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    • From #38 where you wrote the following, all in the 3rd person so we don't know which party is you. When you sy it was your family home, was that before or after? " A FH split to create 2 Leasehold adjoining houses (terrace) FH remains under original ownership and 1 Leasehold house sold on 100y+ lease. . Freeholder resides in the other Leasehold house. The property was originally resided in as one house by Freeholder"
    • The property was our family home.  A fixed low rate btl/ development loan was given (last century!). It was derelict. Did it up/ was rented out for a while.  Then moved in/out over the years (mostly around school)  It was a mix of rental and family home. The ad-hoc rents covered the loan amply.  Nowadays  banks don't allow such a mix.  (I have written this before.) Problems started when the lease was extended and needed to re-mortgage to cover the expense.  Wanted another btl.  Got a tenant in situ. Was located elsewhere (work). A broker found a btl lender, they reneged.  Broker didn't find another btl loan.  The tenant was paying enough to cover the proposed annual btl mortgage in 4 months. The broker gave up trying to find another.  I ended up on a bridge and this disastrous path.  (I have raised previous issues about the broker) Not sure what you mean by 'split'.  The property was always leasehold with a separate freeholder  The freeholder eventually sold the fh to another entity by private agreement (the trust) but it's always been separate.  That's quite normal.  One can't merge titles - unless lease runs out/ is forfeited and new one is not created/ granted. The bridge lender had a special condition in loan offer - their own lawyer had to check title first.  Check that lease wasn't onerous and there was nothing that would affect good saleability.  The lawyer (that got sacked for dishonesty) signed off the loan on the basis the lease and title was good and clean.  The same law firm then tried to complain the lease clauses were onerous and the lease too short, even though the loan was to cover a 90y lease extension!! 
    • Northmonk forget what I said about your Notice to Hirer being the best I have seen . Though it  still may be  it is not good enough to comply with PoFA. Before looking at the NTH, we can look at the original Notice to Keeper. That is not compliant. First the period of parking as sated on their PCN is not actually the period of parking but a misstatement  since it is only the arrival and departure times of your vehicle. The parking period  is exactly that -ie the time youwere actually parked in a parking spot.  If you have to drive around to find a place to park the act of driving means that you couldn't have been parked at the same time. Likewise when you left the parking place and drove to the exit that could not be describes as parking either. So the first fail is  failing to specify the parking period. Section9 [2][a] In S9[2][f] the Act states  (ii)the creditor does not know both the name of the driver and a current address for service for the driver, the creditor will (if all the applicable conditions under this Schedule are met) have the right to recover from the keeper so much of that amount as remains unpaid; Your PCN fails to mention the words in parentheses despite Section 9 [2]starting by saying "The notice must—..." As the Notice to Keeper fails to comply with the Act,  it follows that the Notice to Hirer cannot be pursued as they couldn't get the NTH compliant. Even if the the NTH was adjudged  as not  being affected by the non compliance of the NTK, the Notice to Hirer is itself not compliant with the Act. Once again the PCN fails to get the parking period correct. That alone is enough to have the claim dismissed as the PCN fails to comply with PoFA. Second S14 [5] states " (5)The notice to Hirer must— (a)inform the hirer that by virtue of this paragraph any unpaid parking charges (being parking charges specified in the notice to keeper) may be recovered from the hirer; ON their NTH , NPE claim "The driver of the above vehicle is liable ........" when the driver is not liable at all, only the hirer is liable. The driver and the hirer may be different people, but with a NTH, only the hirer is liable so to demand the driver pay the charge  fails to comply with PoFA and so the NPE claim must fail. I seem to remember that you have confirmed you received a copy of the original PCN sent to  the Hire company plus copies of the contract you have with the Hire company and the agreement that you are responsible for breaches of the Law etc. If not then you can add those fails too.
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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.
      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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Limited capability for work?


Nix25hobbs
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I was just wondering of people had any advice on my situation:

I was sent for a pre-employment medical with ATOS and declared 'unsuitable for regular employment' which meant I couldn't start the job and the contract fell through. I then went to the medical assessment for ESA (about a month later) and ATOS have said that I do not have limited capability for work and my benefits have stopped.

 

I went through a long complaints procedure with the original pre-employment decision because I want to work and thought i had found the perfect job, and the decision was maintained that my health made me unsuitable for regular employment.

 

I am so confused. I'm too ill to work yet also not ill enough to recive benefits. Financially I am at a loss and emotionally I am exhausted from all these mixed messages. Is a court case in order?

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To ill to work but not ill enough for ESA - sounds like ATOS allright :rolleyes:

 

Have you been down the Citizens Advice Bureau? They're pretty hot on issues like this.

I have no legal qualifications whatsoever, so please check any input I have for accuracy. And please correct me if you disagree!

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My employers paid for the first one. It was very in depth and it involved getting report from my specialist and doctor (which she charged at £150 an hour x 2.) The ESA one was just a 'doctor' going through a questionnaire with me.

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I was going to write a bit about my own situation but it would be good to have more 'evidence' of atos' incompetence.

 

It's the double standards that is really frustrating. OK if I don't qualify for the benefit but NOT ok if I can't work either. Thank you.

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Threads merged. Please do not post multiple posts on other's threads for the same issue. Thank you.

My advice is based on my opinion, my experience and my education. I do not profess to be an expert in any given field. If requested, I will provide a link where possible to relevant legislation or guidance, so that advice provided can be confirmed and I do encourage others to follow those links for their own peace of mind. Sometimes my advice is not what people necesserily want to hear, but I will advise on facts as I know them - although it may not be what a person wants to hear it helps to know where you stand. Advice on the internet should never be a substitute for advice from your own legal professional with full knowledge of your individual case.

 

 

Please do not seek, offer or produce advice on a consumer issue via private message; it is against

forum rules to advise via private message, therefore pm's requesting private advice will not receive a response.

(exceptions for prior authorisation)

 

 

 

 

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I think in an ideal world the medicals should find a similar result no matter who is paying. I know in an ideal world. But it would be very very interesting to have a summary of the two different findings side by side and see atos squirm at how it doesnt probe anything other than seem to find what they are paid to find as in dwp, fit for work no esa and private, not fit to hold contract.

I think the nationals would be interested in how is atos fair, would make a change from all the benefit basher articles weve seen lately regarding disabled claimants.

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Yes, i think i will appeal it but my main concern is that I got two totally different recommendations on my capability to work from the same company.

 

Have you exhausted ATOS' internal complaints procedure yet? If not Id do that ASAP, and then if youre not satisfied I believe you can complain to the Patient Advice and Liason Service.

I have no legal qualifications whatsoever, so please check any input I have for accuracy. And please correct me if you disagree!

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I have had so much correspondance with Atos, bascially covering their backs and supporting the opinion of the doctor who assessed me for the pre-employment screening. I haven't yet confronted them with the difference of opinion another doctor from their company has given from the original findings of the 'highly experienced' doctor. My original complaint was regarding the competency of the Doctor in assessing specialist mental health problems.

 

I was thinking of writing to my local MP but not sure if that would make a difference.

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The point I was trying to get at, I think (!), is if you were in the assessment phase of ESA then it was stopped post-ATOS, your ESA can continue at the lower rate whilst your appeal trundles through. But I believe there is a one month deadline...

You can carry on with everything else at your leisure.

Best wishes.

Rae.

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Nix, if you plan on appealing the decision, please remember you only have one month from the date on the decision letter to do this. After this time limit, the tribunals service reserve the right to reject your appeal without hearing. You can submit an appeal to the DWP, complain to ATOS and consult your MP at the same time. You do not have to wait for the outcome of one of these processes before commencing another as they are all different areas.

 

As you are appealing the outcome of the medical, you can begin to receive ESA again at the assessment rate - this would be paid right up until the final determination of your appeal.

My advice is based on my opinion, my experience and my education. I do not profess to be an expert in any given field. If requested, I will provide a link where possible to relevant legislation or guidance, so that advice provided can be confirmed and I do encourage others to follow those links for their own peace of mind. Sometimes my advice is not what people necesserily want to hear, but I will advise on facts as I know them - although it may not be what a person wants to hear it helps to know where you stand. Advice on the internet should never be a substitute for advice from your own legal professional with full knowledge of your individual case.

 

 

Please do not seek, offer or produce advice on a consumer issue via private message; it is against

forum rules to advise via private message, therefore pm's requesting private advice will not receive a response.

(exceptions for prior authorisation)

 

 

 

 

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I have had so much correspondance with Atos, bascially covering their backs and supporting the opinion of the doctor who assessed me for the pre-employment screening. I haven't yet confronted them with the difference of opinion another doctor from their company has given from the original findings of the 'highly experienced' doctor. My original complaint was regarding the competency of the Doctor in assessing specialist mental health problems.

 

I was thinking of writing to my local MP but not sure if that would make a difference.

 

Defo contact your MP.

 

In the meantime:

 

1. Write to ATOS giving the a chance to explain the contradictory examination findings, then complain to PALS,]

2. Get an appeal in for your ESA. See if you can include the medical info finding you unfit for work in your evidence.

I have no legal qualifications whatsoever, so please check any input I have for accuracy. And please correct me if you disagree!

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Thank you for all your great advice. I didn't realise you could still get the assessment rate during the appeal (thank you kelcou + Erika)

 

I will get on with writing letters now and let you know how I get on.

 

1. Appeal to ESA

2. Write to Atos

3. Write to MP

4. Make enquiries to employment solicitors?

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