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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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change at work


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Hi

 

I know its Sunday so may be quiet but Im making myself ill just thinking about it.

 

Here goes.

 

Ive worked for my employer for almost 7 years. Our department is made up of what we call permanents and term time workers.

 

Until July I was a permanent but due to the ill health of my husband i changed to term time. In our department 1 permanent and 1 term time work together. As i changed my role I would then swap to a new partner. I was placed with my new partner in July. All happy and no problems.

 

I finished work in August and Im due back tomorrow. On Friday I received a call from my department manager to say that as another working couple weren't getting along (they'd worked together roughly 4 years) the term time lady has refused to work any longer her partner. I understand why she doesn't want to work with her. She's always off sick, gets away with anything and is a thief. This was reported to our department manager last year but she chose to ignore even though there were several witnesses. She still continues to steal but we'd given up reporting her as it was pointless.

 

Ive now been told to keep the other term time lady happy I have to work with her partner and she is getting mine.

 

Im gutted and have cried since Friday. Im not sure where to turn. I don't want to be associated with such a person.

 

I respect my boss a lot but I just can't go back knowing Im the one who now has to be miserable. Our big boss is aware of the friction between the 2 ladies but is not aware of the thefts. If i were to go to her it would cause a lot of trouble for my boss as although she knew of the thefts she didn't do anything or report it to the big boss.

 

Can anyone advise me what to do. Im making myself ill just knowing I'm due back tomorrow.

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Because I know what she is like. So far she's been off sick in every month this year which means i'll be left on my own doing 2 peoples work. The theft is my main concern. How do I protect myself when something goes missing? We are responsible for a few hundred students. We have to go into their rooms every day. Even our boss knows stock was disappearing but she just won't confront the situation

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Unofficially speak to your boss and let her know about your concerns.

You said she knows about the theft, why doesn't she do something about it???

After a couple of weeks you could do the same as the other temp and say that you want to change partner, is this an option or there's something stopping you doing that?

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Before I start, I have no specific HR or personnel qualifications, but I have seen a few similar cases handled badly and a couple handled well.

I'm afraid I have less tolerance where people are not doing their job. Personally I would write a memo to the line manager setting out the concerns and saying that although you have no personal experience of working with this individual, you understand from colleagues there are likely to be these specific issues.

Then I would report each incident in detail in writing (giving date & exact circumstances + impact on you), indicating that you expect your manager to take action and that if you do not see improvement within x amount of time, you will have to take it further, using these memos as evidence you have tried to use the chain of command.

Someone is skiving and stealing, and their manager is not doing their job. Your company will have disciplinary procedures designed for exactly this situation. You are suffering, as a result.

You can go on suffering or make them fix the problem. They may dislike a whistle-blower, but you will have given them ample opportunity to step up and do the job they are paid for.

Don't feel guilty.

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are you employed by the educational institute or a company servicing them? My experience would tell me it is likely to be the latter these days. Generally you will have a point of contact within the dept you work in so try speaking to them about the problems you are going to encounter, if this person has any gumption they will ask that the problem partner is removed from the dept/institution and if reason are asked for then this can me made clear to your big boss and they will have very little choice in the matter without having to actually name names etc. The fly in the ointment for this approach is the strength of character for this point of contact, if they have no backbone then asking them for help is doomed to fail and will make things worse for you in the short term.

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Before I start, I have no specific HR or personnel qualifications, but I have seen a few similar cases handled badly and a couple handled well.

I'm afraid I have less tolerance where people are not doing their job. Personally I would write a memo to the line manager setting out the concerns and saying that although you have no personal experience of working with this individual, you understand from colleagues there are likely to be these specific issues.

Then I would report each incident in detail in writing (giving date & exact circumstances + impact on you), indicating that you expect your manager to take action and that if you do not see improvement within x amount of time, you will have to take it further, using these memos as evidence you have tried to use the chain of command.

Someone is skiving and stealing, and their manager is not doing their job. Your company will have disciplinary procedures designed for exactly this situation. You are suffering, as a result.

You can go on suffering or make them fix the problem. They may dislike a whistle-blower, but you will have given them ample opportunity to step up and do the job they are paid for.

Don't feel guilty.

 

Op cannot accuse someone of theft without hard direct evidence or they risk getting sacked themselves.

That's why i suggested an unofficial chat with management.

Reporting every incident is indeed a good idea, but again accusing someone of theft based only on suspicion and op witness can backfire: The thief can say that the op stole the stuff and then what?

Op's word against another and possibly they both get sacked to avoid mistakes.

Prevention is better than cure.

Try to get out of this bad partnership before it starts.

If inevitable, take a camera, hang it on your neck and record your whole shift so they know what you have been doing and haven't stolen anything.

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What the OP can do however is to alert the management/employer to the belief that stock is being stolen without naming names and asking that they investigate the matter.

 

The OP can also raise a grievance that the amount of time off being taken by a colleague is resulting in stress and a concern over the amount of work being expected of the OP

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Hi

 

Many Thanks for all the advice. I text my line manager earlier and I have a meeting tomorrow. She has told me she intends on a group meeting tomorrow to make some changes but can't go into detail at the moment.

 

I'll update tomorrow after the meeting

 

Thank you

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