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    • Honestly you are all amazing on this site, thank you so much for your help and time. ill keep an eye out and only return when i receive a claim letter for sure also, i updated my address with amex and tsb before i even missed payments. the initial address was my family home but i dont reside there. to avoid a bombardment of letters there i have now updated my address, will they send all threats etc to the new address? Or old address?   do you reccomend i send both tsb and amex my update in address via a letter?
    • Your point 4 deals with that and puts them to strict proof .....but realistically they are not in a position to state that within their particulars they were not the creditor at the time of default but naturally assume the OC would have...so always worth challenging and if you get a DJ who knows his onions on the day may ask for further evidence from the OC internal accounts system. 
    • I see, shame, I think if a claim is 'someone was served' then proof of that should be mandatory. Appreciate your input into the WS whenever you get chance, thanks in advance
    • Paper trail off the original creditor often confirms the default and issue of a notice...not having or being able to disclose the actual copy or being able to produce a copy less so. Creditors are not compelled to keep copies of the actual default notice so you will in most cases get a reconstituted version but must contain accurate figures/dates/format.     .    
    • Including Default Notice Andy? Ok, I think this is the best I can do.. it all makes sense with references to their WS. They have included exhibits that dates don't match the WS about them, small but still.. if you're going to reference letters giving dates, then the exhibits should be correct, no? I know I redacted them too much, but one of the dates differs to the WS by a few months. IN THE ******** County Court Claim No. [***] BETWEEN: LC Asset 2 S.A.R.L CLAIMANT AND [***] DEFENDANT ************ _________________________ ________ WITNESS STATEMENT OF [***] _________________________ ________ I, [***], being the Defendant in this case will state as follows; I make this Witness Statement in support of my defence in this claim. 1. I understand that the claimant is an Assignee, a buyer of defunct or bad debts, which are bought on mass portfolios at a much-reduced cost to the amount claimed and which the original creditors have already written off as a capital loss and claimed against taxable income as confirmed in the claimant’s witness statement exhibit by way of the Deed of Assignment. As an assignee or creditor as defined in section 189 of the CCA this applies to this new requirement on assignment of rights. This means that when an assignee purchases debts (or otherwise acquires rights under a credit agreement) it also acquires certain obligations to the borrower including the duty to comply with CCA requirements (such as the rules on statements and notices and other post-contractual information). The assignee becomes the creditor under the agreement. This ensures that essential consumer protections under the CCA cannot be circumvented by assigning the debt to a third party. 2. The Claim relates to an alleged Credit Card agreement between the Defendant and Bank of Scotland plc. Save insofar of any admittance it is accepted that the Defendant has had contractual agreements with Bank of Scotland plc in the past, the Defendant is unaware as to what alleged debt the Claimant refers. 3. The Defendant requested a copy of the CCA on the 24/12/2022 along with the standard fee of £1.00 postal order, to which the defendant received a reply from the Claimant dated 06/02/2023. To this date, the Claimant has failed to disclose a valid agreement and proof as per their claim that this is enforceable, that Default Notice and Notice of Assignment were sent to and received by the Defendant, on which their claim relies. The Claimant is put to strict proof to verify and confirm that the exhibit *** is a true copy of the agreement and are the true Terms and Conditions as issued at the time of inception of the online application and execution of the agreement. 4. Point 3 is noted. The Claimant pleads that a default notice has been served upon the defendant as evidenced by Exhibit [***]. The claimant is put to strict proof to verify the service of the above in accordance with s136 and s196 Law of Property Act 1925. 5. Point 6 is noted and disputed. The Defendant cannot recall ever having received the notice of assignment as evidenced in the exhibit marked ***. The claimant is put to strict proof to verify the service of the above in accordance with s136 and s196 Law of Property Act 1925. 6. Point 11 is noted and disputed. See 3. 7. Point 12 is noted, the Defendant doesn’t recall receiving contact where documentation is provided as per the Claimants obligations under CCA. In addition, the Claimant pleads letters were sent on dates given, yet those are not the letters evidenced in their exhibits *** 8. Point 13 is noted and denied. Claimant is put to strict proof to prove allegations. 9. The Claimant did not provide a true copy of the CCA in response to the Defendants request of 24/12/2022. The Claimant further claims that the documents are sufficient to pursue a Judgement and are therefore copies of original documents in their possession. Conclusion 10. Without the Claimant providing a valid true copy of the executed Credit agreement that complies with the CCA, the Claimant has no grounds on which to enforce this alleged debt. 11. The Defendant was not given ample evidence to prove the debt and therefore was not required to enter settlement negotiations. Should the debt be proved in the future, the Defendant is willing to enter such negotiations with the Claimant. On receipt of this claim I could not recall the precise details of the agreement or any debt and sought clarity from the claimant by way of a Section 78 request. The Claimant failed to comply. I can only assume as this was due to the Claimant not having any enforceable documentation and issuing a claim in hope of an undefended default judgment.   Statement of Truth I, ********, the Defendant, believe the facts stated within this Witness Statement to be true. I understand that proceedings for contempt of court may be brought against anyone who makes, or causes to be made, a false statement in a document verified by a statement of truth without an honest belief in it’s truth. Signed: _________________________ _______ Dated: _____________________
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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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      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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Sexual discrimination?


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HiI have worked in a job for 7 months. It is in the motor trade and i have 20yrs experience.The guy I worked with has now left and when he left I asked him what money he was on as I know my pay was low.I was shocked to find out he was on £6k a year more than me! I was constantly told how useless he was too!I have been told they are looking into my pay, but my question is, can I point out that I know what he was on and ask why that was? I wasn't expecting that sort of money, just a fair wage for all the hours I do - at least 45 per week & some saturdays.Thansk

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To be clear you are female and the other was male. You were doing the same job or one comparable? What do you want to achieve?

Yes that's correct. Apparently he was senior to me but they want me to now do his role. I guess I'm just scared of asking for a fair pay rise!!

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You need 'steel' and stand up for yourself. if you don't think that you can do this verbally, and in any case these things are better done in writing, you should prepare a letter stating what you would like and why you want it. "Going forward you have evidence that there was a disparaging gap between the pay for Female v Male employees. You have no desire to cause offence or trouble but that you would want to address this inequality in these pay negotiations" See how that or words along those lines go down.

 

The problem being that if there is a discrimination going on you either have to fight it or walk away. Sometime both. The good thing is that you have only been there 7 months so not much is lost at this stage.

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It's possible that he was at the higher end of his pay scale if he was there for longer than you. In a lot of jobs these days, there are pay scales where new members of staff start at the bottom and work their way up to the top of the scale with yearly increases. My co-worker earns £4000 more per annum than I do, for the same job and the same hours. That person has been in the role for 16 years longer than I have and is at the top of his scale, even though in my opinion, I could train a dog to do the job better than him. I, and indeed others that haven't been there as long as him know far more about the job than he does, despite his lengthly service. It's grossly unfair as time served does not always mean that the person is competent. I'm in the middle of my scale, anyone new that comes in will be at the bottom of the payscale. It's nothing to do with gender, but to do with length of service.

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.

 

 

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It is possible that its discriminatory, as there is equal pay legislation now written into the Equality Act. Clauses in contracts stating employees cannot discuss their salaries are now not valid for the purpose of calculating whether your salaries are equal.

 

If it is done on a payscale and you have only been with the company 7 months, then it could still be fair. What was his length of service?

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He was only here a year in total. There are NO pay scales in this company I can assure you! To be honest I have more experience than him.I just know they will try and fob me off. I will put something in writing then and see what happens. Thanks for your answers. Happy Christmas to you all!

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He was only here a year in total. There are NO pay scales in this company I can assure you! To be honest I have more experience than him.I just know they will try and fob me off. I will put something in writing then and see what happens. Thanks for your answers. Happy Christmas to you all!

I would not be keen to go the formal grievance route as you have a good relationship with your employer and are up for promotion.

 

However, I do feel that you have an equal pay claim. With equal pay or equal access to promotion or training opportunities, I think it is important to pick a counterpart of the opposite sex and peg your progress or wages against theirs.

 

For example, Mr B started a year later than me, he has the same skills and does the same work but he is getting more money/ training and is overall doing better than me. I think the man whose shoes you are about to fill is a fitting counterpart.

 

I brought this up informally and it worked for me.

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By raising the issue at all is in effect raising a stage 1 grievance. Issuing a 'formal' grievance is when the informality of the first approach has been stalled or not dealt with. It is a matter for you to judge how discriminatory they are being. The point about raising the formal grievance is that you are protecting your legal position and directly challenging the illegality of it. If you don't intend to make a stand against this but comply with management and their decisions then perhaps it would be better to keep your head down. The grievance route is very stressful and may ultimately mean you lose that particular job. This is because positions become entrenched and only are resolved by legal action in the Employment Tribunal. It does ultimately come down to how p**sed off you get with the company.

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