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    • They have defended the claim by saying that the job was of unsatisfactory standard and they had to call another carpenter to remedy. My husband has text messages about them losing the keys a second time and also an email. What do they hope to achieve??? Most importantly,  as far as I have seen online, now I need to wait for paperwork from the court, correct?
    • 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.
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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.
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all trusts are probably slightly different but I do know people argue about 'implied contracts' in my trust all the time,

the general feeling is that if you have been getting the shifts you want for two years or more you have one of these magic implied contracts and there is nothing anyone can do about it.

 

As far as I know there is no policy on the same, but it seems that in my trust anyway that it is the way it goes.

and yes I am bitter about it because when I came back after a significant injury I couldn't even get my shifts split despite that being the recommendation of everyone I ever spoke to, including occupational health

 

- apparently I was assessed as fit to come back full time and therefore nothing else mattered but people on these implied contracts to accommodate their childcare get what they want, despite no longer actually needing the childcare as their kids are older.

 

you will almost certainly need to involve your union to get this resolved, in my experience management do very little without their involvement, but again that could just be my trust

Edited by dx100uk
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are you worried about more hours or just different hours? if the former then the OH assessment will decide that once and for all. If the latter the why do you think that you are exempt because you dotn like the hours?

be clear what is being asked of you and what you can expect

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  • 1 month later...

Hi Everyone,

I work in the NHS and was taken off long hours shifts due to health problems after a recommendation from occupational health two years ago.

 

A new manager has come in and is changing things round and i may be made to participate in these shifts, can i be forced to do these shifts as i think that i would have to give up my job.

 

Any advice is very welcome, Thank You.

Edited by dx100uk
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I have an appointment today, the problem is that occy healths recommendations do not have to be followed, it is just that for the last two years they have followed occy healths advice and i am not confident that this new manager will be so understanding.

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The manager won't be able to simply ignore the recommendations - an organisation as large as the NHS knows that puts them at risk. But it does depend on the exact circumstances, because health conditions change (so two years ago isn't now), why you can't do them, and the needs of the business and how easily or not they can fit around your requests.

 

Based on this amount of information, there's no useful answer we could give, but don't assume that you need one. The manager may not have a problem with the OH report. Equally, it may not say that it supports you. You'll find that worrying about problems that haven't yet happened is pointless.

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old and new threads on same question merged

 

please keep to one thread

else it only makes people repeat advice already given.

and could make then think you are ignoring their help.

 

dx

please don't hit Quote...just type we know what we said earlier..

DCA's view debtors as suckers, marks and mugs

NO DCA has ANY legal powers whatsoever on ANY debt no matter what it's Type

and they

are NOT and can NEVER  be BAILIFFS. even if a debt has been to court..

If everyone stopped blindly paying DCA's Tomorrow, their industry would collapse overnight... 

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Ah, thank you, and that is most helpful.

 

I believe that I can begin to discern why the manager might be clamping down on such things.

I think this is quite definitely one for the union.

 

There are clearly multiple issues here, and without taking any sides at all, it does seem that managing a service in this context and also meeting the expectations of individual staff seems to be complicated, to say the least.

 

In the end, if nobody wants to work shifts that are inconvenient to them

- in a hospital that had higher responsibilities than just happy staff

- then I am afraid it comes down to two options.

 

The first of those is that staff do the work.

 

The second of those is that the staff are replaced by staff who want to do the work.

 

I wouldn't recommend letting it go to option 2 unless you really want to lose your job,

 

I think the union needs to pick over this series of problems and work out what is winnable

- and what isn't.

Edited by sangie5952
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