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    • 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: _____________________
    • AMEX and TSB the 2 Creditors who you need to worry about the least, ever!  Just stop paying them and forget about it, ignore all their threat o gram letters.  Only if, and with these 2 it's a massive if, you end up with a claim form you need to respond, and there will be plenty of help here.
    • No, nothing from Barclays. Turns out i have 2 accounts on here, and i posted originally on the other one. Sorry about that.  
    • Always send with proof of posting from your Post Office, so there is a trail. Conversations , are designed to intimidate into paying, Emails are designed as another way of bombarding. Only EVER communicate in writing, by post.  
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Unfairly dismissed


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i was wondering if any can help me. I was employed through an agency on a 12 month contract to company x. this commenced just under 3 months ago. i was happy and very hard working till i experienced bullying behaviour from my manager. This was increasing in severity - i have been called dumb, not given a lunch time, been shouted at, had the phone put down on me etc.

 

When it escalated to the point i was in floods of tears from the shouting, i called the agency in tears. i had previously also reported the bullish behaviour to them. they called me for an investigation and sympathised and agreed that the behaviour was not professional and a right way to treat an employee and reported it to the companys hr. the next day i was called and said the company has decided to terminate my contract and i am now left without a job at christmas with only 1 weeks pay.

 

It seems had i tolerated the behaviour i would have a job. this seems so unfair as i worked over and above my abilties and because i reported this behaviour, it is mme who is left without a job! :-( i dont know how im going to pay my bills and christmas wont be christmas anymore as i did not forsee this and only rang when i couldnt take things anymore.

id appreciate the advice. thankyou

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Sadly as you are with an agency, i think the company can request you not work there if they dont want you there. And really theres no much you can do about it. Its certainly not unfair dismissal as you are employed via the agency.

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..

 

 

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Sadly as you are with an agency, i think the company can request you not work there if they dont want you there. And really theres no much you can do about it. Its certainly not unfair dismissal as you are employed via the agency.

 

 

This is very unfair that i have been first of all put in this position but second of all if i wanted to be kept employed, i had to take this bullish behaviour by my manager

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The unfair bit is that you have suffered bullying in the first place, the rest is down to the employer saying they no longer want you and there is nothing you can do about that regardless of your or their behaviour. It could have happened at any time for any reason. To be honest you are best out of it and the agency should now make an effort to find you some other work.

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i was wondering if any can help me. I was employed through an agency on a 12 month contract to company x. this commenced just under 3 months ago. i was happy and very hard working till i experienced bullying behaviour from my manager. This was increasing in severity - i have been called dumb, not given a lunch time, been shouted at, had the phone put down on me etc.

 

When it escalated to the point i was in floods of tears from the shouting, i called the agency in tears. i had previously also reported the bullish behaviour to them. they called me for an investigation and sympathised and agreed that the behaviour was not professional and a right way to treat an employee and reported it to the companys hr. the next day i was called and said the company has decided to terminate my contract and i am now left without a job at christmas with only 1 weeks pay.

 

It seems had i tolerated the behaviour i would have a job. this seems so unfair as i worked over and above my abilties and because i reported this behaviour, it is mme who is left without a job! :-( i dont know how im going to pay my bills and christmas wont be christmas anymore as i did not forsee this and only rang when i couldnt take things anymore.

id appreciate the advice. thankyou

 

Legally you are entitled to break time (health and safety thing), that is the Law.

 

If you try to ascertain your right you shouldn't suffer detriment.

 

http://www.legislation.gov.uk/uksi/1998/1833/regulation/32/made

 

http://www.legislation.gov.uk/uksi/1998/1833/regulation/31/made

 

In order words it is unfair dismissal. Plain and simple.

 

Can you prove you complained to the agency ie emails etc?

 

No one should tolerate bad behaviour

 

Also since you complained to your agency (who in the eyes of the Law is your employer) it is seen that you made a protected disclosure.

 

That simply means you are protected irrespective of length of time of service etc.

 

But the most important thing is can you prove you complained?

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Legally you are entitled to break time (health and safety thing), that is the Law.

 

If you try to ascertain your right you shouldn't suffer detriment.

 

http://www.legislation.gov.uk/uksi/1998/1833/regulation/32/made

 

http://www.legislation.gov.uk/uksi/1998/1833/regulation/31/made

 

In order words it is unfair dismissal. Plain and simple.

 

Can you prove you complained to the agency ie emails etc?

 

No one should tolerate bad behaviour

 

Also since you complained to your agency (who in the eyes of the Law is your employer) it is seen that you made a protected disclosure.

 

That simply means you are protected irrespective of length of time of service etc.

 

But the most important thing is can you prove you complained?

 

I am sure that you mean well, but I think you're giving the OP false hope.

 

Agency workers cannot claim unfair dismissal. The only claims that are available are for detriment claims and I don't think this would fall within the very specific whistleblowing legislation. Arguably it could fall within the WTR detriment provisions, but it seems to me that the causative link is the bullying, not the lack of rest breaks.

 

The behaviour is appalling, but I think it's stretching it to say it's legally actionable.

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You could apply for an Interim Relief to get your job back until the court decides.

 

But it has to be done within 7 days of you losing your job.

 

But like I said in my previous comments you HAVE to prove you made those complaints

 

http://www.legislation.gov.uk/ukpga/1996/18/section/128

 

 

The job hasnt been lost. He's still employed by the agency. Just the contracted employer no longer wanted that person working for them, and theyre well within their rights to refuse the person to work there.

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

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I am sure that you mean well, but I think you're giving the OP false hope.

 

Agency workers cannot claim unfair dismissal. The only claims that are available are for detriment claims and I don't think this would fall within the very specific whistleblowing legislation. Arguably it could fall within the WTR detriment provisions, but it seems to me that the causative link is the bullying, not the lack of rest breaks.

 

The behaviour is appalling, but I think it's stretching it to say it's legally actionable.

 

For Protected Disclosure the Law has an extension for the definition of Workers

 

http://www.legislation.gov.uk/ukpga/1996/18/section/43K

 

So you can see from Section 43K 1a (i) that Agency Workers are protected.

 

I think the best thing is for Nelly1234 to contact an Employment Lawyer who will inform about the merit of the case.

 

Most solicitors will give a free 30minutes consultation time to look into the merit of the case.

 

There are also a lot of No win no fee employment lawyers and a lot are very good.

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I think the best thing is for Nelly1234 to contact an Employment Lawyer who will inform about the merit of the case.

 

 

See Post #7

 

I don't think anybody was suggesting that the OP wouldn't be covered by Whistleblowing legislation - more that the complaint does not fall within the scope of such legislation.

 

Whistleblowing only applies to specific criteria and must be in the public interest, and does not apply to bullying which seems to be what the OP complained of. The allegations seem to centre around mistreatment, not criminal wrongdoing for example - had the OP's complaint been made on the basis of being denied rights afforded by the WTD then there might have been a case of suffering a detriment, but not on the basis of what has been stated by the OP in this case.

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See Post #7

 

 

- had the OP's complaint been made on the basis of being denied rights afforded by the WTD then there might have been a case of suffering a detriment, but not on the basis of what has been stated by the OP in this case.

 

 

A good lawyer will be able to see what remedy Nelly1234 has, a good lawyer will be able to ask her more questions that we can here, so I think it is best s/he speaks to a lawyer and since it is free s/he will have nothing to lose.

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A good lawyer will be able to see what remedy Nelly1234 has, a good lawyer will be able to ask her more questions that we can here, so I think it is best s/he speaks to a lawyer and since it is free s/he will have nothing to lose.

 

But even a good lawyer shouldn't attempt to invent a claim when the facts simply don't support it.

 

(Incidentally I'm not sure where this belief in free consultations comes from! Maybe I'm addled by having a corporate background, but it would be very rare, and probably negligent, for a lawyer to give legal advice without a formal retainer in place. Not a dig at you! Just a general observation from the board)

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But even a good lawyer shouldn't attempt to invent a claim when the facts simply don't support it.

 

(Incidentally I'm not sure where this belief in free consultations comes from! Maybe I'm addled by having a corporate background, but it would be very rare, and probably negligent, for a lawyer to give legal advice without a formal retainer in place. Not a dig at you! Just a general observation from the board)

 

S/he is already without a job so really s/he has nothing to lose.

 

Let him/her speak to a (or several) lawyers and see.

 

If s/he isn't given a free consultation then s/he can walk away.

 

There is nothing to lose.

 

Again there are a lot of no win no fee lawyers and they can help.

 

Even if s/he has no claim but the employer fails to follow the strict procedure placed by the law then s/he might be entitled to some redress.

 

I don't believe in giving up and since s/he was treated badly that is a breach of contract since in every contract there is a implied term that everyone should be of reasonable behaviour.

 

Although such breach will have to go through the County Courts and not the tribunal.

 

My final point is speak to a lawyer (or even the Citizens Advice Bureau) and see.

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S/he is already without a job so really s/he has nothing to lose.

 

Let him/her speak to a (or several) lawyers and see.

 

If s/he isn't given a free consultation then s/he can walk away.

 

There is nothing to lose.

 

Again there are a lot of no win no fee lawyers and they can help.

 

Even if s/he has no claim but the employer fails to follow the strict procedure placed by the law then s/he might be entitled to some redress.

 

I don't believe in giving up and since s/he was treated badly that is a breach of contract since in every contract there is a implied term that everyone should be of reasonable behaviour.

 

Although such breach will have to go through the County Courts and not the tribunal.

 

My final point is speak to a lawyer (or even the Citizens Advice Bureau) and see.

 

But there's no county court claim available for a breach of an implied employment term and particularly not within the first two years of employment. Employment disputes are generally heard by employment tribunals and not the county court system. Any failure to follow dismissal procedures is not actionable in itself; it simply serves to increase compensation of any substantive claims which are brought (usually for a failure to follow the ACAS Code but even that is questionable here as the dismissal wasn't for conduct reasons).

 

The further difficulty is that in order to secure no win, no fee funding you have to demonstrate a claim of a reasonably high value and with excellent prospects of success (usually 65% or higher). Lawyers generally don't like working for free!

 

Sometimes in life, you have to accept that people have behaved badly and move on without attempting to formulate a claim without legal foundation.

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But there's no county court claim available for a breach of an implied employment term and particularly not within the first two years of employment. Employment disputes are generally heard by employment tribunals and not the county court system. Any failure to follow dismissal procedures is not actionable in itself; it simply serves to increase compensation of any substantive claims which are brought (usually for a failure to follow the ACAS Code but even that is questionable here as the dismissal wasn't for conduct reasons).

 

The further difficulty is that in order to secure no win, no fee funding you have to demonstrate a claim of a reasonably high value and with excellent prospects of success (usually 65% or higher). Lawyers generally don't like working for free!

 

Sometimes in life, you have to accept that people have behaved badly and move on without attempting to formulate a claim without legal foundation.

 

We are NO lawyers, let s/he speak to a lawyer and see.

 

There is nothing wrong with getting information.

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I get annoyed when peple think lawyers are some kind of free advisory service. I pay my dentist, my accountant, my hairdresser - why wouldn't I expect to pay a lawyer?

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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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I get annoyed when peple think lawyers are some kind of free advisory service. I pay my dentist, my accountant, my hairdresser - why wouldn't I expect to pay a lawyer?

 

Who said lawyers shouldn't be paid? Some solicitors advertise as no win no fee, so what's the ground for your annoyance?

"Ask not what your country can do for you, ask what you can do for Poundland"

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Who said lawyers shouldn't be paid? Some solicitors advertise as no win no fee, so what's the ground for your annoyance?

 

"If s/he isn't given a free consultation then s/he can walk away."

 

I think there's a pretty heavy implication right there!

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