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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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    • 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.
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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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Requesting Access to Emails Concerning My Disciplinary Hearing?


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Hi Everyone, I'm new to this area of the forum but have received invaluable help from the debt section.

 

I think I need some professional advice. Can anyone recommend a reasonably priced employment lawyer?

 

I have been off sick for around 6 months. Work's policy is to provide 2 years sick pay. However they have now started discussing my 'capabilities' and have mooted the idea that my contract could be terminated.

 

I'm fairly confident that my condition (CFS) is covered by DDA, and I could pursue them for discrimination, wrongful dismissal and unfair dismissal.

 

However I want to get some professional insight and discuss my options before proceeding.

 

Thanks for any recommendations you can provide!

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Hi

 

What I do know is that they need to make reasonable adjustments to enable you to return to work (under DDA). However if there are no adjustments or you can still not carry out the role with the adjustments made then they can legally dismiss you for no longer being able to fulfil your role. It is not good news and I face exactly the same thing now myself (nearly 2 years off on zero pay about to be dismissed).

 

You always have the right to peruse unfair dismissal and you are doing the right thing seeking legal advice. My advice would be to get everything in order as far as you can for persuing unfair dismissal.

 

Hope it helps.

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Thanks. I read somewhere (I'll dig it out) that it is very hard to dismiss someone for 'frustration of contract' if their contract provides for more sick pay than they have currently received. I think this aspect of my claim would relate to 'wrongful dismissal' as opposed to DDA.

 

It's also my understanding that as well as making adjustments to your role, they should offer retraining or seek redeployment. Is that correct?

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What the employer should do is offer any 'meaningful' role. Also adjustments from their point of view only need to be 'reasonable'. Personally I think it is quite easy for them to escape the reasonable test but any good employer should always consider unfair dismissal claims when thinking about dismissal on the grounds of ill health or for that matter redeployment. So for the employees point of view, consider the same - think about how your actions (i.e. your willingness to cooperate with your employer re contact, meeting them, giving regular updates etc) will come across at a tribunal. Also keep all emails and any other records of communications with them. They will be very important at any tribunal. Your solicitor will also want to review them if it gets that far.

 

I would be careful about contractual issues - always seek your legal advice.

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Just learning about the different facets of an EAT based on disability discrimination. Sorry if this is a bit of a 'noob' question - when lodging an appeal do you lodge a separate claim for each of 'Direct Disability Discrimination', 'Discrimination Arising From Disability' and 'Failure to Make Reasonable Adjustments' or do you lodge one claim and list the three different aspects of your claim? Thanks

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I agree with what Becky says above.

 

as an aside to this is there somewhere that concisely defines the three types of discrimination there , especially 'discrimination arising from disability', as the first and last categories appear more straight forward.

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Thanks Becky5285 - I'm a bit hesitant to post more details as I outlined them in another post and the Moderators had to remove insulting/off topic posts. So it's a pain for them, and I'm not as thick skinned as I used to be. Zippygbr - there is a recent post on the forum from lbruk with a pdf attachment entitled EmployerCode - that nicely summarises what 'discrimination arising from disability' is. It's a wealth of info. I didn't realise that a claim for discrimination resulting in termination is 'nearly always an unfair dismissal' so you can claim for both!!

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  • 2 months later...

Hi All

 

I have to attend the second part of a disciplinary hearing tomorrow. It is likely that I will be sacked for gross misconduct (which is entirely unwarranted imho).

 

I smell something of a rat and think there has been significant collusion at HQ to 'engineer' this particular situation. However, I can't prove this at the moment.

 

Is there any mechanism or law I can invoke to demand that all emails relating to me be disclosed? Also, part of the case relates to a company vehicle, can I demand that the tracking company disclose all activity on my tracker?

 

Thanks for your help.

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By a tomorrow? No chance. I mean you can demand but they don't have to comply within 24 hours!

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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You know "demanding" when you are on a sticky wicket already seldom makes things better.

 

You can make a request under the data protection act and your company should have a policy telling you how to make a request for you personal information. Usually its "information security" or similar policy.

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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Thanks Emmzzzi. Yes, demand is probably too strong a word. Maybe 'insist' is better.

 

Still, I am slightly confused. I know the data protection act covers my HR file, but does it stretch to emails about me? After all a HR file is information about me, while emails are information about someone's opinion of me. So I'm not sure legally where I stand.

 

Thanks

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Please be careful. If you start asking for private emails when you are already on shaky ground they will want to get rid of you. You will probably be better off by addressing the alleged misconduct rather than trying to prove a conspiracy.

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Thanks for all your advice. I have been dismissed anyway (which I knew would happen). My interest in emails is to use going forward rather than to protect my employment (which is untenable). If there is anything untoward included I will be able to use it at my hearing or ET. Thanks again

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Slightly different topic .... I was dismissed and have lodged an appeal. The appeal is due to be heard Wednesday 20th Feb.

 

However, in the meantime I have landed another job. So I do not want to win my appeal and be reinstated! Can I skip the appeal and still proceed with an ET for unfair dismissal and discrimination arising from disability?

 

Would the ET judge look less favourably on my case as I did not appeal, or does this have no bearing on the fairness of my dismissal?

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basic principle: you have to give the company a chance to do right by you. That would be seeing the appeal through and taking reinstatement if offered. So no, you can't go straight to ET.

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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It has little bearing on the fairness of the dismissal, but it would affect compensation.

 

It's also theoretically possible to appeal but make it clear that you do not consider it reasonably practicable for you to return. The problem with that is that you're basically putting the employer on notice that you're just paying lip service to the process, and they could call your bluff and reinstate you, so the tribunal wouldn't have jurisdiction to hear the unfair dismissal claim.

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