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    • 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.
    • Weaknesses in some banks' security measures for online and mobile banking could leave customers more exposed to scammers, new data from Which? reveals.View the full article
    • I understand what you mean. But consider that part of the problem, and the frustration of those trying to help, is the way that questions are asked without context and without straight facts. A lot of effort was wasted discussing as a consumer issue before it was mentioned that the property was BTL. I don't think we have your history with this property. Were you the freehold owner prior to this split? Did you buy the leasehold of one half? From a family member? How was that funded (earlier loan?). How long ago was it split? Have either of the leasehold halves changed hands since? I'm wondering if the split and the leashold/freehold arrangements were set up in a way that was OK when everyone was everyone was connected. But a way that makes the leasehold virtually unsaleable to an unrelated party.
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    • Hello,

      On 15/1/24 booked appointment with Big Motoring World (BMW) to view a mini on 17/1/24 at 8pm at their Enfield dealership.  

      Car was dirty and test drive was two circuits of roundabout on entry to the showroom.  Was p/x my car and rushed by sales exec and a manager into buying the mini and a 3yr warranty that night, sale all wrapped up by 10pm.  They strongly advised me taking warranty out on car that age (2017) and confirmed it was honoured at over 500 UK registered garages.

      The next day, 18/1/24 noticed amber engine warning light on dashboard , immediately phoned BMW aftercare team to ask for it to be investigated asap at nearest garage to me. After 15 mins on hold was told only their 5 service centres across the UK can deal with car issues with earliest date for inspection in March ! Said I’m not happy with that given what sales team advised or driving car. Told an amber warning light only advisory so to drive with caution and call back when light goes red.

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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.

      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.

      Please note that a recent case against UPS failed on exactly the same issue with the judge held that the Contracts (Rights of Third Parties) Act 1999 did not apply.

      We will be getting that transcript very soon. We will look at it and we will understand how the judge made such catastrophic mistakes. It was a very poor judgement.
      We will be recommending that people do include this adverse judgement in their bundle so that when they go to county court the judge will see both sides and see the arguments against this adverse judgement.
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      This is good ethical practice.

      It would be very nice if the parcel delivery companies – including EVRi – practised this kind of thing as well.

       

      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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Sacked on the spot without warning


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PILON is only taxable if provided for in your contract. Therefore, we could assume that your employer is paying contractual PILON, due to the payment being taxed.

 

But where we need detail is as per that holiday payment... is your employer paying 7 days, or 5 days... ie. if you work a 5 days week and then be off at the week end, then a week's work is 5 days, thus taking a week off would mean 5 days holidays, plus 2 days off (ie. weekend)... and if it is the case, your EDT would be 31 May 2011, date of that letter...

 

I would be shocked if the PILON is in the contract of employment, i know people who have been there 30 years and never had a contract or employment particulars, if i requested one i don't think they could provide one.

 

As for the holiday, i know i got 28 days a year, i only know this as i was told by the girl in accounts.

 

Is the holiday 5 or 7 days??? i really don't know, all i know is that if i had a week off then they would take 7 days off the 28.

 

My working hours would very from working upto 21 days straight to having 3 days in a week off, no pattern at all :(

On the last rota (April, May, June) i have on averaged 2 days a week off but the first 3 months on the rota i only got one day a week off.

As a team in March we did say we were working to many hours as i know i averaged 61 hours a week (without opt out) for the first 3 months but this came down to around 50 on this rota.

Edited by gazhodge1981

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Are you sure about your second statement? (Please, check against that payslip you must have which shows your previous holidays)...

 

If it is the case, then your employer paid accrued holidays to the end of June 2011, thus bringing your EDT to 30 June 2011...

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On the pay slip where it says holiday taken shows 0.00

 

All it says is holiday pay £237.50, it has no days or hours on it.

The pay slip doesn't even show the week i have taken in April. Looking at April's pay slip it doesn't show any holiday taken, just my normal basic wage plus commission less deductions.

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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They have paid me 7 days Holiday, If i take my basic of £950 divided by 4 (7 days x 4 = 28 days) they have paid me £237.50. So 7 days has been paid to me.

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Therefore, if you are sure that those £237.50 correspond to 7 days holidays, your EDT is 30 June 2011... and you may make a note of the fact that on occasions when you have taken holidays, you were paid 7 days for a week holiday...

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***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***

 

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Thanks bigredbus, :smile:

 

I will make a note of this, once i have done my ET1 POC, is it ok to post on here??? also should the case be included on it that sidewinder stated above???

Edited by gazhodge1981

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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LOL... Who's that Perry Mason? A CAGGER?... LOLOLOL...

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***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***

 

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LOL... Thanks Gaz... I have some idea who the man is... Was just joking with our lill' bee! LOL

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***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***

 

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Right :smile:

 

I now have two great references in hand from my sales and business manager.

The Letter that was handed to me was signed by the sales Manager.

 

Also over the last few days i have been doing a lot thinking and i have found out that this company that has come in to look at figures, they interviewed everyone in the sales department but they didn't bother with me :( I was the only one not to be interviewed or spoken to.

 

I have been doing a lot of reading over the last few days due to having time on my hands :roll: but i can't seem to find any help really regarding the ET1 form and how i should fill it out.

 

Also I have been looking a bits on the net and i am unsure regarding the PILON payment and when my employment will be class as terminated. Some say there and then but it will be breach of contract if the previsions are not there for a Pilon payment and some say it can be added to my employment which would make me over 12 months :???:

 

http://www.payandbenefitsmagazine.co.uk/pab/article/legal-comment-pilons-sufficient-to-terminate-contracts-12318802 - this case has put doubt in my mind :(

I will copy and paste the article if i am not allowed to link or you don't want to click the link.

There was contractual provision for PILON in this case, there wasn't in yours.

There's the difference.

 

Hello everyone, BTW. Have ya missed me?

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Thanks Rachel, we have all missed you :D did you have a good trip.

Fantastic. Ran over a badger and a red squirrel within 5 minutes of each other.

Then we went to a garlic farm. Doesn't get better than that.

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Huh!... Squirrel pie??? :smile:

 

Welcome back! :whoo:

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***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***

 

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I was tempted, but it was a bit squashed. They're a lot smaller than the grey ones, really cute.

 

Even smaller after you had run over it! :lol:

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  • 2 weeks later...

Hi All, Sorry i have been away, my laptop died on me :-(

 

I now have 2 references and i am just putting the finishing touches to my POC, would it be possible for someone to check them for me :roll: just to make sure i don't miss anything.

 

Also is it the county court i file the paperwork and is there a cost to it???

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Thanks Rachel :oops:

 

Would it be ok for me to cash this cheque that they have given me??? If i take 3 or more copies of it with the wage slip????

I am just thinking if i start action against them they may cancel the cheque :-(

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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  • 1 month later...

Hi all, Sorry I have been away :( I have been in hospital for nearly 6 weeks really ill :( but feel alot better now.

 

I am coming up to 3 months since i was sacked, so i am going to put my paper work in tomorrow morning. I have the claim for nearly complete, just need to put my POC on it which it asks for a lead up to what happened on the day I was sacked.

Please correct me if this is wrong :p

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Hi all,

 

Just an update, I have filed online so all i need to now is sit and wait, will keep you informed as soon as i hear something.

 

Thank you all so far for your help and support :-D

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Got a few things to add to this and appologies if its been mentioned already.

 

If you are claiming unfair dismissal then you have to have worked there for min of 12 months.

However if you are claiming unlawful dismissal and IMO this is unlawful as there was no investigation nor disciplinary hearing then there is no min time that you are required to have worked before you can claim.

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