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    • What type of finance is it?   HP, PCP, Loan? They want her to ring so they can bully her into making payments she can't afford...unless she can record her calls then IMHO, I'd keep everything in writing. Is £400 SSP her only income? There's no chance they will justify taking half of that.   Lodge a formal complaint with them ASAP, exhaust it, and then you can escalate it sooner rather than later, ruddy sharks!  
    • Is all of this actually on the signage? Don't remember seeing that much detail on other threads.
    • If I have learnt one thing from this forum, it's not to call and communicate via email. I passed this info on to her and they are pushing for her to call them.    "Unfortunately, you will need to call us. The conversation won’t be so black and white as to therefore type over email. In a nutshell we can confirm that the request to not pay for 3 months we cannot put in place"  I emailed them back on her behalf and said that what ever is discussed over the phone will need to be put in an email so that she can review it properly. No decisions will be made on that phone call.    "Once we speak to you on the phone we will follow up with an email to confirm the options discussed. [Phone number]"   Why are they pushing for a phone call? If its not so black and white, why can they then follow up with an email?  
    • Appreciate input Andy, updated: 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. The Defendant has not entered any contract with the Claimant. 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 21/12/2022. 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 Claimant has been unjustly enriched at the expense of the Defendant by purchasing bulk debt at a greatly reduced cost and subrogating for the original creditor in trying to recuperate the full amount of the original debt 12. 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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      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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Zero-hours contract


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These zero-hours contracts seem to be popping up everywhere. See this link in the Independent today about McDonald's :

 

http://www.independent.co.uk/news/uk/home-news/they-wont-be-lovin-it-mcdonalds-admits-90-of-employees-are-on-zerohours-contracts-without-guaranteed-work-or-a-stable-income-8747986.html

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Doesn't the statute of limitations also state that the clock only starts ticking once you become aware? In that basis if the op became aware in 2010 then in theory there's still three years left to claim the whole lot!

 

Only in cases of fraud or deliberate concealment ... unfortunately in standard cases the clock runs regardless.

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I've found an Excel doc on my computer giving me my hours from 2005-07 and they're not bad, ranging from 85-95. They only really dropped in 2010, which is when our current Manager had established himself within the Arts & Leisure Department and that is when I raised my concerns. As for voicing my fears over the lack of hours, trust me, I've whinged constantly!

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Sandwich chain Pret a Manger, on the other hand, says it guarantees all employees a minimum of eight hours work a week.

 

Just read the article in the Independent. This last paragraph's interesting! :undecided:

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Even with a 'Zero Contract' I would think that the employment contract comprises implied terms (unwritten terms), a key implied term is the 'duty of mutual trust and confidence' which requires employer and employee to act honestly and respectfully towards each other.

 

Yes a JD is your 'Particulars of Employment' unless covered elsewhere (Staff Handbook, Contract etc).

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  • 2 months later...

Last week I challenged a statement made in the local press by the Deputy Head of the Council for whom I 'work', in which he stated that there was no-one on 'zero-hour' contract at the Council. I forwarded the article and my response to the CEO of the Council and eventually got a reply from the head of HR. Apparently, we're not on 'zero-hour' contracts but 'casual'. What's the difference? Well, neither have a guarantee to provide work but, whereas zero-hour is 'legally binding and states that the employee is obliged to work when asked by the employer', the casual employee is not at the beck and call of the employee and does not have to work at short notice. I feel that this is an extremely moot point and is 'splitting hairs' as we, as casuals, are reliant on a 3rd person doing the rota and, should an employee have upset this person, then hours of work are invariably reduced. I'm not at all happy with the explanation and am about to compose a reply to that effect. We, as casuals, have no rights being unable to apply for positions within the Council to further our career (albeit, far too late for me due to age) and have only just been allowed to join the Pension Scheme (again too late for me). Although we have had a 'pay rise' of a mere 6p, we are still well below what is considered to be the 'living wage'. Is there any one out there who can point me in the right direction as to what action is I can take to forward my disgust at the way we are treated?

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I would think the best way is to write a short letter to the same paper explaining that the statement made by the CEO is untrue and enclosing a copy of your contract. The paper may publish the letter or even do an article. Ask them to keep you anonymous if you are not happy to be named.

 

You need to do it quickly I think. The paper is not likely to publish anything if you are more than one issue past the original statement.

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  • 3 weeks later...

Can anyone out there please explain what (if any) the differences between 'zero-hour' and 'casual' contracts actually are? I see from today's papers that employees of Sports Direct are in dispute over their contracts and feel that HR at the Council for whom I work are dodging the issue.

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There are no real differences, although I had always believed that a casual contract was where there was a need for labour to cover a specific event or period of time - so perhaps a seasonal employee required to run an ice-cream stall might be casual in that there is an intense period of work over a short period, and then no work for several months. If the contract also allowed the employer not to open the stall and therefore not pay the employee when it was raining, then that might also be a zero hours contract.

 

They both mean that fixed hours or regular work cannot be guaranteed therefore the employer can only offer work as and when it becomes available. In turn, the employee can also be under no particular obligation to accept work that is offered.

 

It is an effective way of the employer making sure that he is not paying workers during periods of inactivity, but as the Sports Direct case highlights, this may be open to abuse and could deny the employees of income and benefits that are available to other staff with regular working hours.

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

 

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  • 2 months later...

Well, e-mails went back and forth between HR and me and today, when I went into work, there was an e-mail from our General Manager saying that we are to have a review and he will be having one-to-one meetings with us all. Do you think I've stirred up a hornet's nest? Christmas was a nightmare with our hours being pared to the minimum and every performance a sell-out. It was so stressful but we didn't even get a thankyou for our hard work. I've written a 'prompt sheet' but not sure just how far I can go. The e-mail was also sent to the head of HR, the Unison representative and the GMB Union representative. So, I think, it's a case of 'watch this space'!:|

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  • 2 months later...

Nothing came of the 'meeting' - that is to say, nothing to our benefit. However, I now find that our pay-slips no longer give the number of hours worked or the rate of pay per hour so we can't work out if we've been paid correctly. Is this legal or even honest or should I now take Pay-roll to task?

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