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    • 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
    • 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.
    • In order for us to help you we require the following information:- [if there are more than one defendant listed - tell us] 1 defendant   Which Court have you received the claim from ? County Court Business Centre, Northampton   Name of the Claimant ? LC Asset 2 S.A R.L   Date of issue – . 28/04/23   Particulars of Claim   What is the claim for –    (1) The Claimant ('C') claims the whole of the outstanding balance due and payable under an agreement referenced xxxxxxxxxxxxxxxx and opened effective from xx/xx/2017. The agreement is regulated by the Consumer Credit Act 1974 ('CCA'), was signed by the Defendant ('D') and from which credit was extended to D.   (2) D failed to comply with a Default Notice served pursuant to s87 (1) CCA and by xx/xx/2022 a default was recorded.   (3) As at xx/xx/2022 the Defendant owed MBNA LTD the sum of 12,xxx.xx. By an agreement in writing the benefit of the debt has been legally assigned to C effective xx/xx/2022 and made regular upon C serving a Notice of Assignment upon D shortly thereafter.   (4) And C claims- 1. 12,xxx.xx 2. Interest pursuant to Section 69 County Courts Act 1984 at a rate of 8% per annum from xx/01/2023 to xx/04/2023 of 2xx.xx and thereafter at a daily rate of 2.52 to date of judgement or sooner payment. Date xx/xx/2023   What is the total value of the claim? 12k   Have you received prior notice of a claim being issued pursuant to paragraph 3 of the PAPDC (Pre Action Protocol) ? Yes   Have you changed your address since the time at which the debt referred to in the claim was allegedly incurred? No   Did you inform the claimant of your change of address? N/A Is the claim for - a Bank Account (Overdraft) or credit card or loan or catalogue or mobile phone account? Credit Card   When did you enter into the original agreement before or after April 2007 ? After   Do you recall how you entered into the agreement...On line /In branch/By post ? Online   Is the debt showing on your credit reference files (Experian/Equifax /Etc...) ? Yes, but amount differs slightly   Has the claim been issued by the original creditor or was the account assigned and it is the Debt purchaser who has issued the claim. DP issued claim   Were you aware the account had been assigned – did you receive a Notice of Assignment? Not that I recall...   Did you receive a Default Notice from the original creditor? Not that I recall...   Have you been receiving statutory notices headed “Notice of Sums in Arrears”  or " Notice of Arrears "– at least once a year ? Yes   Why did you cease payments? Loss of employment main cause   What was the date of your last payment? Early 2021   Was there a dispute with the original creditor that remains unresolved? No   Did you communicate any financial problems to the original creditor and make any attempt to enter into a debt management plan? No   -----------------------------------
    • Hello CAG Team, I'm adding the contents of the claim to this thread, but wanted to open the thread with an urgent question: Do I have to supply a WS for a claim with a court date that states " at the hearing the court will consider allocation and, time permitting, give an early neutral evaluation of the case" ? letter is an N24 General Form of Judgement or Order, if so, then I've messed up again. Court date 25 May 2024 The letter from court does not state (like the other claims I have) that I must provide WS within 28 days.. BUT I have recently received a WS from Link for it! making me think I do need to!??
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    • We have finally managed to obtain the transcript of this case.

      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.

      Frankly I don't think that is any accident.

      One of the points that the judge made was that the customers contract with the broker specifically refers to the courier – and it is clear that the courier knows that they are acting for a third party. There is no need to name the third party. They just have to be recognisably part of a class of person – such as a sender or a recipient of the parcel.

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Notice and discrimination


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Just a bit of background.

My partner works in a national business and has been there for over 10 years and is one of the most senior people in his role and produces some of the highest sales. 

 

Over the last few years there have been a series of internal promotions, these have always gone to 20 something women . In addition, just prior to each promotion, my partner and another senior male colleague get called into the office and told they are not performing- therefore used as a reason not to promote.

 

The day before he went on holiday , my partner was again called into the office and told his performance and attitude with customers was appalling and if it was up to her (the store manager) he would be disciplined. No evidence was given and additionally, he also has some of the best and most consistent feedback in the office.

 

While on holiday he decided enough was enough and has resigned, he has given 8 weeks notice and the contact stiulates 12. The store manager has insisted he works all 12 and he is saying no he will leave at the end of August 

 

Questions,

a)what if anything can they do?

b) Come the exit interview should he tell it as it is?

 

My head says leave when he says and make a small point but not both barrels

 

 

Rant over 

 

Any opinion I give is from personal experience .

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He could have a problem with the notice period if his contract says 12 weeks and he can't negotiate down to 8 weeks.

 

From memory, the employer could have a case if they incur costs taking on someone else because your partner has left them short of staff, but the employment guys should be along to comment for you.

 

HB

Illegitimi non carborundum

 

 

 

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HB is quite correct about notice.  I might be inclined to discuss bonus and 12 weeks... get something in writing that any discretionary bonus will be paid if he stays.

 

re: exit interview: you can just refuse to have one. If it's all anger, then there is no point. Never burn a bridge you can leave standing.

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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Hi

yes thanks for the advice. I think they would struggle to justify lost revenue or costs when it is a national chain with multiple sites and a telephone operation.Quantifing loss would be almost impossible. They are points to take on board.  In addition , the same store has just let an assistant manager go with 3 weeks notice and historically there are plenty of people who have not worked their notice with no comeback. 

 

There are are some possible options in the pipeline. 

 

As as for the exit interview it is a hard one, blantant sex and age discrimination . She appoints young women who tend to be more open to manipulation. There are no young men to promote because she doesn’t hire any 

Any opinion I give is from personal experience .

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so does partner want to insinuate that they would be likely to take the matter further if they arent allowed to go in 8 weeks? i would be looking at the contract closely.

Dont forget to account for any holiday that has been accrued and take that at the very end of the notice period

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This is an interesting point regarding the contract and terms and conditions. It is only available via work pcs and there is no possibility to download or email it. 

 

Frankly he is considering a bullying/discrimination claim I think but I cannot speak for him really. They have said they don’t recognise unions although he is a member of unite . 

 

He may just have to self certificate for a week although they only pay SSP great employers that they are. 

Any opinion I give is from personal experience .

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doesnt matter if they dont recognise unions, if he gets in touch with his branch or regional officer and asks the legal team to look at it they will have to take notice of the union lawyers!

 

the sooner this happens the better because it will take some time for them to investigate.

As for employment terms you can print them off and if you cant then he asks for a copy in a printable format. He may have to do a SAR to get this but getting all of his other personal data will be useful should things not go well before his last day. His manager may very well then work out which way the wind is blowing and start being nice before she gets her name in the papers

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Gets better 

Today he was told he can finish at the end of July to which the answer was of course if you pay me. 

 

They will I’ll struggle to argue a loss if they offered to let him go early. 

 

But I will pass on the messages 

Any opinion I give is from personal experience .

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As far as I understand it, he wants the leave date to be 30th August be that with gardening leave or without. Obviously if they offered gardening leave for the full notice period that would be snapped up but realistically that is a non starter.

 

Leaving at the end of July means the loss of one full months salary which is not to be sniffed at. I have suggested making a GDPR request , not least as it will flush out if the manager has actually been talking to HR/head of Sales as claimed or if she is telling bit fat lies.

 

I don't think there is any holiday outstanding and some will have to be paid back anyway due to it being used for a fully funded business trip/perk. 

Any opinion I give is from personal experience .

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I’m struggling with why you think it’s fair for him to vary the notice period, but not them.

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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Sorry I thought I had answered this and I understand why you are confused. 

 

My understanding is that as far as he is concerned this is a compromise. On one hand he place a grievance against his manager for bullying; she made out several people had complained against him whereas in fact, she had gone asking specific questions which is not the same thing. There is enough evidence to at least make a claim to an ET but this is not the path he wants to go down.

 

There is a lot more to this than what I have written for fear of identifying the company etc. He is also one of the few people to have refused to sign new contracts which would have led to a significant cut in salary (this is not because the company is struggling, it continues to make substantial and record profits).

 

The manager is a complete control freak who displays psychopathic tendencies (this from a member of staff who is trained in psychology), so not the common view of psychopaths being deranged murderers but in the clinical definition- just as many lawyers or even successful business people are. 

 

He really isn't expecting gardening leave but at the same time, when they have allowed people to leave at times when it suits that individual (provable) without any consequences, it would be wrong to try and make one person a scapegoat.

 

It doesn't help the manager has apparently been told to expect several more resignations in the coming months due to her behaviour (not by my OH I should hasten to add)

Any opinion I give is from personal experience .

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Just thought I would update, Unite the union have now intervened although initially at a low level.

 

They have contacted HR at the firm asking them to deal with it in order to stop Unite getting involved

Any opinion I give is from personal experience .

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