court after you leave.

As soon as they receive a court summon they'll pay you.

If you really wanna go and don't care about a bit of money, now that you have handed your notice, go sick for stress and never go back.

You sound stressed, so taking some time for yourself to get back on track will give you the sprint needed when you start a new job.

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  • 3 weeks later...

Hi thank you for all your replies. Sorry I haven't been back.

Update - I was not paid sick pay as they decided not to pay me.

I will be leaving on the 6th April. I gave them four weeks notice which they did not accept. They haven't been forthcoming in working with me to try and get my notice reduced and shunned me in stuff which I normally deal with. They have a spare employee that could do most of my work with a bit of a tweak but they haven't really bothered trying to get a replacement. I have despite everything remained professional.

 

 

They have breached the contract with regards to sick pay (in my handbook it states that if they are not paying sick pay the must advise you of this). Also breach of sickness policy (It states that if I have more than 3 periods of being off sick in 1 year my manager has to do a review with me). This never happened. They owe me over £700 in bonuses that was meant to be paid in Jan, then in feb, then in March now being told April. (they have done this to everyone).

I start a new job on Monday. I dont know whether to just say that's it come and get your van and tools I am not working for you no more or go unpaid sick for the rest of the 12 weeks. Will they bother coming after me? As they will have to move work round and I will have started the new job Monday. I'm not bothered now about unfair or constructive dismissal. I am leaving anyway just would like an idea to know what would be the best approach. Many Thaks in advance.

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return the van and tools, you dont want to get into a protracted battle where they stop your final pay because you havent returned them. once you ahve done that let them do their worst, they will have to sue you for their losses regarding the notice period but they will ahve to prove that they have shelled out money to cover for your absence and that will be tricky because they will have to find someone to replace you anyway so unless they hire agency staff no loss will have occurred. you will the have the unpaid salary, holiday pay and bonus to claim so get the correct sum calculated so if they trya dn act tough by getting a solicitor to write you a nasty letter you will have somehting to put to counter this

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  • 3 weeks later...

Thanks again for the messages. I did drive the van back to another engineer and went round the van with them so that was fine.

 

I have received my final pay slip and it is well short. They owe me for a bank holiday on my last working week. My bonus still, some expenses and £100 refund fine that they have had backI asked them to email me what I am expecting and no response. I forwarded the email again to them and again no response. If it was only a small amount I wouldnt bother but it is a big amount over £1000 which is a lot to me. Any advice would be appreciated. Many thanks in advance.

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stop emailing and send a letter through the post. This is taken much more seriously and create a paper trail

so send a letter stating how much is owed and why and gove them 14 days to respond or you will take action to recover the monies due including legal action.

 

Now as for the bonus, have you read very carefully what your contract says about bonuses and profit shares? Many companies have clauses saying you must be employed for the full month when the payout is due, not just having worked the relevant period. The moving of the payemtn date works toyour advantage as that may be a breach of terms and would override a claim by them that you werent employed when they apyout occurred so they dont have to pay it.

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