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    • The Notice to Hirer does not comply with the protection of Freedoms Act 2012 Schedule  4 . This is before I ask if Europarks have sent you a copy of the PCN they sent to Arval along with a copy of the hire agreement et. if they haven't done that either you are totally in the clear and have nothing to worry about and nothing to pay. The PCN they have sent you is supposed to be paid by you according to the Act within 21 days. The chucklebuts have stated 28 days which is the time that motorists have to pay. Such a basic and simple thing . The Act came out in 2012 and still they cannot get it right which is very good news for you. Sadly there is no point in telling them- they won't accept it because they lose their chance to make any money out of you. they are hoping that by writing to you demanding money plus sending in their  unregulated debt collectors and sixth rate solicitors that you might be so frightened as to pay them money so that you can sleep at night. Don't be surprised if some of their letters are done in coloured crayons-that's the sort of  level of people you will be dealing with. Makes great bedding for the rabbits though. Euro tend not to be that litigious but while you can safely ignore the debt collectors just keep an eye out for a possible Letter of Claim. They are pretty rare but musn't be ignored. Let us know so that you can send a suitably snotty letter to them showing that you are not afraid of them and are happy to go to Court as you like winning.  
    • 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
    • Here are 7 of our top tips to help you connect with young people who have left school or otherwise disengaged.View the full article
    • 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.
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Disciplinary while off work from work related stress


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Hi there first time posting so please be gentle!

 

I’ve worked for my current company for 10 years now and have a really good non sickness record and have never been in any disciplinary trouble.

 

However on 27th April my employer stated and investigation into me and the team I was leading, after 2 investigation hearings I was suspended on 8th May.

The company suspension policy recommends 5 working days suspension however I was suspended a lot longer, finally on the 17 working day The stress got to much for me and contacted HR and asked them for an update, 2 days later I got an invite to a disciplinary.

 

The day before my disciplinary I finally cracked and called the sick line with work related stress and got into my doctors a few days later who signed me off for 2 weeks.

 

My employer emailed me to ask if they could contact me yesterday and that call never came despite me looking at my phone all night however they have called tonight.

 

My emplyer asked how I was but then quickly started to put pressure on me by wanting to know when I would be fit to attend the disciplinary,

I stated I have the doctors tomorrow and I would keep him updated as per the absence policy which I have followed to the T but stated I didn’t feel mentally ready at the moment to even look at the evidence against me and I felt I needed to be in a better state of mind to fight this accusation (Gross misconduct charge).

 

I want to fight this and don’t want it dragging on any longer than need be but I have only been off sick less than 2 weeks surely they can’t be pressuring me like this without even getting a occupational health report on me?

 

Sorry for going on but my questions are.

 

1) Can I be dismissed while off with GP’s note through work related stress?

 

2) Has my employer acted reasonable in all of this, given the amount of stress it has put on me?

 

Many thanks

Bob

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HI Bob - Currently going through this myself with my place...

You Say Gross Misconduct however what have they put it as?

 

Have they completed an investigatory meeting with you?

 

We could do with some help from you.

 

Have we helped you ...?         Please Donate button to the Consumer Action Group

 

**Fko-Filee**

Receptaculum Ignis

 

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Hi,

Feel for you as it’s not a very nice situation.

They have stated gross misconduct for failing to follow a company policy however I have never signed this company policy in question.

 

Yes I’ve had 3 investigation meetings twice while still at work and one while suspended, I’ve cooperated at every stage of this and have provided evidence to my innocence however I feel they are trying to force me out or hoping I would resign hence why I was suspended for so long

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Hmmm very difficult to suggest what to do - Are you part of a union?

The other guys will help but I would keep all your evidence and back it up. If youve been there as long as you have then potentially you can look at Employment Tribunal but there is no guarantee it would work for you.

 

ACAS might be an option worth reading about.

 

We could do with some help from you.

 

Have we helped you ...?         Please Donate button to the Consumer Action Group

 

**Fko-Filee**

Receptaculum Ignis

 

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Thanks for help :)

Not part of a union however I might need to look into it.

Apart from the one investigation meeting while suspended and it’s been recorded in the minutes multiple times that this was causing a lot of stress for me have my company contacted me to even ask about my health, the fact I had to contact them for an update shows how little the company thinks of there employees

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What's the size of the organisation? Not asking you to name 😀

 

(How many employees?)

 

Also to add I know how you feel and can understand work related stress how it would affect you 😀

Try not to be let it get to you (Easier said than done)

 

Do you work in a market area where you can could find a job elsewhere?

 

We could do with some help from you.

 

Have we helped you ...?         Please Donate button to the Consumer Action Group

 

**Fko-Filee**

Receptaculum Ignis

 

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Overall size of the company is 10,000 with about 500 on my site.

Yes I’m lucky in my area has one of the lowest unemployment rate in the country and quite often companies have to look for staff from over 30 miles away to employe, So getting another job won’t be an issue however finding one as good pay as this would be but I want to fight this as I’m innocent.

 

Hope things work out for you too Fkofilee know it feels like your up a certain creek without a paddle at times!

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I'm slightly confused- you did it or you didn't. Whether you signed the policy really has no bearing on it. How we might advise you depends heavily on whether you did it or not, and what you supposedly did.

 

They're is no point joining a union now. You can't buy insurance once the house has started burning. No union would represent you at this stage in proceedings.

 

In relation to your questions:

 

Yes, you can be dismissed whilst off sick. I do appreciate your position. Innocent or not, these things are stressful. But going off sick with stress in the face of a disciplinary is classic. Everyone and their uncle does it to play for time being paid before they get sacked. So employers have little sympathy for people who do this, and it adds little credence in tribunals considerations, because they know it too. Broadly, there is only one way to relieve stress - get it over with. It won't get better with this hanging over you, it will get worse. Believe me, I am positive. Which brings us back to - did you do it and what is your defence?

 

I can see nothing unreasonable in any of the employers actions. Disciplinary procedures usually read as an aspiration as too the amount of time it takes, but seriously, 5 working days is ridiculously short in fact, and I can't think of any company who would think they could conduct even a simple investigation in that period of time. This probably won't make you feel any better, but for gross misconduct, weeks, possibly several, is not unusual; and months is not uncommon either.

 

You can't stop it dragging on, and also fight it, and be signed off sick. You are asking for diametrically opposed things.

 

And I think you need to be realistic. Your are complaining that you've only been off sick for two weeks, but at the same time they haven't contacted you to see how you are; but you are saying that you are too sick to discuss the alleged misconduct with them, and they have to leave you alone until you are fit to defend yourself; but they also asked you how you were yesterday! The employer will, right now, be taking legal advice if they haven't already. They will be watching their every move. Nobody is going to talk to you because that risks them being open to allegations of bullying or harassment. Every discussion, every piece of communication is going to be monitored and managed. And scrupulously lawful if they can manage that.

 

So where does that leave you? If you want to fight this, sorry but I'm going to be blunt - you need to get yourself back fit for work and you need to do it now. I'm not insensitive, despite how that might sound, but I have been here hundreds if not thousands of times. The longer you are off, the less likely it is that you will ever go back, and the sicker you will become until it eats into you.

 

If you are not going to go back, then now is the time to offer your resignation, preferably in return for the allegations being dropped and a clean or neutral reference. Whether they will entertain that will depend on several factors, including what they think you have done, the culture of organisation, and whether they are preferring to eradicate risk to themselves in legal terms.

 

What would you prefer to do?

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HI Bob - Currently going through this myself with my place...

You Say Gross Misconduct however what have they put it as?

 

Have they completed an investigatory meeting with you?

 

Sorry to hear that. I hope you are in a union? If you need any advice please feel that you can ask.

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