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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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      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.

      Frankly I don't think that is any accident.

      One of the points that the judge made was that the customers contract with the broker specifically refers to the courier – and it is clear that the courier knows that they are acting for a third party. There is no need to name the third party. They just have to be recognisably part of a class of person – such as a sender or a recipient of the parcel.

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      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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Hi everyone,

I hope someone can offer me advice regarding below.

I started my new job on the 1st of June 2010 and was subject to a six month probationary period. Being a car driver was a ‘desirable’ element of the Person specifications - and not ‘essential’. Nor was it asked on my application form (have copies of both documents). It was raised during interview in which I stated a pay rise would help facilitate driving lessons but nothing more than that really.

August 24th I have supervision. Asked about driving, spoke about options – ‘TARGET’ date of 1st March. (have copy of this)

In between the six months period another colleague was receiving huge pressure to get her driving license too. I am now the only staff member that does not drive.

My manager told me in her office that driving is now ‘MANDATORY’ for all staff. She also called me in around three/four weeks ago stating ‘we may need to bring the target date forward’ so I told her I really could not afford it and reminded her of the target date. Nothing more was said.

6 months later (1st December) I have supervision. I am honest and state that I am struggling with paperwork/ workload (I am not alone – ALL staff feel this way!). Manager highlighted that I had not received support from team leaders and would ensure support is received. Support received from manager at time of supervision too. Everything is ok as far as I am aware. (have copy of this too)

Then on the 23rd of December I get handed a letter by my manager. Here it is:-

(dated 17th December 2010)

Following previous discussion we have had in your supervisions, you are aware that it is essential that you have a mode of transport i.e moped/motorcycle/car to enable you to carry out your role as a support worker.

As discussed at your supervision on the 24th of August, we agreed a deadline for the 1st of March 2011. Your probationary period was set to end on the 1st of December 2010, unfortunately taking this in to account I will be extending your probationary period for a further 3 month, giving you the opportunity to improve on the areas you are failing to achieve in currently.

Your probationary period will be extended to the 1st of March 2011 when your situation will be assessed you must understand your failure in meeting this deadline could ultimately lead to your employment being terminated.

If you have any questions or would like to discuss this further please do not hesitate to contact me.

The letter predominantly revolves around driving being the issue - the thing that bothers me most is that ‘I’ raised my paperwork/workload issue - not them – and there is no evidence that I am ‘FAILING’ other than my expectations of myself!! Someone has just passed their probationary period admitting to me that they had not even touched their paperwork. It feels they are using this as extra weight by saying ‘areas (plural) that I am failing to achieve in currently’.

I suppose the question is – can they do this? Well, they already have but can I do anything about it?

Should I not have received a new contract with driving being a prerequisite?

I feel really stressed out and hate going in to work now.

Hope someone can help advise me!

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Hello and welcome to CAG. I think they probably can extend your probation. Be aware also that anyone with under 12 months service with an employer doesn't have much in the way of legal protection.

 

I expect some of the others will be along soon with more comments for you.

 

My best, HB

Illegitimi non carborundum

 

 

 

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Hi HoneyBee13,

Thank you for a speedy response. I understand they can extend my probatiobary period - but only for valid reasons surely??

 

Are 'not being able to drive' and a 'personally highlighted fact about my own abilities and confidence within the role - not the company' valid reasons???

 

Twelve months before any body has UK employment law protection? Surely not?? Is this right??

 

Regards

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Hello again. Listen, I don't claim to be one of the experts on what you're asking, I just mentioned a couple of things that crop up regularly on the forum so you'd know someone is here. While you're waiting for some of the others to comment on the fairness or otherwise of your problem, have a read of the directgov website. They have a lot of information on employment law, probationary periods, etc.

 

My best, HB

Illegitimi non carborundum

 

 

 

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Hi HoneyBee13,

Thank you for a speedy response. I understand they can extend my probatiobary period - but only for valid reasons surely??

 

Are 'not being able to drive' and a 'personally highlighted fact about my own abilities and confidence within the role - not the company' valid reasons???

 

Twelve months before any body has UK employment law protection? Surely not?? Is this right??

 

Regards

 

Twelve months - this is the law (unless it relates to specific types of discrimination - not relevant in this case). Some of the older caggers will recall it wasn't that long ago 24 months was the legal standard.

 

With regards to extending your probationary period, this is entirely possible. I think your employers are being more than reasonable in doing this. The alternative would be to terminate your employment. You already accept that you are having difficulty coping with the paperwork. Your employers have identified that you need support to achieve this & they are helping you to do this. With regard to your need to have your own transport, whilst they seem to have slightly moved the goalposts, I don't personally see this as unlawful, they would only need to add an amendment to your T&Cs &/or contract. In any event, you have little protection as you have been there less than 12 months. As they have said that a moped would be acceptable, as this is the cheapest way to get your own wheels, why not apply for a CBT. It is very simple (& cheap) to pass and once you have a date booked for theory & the CBT its self, you could get this in less than a couple of weeks.

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Thanks for all your replies - it seems I haven't got a leg to stand on by the sound of it. I found info on the 12 months or less and apparently as mentioned in a reply - have not got the same statutory rights as a person in continual employment for 12 months +

 

Seems my employer are switched on then - they only contract for 12 months.

 

I don't suppose adding that my contract states a THREE month probationary period and not six as stated in the letter?

 

It just seems like breech after breech - but nothing can be done???

 

3 tribunals currently running/ 2 managers/ 4 team leaders and numerous support workers later........ I'm not selling it to myself am I?? LOL!!

 

Oh well. Suppose I should just find another job eh!!!

 

Thanks for the replies!!!

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I can't really add much to the advice which you have been given already.

 

A probationary period has no particu;ar legal status - it merely formalises the fact that you can be let go with only limited rights to claim unfair dismissal if they should choose to do so within 12 months of starting. By all means you may ask for a meeting and request an extension to the deadline of March for acquiring a form of motorised transport (on the grounds of financial difficulty). You could also ask for additional training to better understand the paperwork, You might even wish to complain that the requirement to be able to drive/ride a moped was only added to your T&Cs after being taken on, but it does look as though they are switched onto the fact that a deadline of March 2011, even if they were to 'allow' an extra couple of months would still leave the option available to get rid of you within the 12 months required to be able to lodge a complaint of Unfair Dismissal.

 

Far better, if you are not particularly happy in the job, are finding certain aspects of it a struggle, and do not think it likely that you can learn to ride a moped within the deadline, to look for something else and leave at a time of your own choosing. The alternative may be to be dismissed on performance grounds and risk having to declare that on future job applications. Sorry if that sounds harsh - it isn't meant to be - just that you need to know what might happen if you just let time pass you by.

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

 

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Hi

It sounds to me like the Company have decided to make Driving one of the aspects of the job that is a requirement. However they have employed you on a contract abite one that expires in March, that did not require you to drive? So technically yes you should have been asked to sign a new contract. Why dont you speak with the Manager and ask about financial assistance with passing a driving test? Incidentally i dont know how old you are but if you are of a certain age you can drive a 50cc moped on your car drivers license, check your driving license.

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  • 6 months later...

Hi

Welcome to The Consumer Action Group.

 

 

I am just letting you know that as you haven't had any replies to your post yet, it might be better if you post your message again in an appropriate sub-forum. You will get lots of help there.

 

Also take some time to read around the forum and get used to the layout. It is a big forum and takes a lot of getting used to.

 

 

Once you start to find your way, you will soon realise that it is fairly easy to get round and to get the help you need.

 

It can be bit confusing at first.

Please be advised that my time will be limited for the next few weeks.Thanks for your understanding.

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