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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.

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Employer contacting my GP


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Hi all,

 

I have recently had several weeks of sick leave, that were backed by a 'fit note' from my GP. Upon return to work, my employer requested a GP report, which I approved. After signing the relevant forms, I thought no more of it and awaited a follow-up with my employer after they had the info they needed from the GP.

 

Fast forward a few weeks and my boss and an external HR consultant (I work in a small company, so we have no HR team/person) called me into a meeting, in which they said that they had spoken with my GP (or the surgery) several times, to check if they had received the request to provide the info needed and whether I had been to the surgery to give the final authorisation to my GP (which I did not know I had to do). They then said that upon doing this, they were informed that I had ignored numerous calls and requests to visit my GP and therefore appeared to be blocking the release of the form. My employer did not believe me when I explained that I had no knowledge of this and had received no contact from the GP (which was true).

 

I did go to see my GP last night to give the authorisation and he categorically stated that under no circumstances would he, or the surgery speak with my employer about the form or tell them about any contact or attempted contact with me, as this is confidential information and therefore illegal. This has obviously led me to believe that my employer is lying/exaggerating the truth in an attempt to try and pin a lie/falsehood on me (they were not happy about my sick leave, but as it is backed up by my GP, cannot do anything about it - other than put me on SSP, which they have).

 

I guess my main questions are:

 

1) What should I do about this apparent lie/exaggeration by my employer?

2) If they have contacted the GP attempting to find out confidential information, are they in the wrong/is this illegal?

3) After being backed by my GP and the forthcoming information etc. can my employer do anything along the lines of giving me warnings/sacking me etc?

 

Thanks so much to anyone that takes the time to read/reply and sorry for the essay!!

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1.Can you get a grievance in to your employers head office?

2. Not illegal. Your doc will never give out personal medical records.

3. You have to tread carefully here as you would need evidence to support a complaint and if you have been employed less than 2 years, they can dismiss you for pretty much any reason they want.

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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Thanks for the reply.

 

1. Your link isn't working for me - it just loads back into the main forum page.

2. OK, thanks for clarifying!

3. I've been here close to 3 years - am I therefore fairly safe (or at least safer!)?

 

Thanks again :)

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DOnt worry about the link. This forum automatically makes certain words into a link.

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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Medical Records are solely for your eyes only (Unless a General Care Summary is created which is used for treating you or of course you are seeing a doctor)

 

For the company to try and do this i would imagine that there is something behind it.

I think the way around it is to start from scratch with it... Build up the facts in a meeting with the HR consultant and also the manager concerned.

 

Dont drag your heels (and its good that you went straight to the surgery to sort this out) and this should hopefully disappear.

You need to ask the HR consultant if the amount of time youve had off exceeds the companies "Trigger Factors" for employee health / productivity :)

 

If it does then they have grounds to investigate it however if it doesnt then it could be the start to something more sinister :)

 

We could do with some help from you.

 

Have we helped you ...?         Please Donate button to the Consumer Action Group

 

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Please obtain a copy of your company's attendance/ absence management policy - that should tell you what you need to know.

 

you CAN be disciplined even for genuine illness - but you need to exceed the trigger points in the 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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Hello there.

 

Have you signed a form to authorise your GP to release information about your condition. Unless things have changed recently, a GP can answer some questions about your current condition, but not your whole medical history. And I think I'm right in saying that you can see a copy of the report before it's sent and discuss anything you're not happy with.

 

I can't find anything online, but I believe it's covered by the Access to Medical Records Act 1994.

 

I'm sure the forum guys will correct me if I'm wrong. :)

 

My best, HB

Illegitimi non carborundum

 

 

 

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I bet that your employer doesnt know what they have asked for and how to ask for the correct information in the correct manner and have got grumpy because they havent been told they werent going about things in the right way. Your GP is right that they cant hand over the information and can only do so with your consent and then to another medical professional. They should have asked for a statement, included a consent form and asked the GP how much it would cost them as these things are not free. I bet the HR consultant is the reason why things have gone awry, they did the usual of breezong in, creating chaos and leaving someone else to sort out the mess..

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Hello there.

 

Have you signed a form to authorise your GP to release information about your condition. Unless things have changed recently, a GP can answer some questions about your current condition, but not your whole medical history. And I think I'm right in saying that you can see a copy of the report before it's sent and discuss anything you're not happy with.

 

I can't find anything online, but I believe it's covered by the Access to Medical Records Act 1994.

 

I'm sure the forum guys will correct me if I'm wrong. :)

 

My best, HB

 

 

That is totally correct

 

Medical reports about you

 

The Access to Medical Reports Act 1988 states that your employer cannot ask your GP for a medical report on you without your knowledge and consent. You do not have to give your consent. If you do agree, you can ask to see the doctor’s report before it is sent to your employer. Your doctor must wait 21 days before sending it, to allow you time to see it.

You may ask, in writing, for the report to be amended if you feel it is incorrect or misleading. Your doctor can agree to amend the report. If they don’t agree, they must attach a note of your views and explain why they won't change it.

If you’re still unhappy with the report, you have the right to stop it being sent to your employer.

However, if you stop a medical report being sent to a new employer, you should be aware that they may not be able to employ you if, for example, an occupational health assessment is part of their recruitment procedure.

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Putting the disciplinary to one side for a moment, the company do have a duty of care. Depending on the nature of your illness maybe that want to know if it could reappear and is anything at work a trigger factor. This could be a mental health problem , a bad back from sitting in a badly designed chair , RSI, the list goes on.

Any opinion I give is from personal experience .

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