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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
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    • 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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Falsely accused of sexual harassment- help


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My wonderful brother in law has been falsely accused of sexual harassment Â*and bullying in a grievance brought by a person he directly line manages. This person has stipulated that my BIL has made unwelcome advances Â*and tried to kiss them , which was rebuked .

 

The accuser is then saying they have been bullied and treated differently by my brother in law due to them saying no. For context the accuser has an open case of misleading and lying to the company for which the disciplinary position was about to be started . The accuser knew this , they have less than 6 months service and was about to be terminated , not due to poor performance but for conflict of interest . However the accuser has now put this in writing , and has crime ref number to support the claim of unwanted advance.

 

How does my BIL successfully defend himself in this which is merely a case of the accusers word against theirs . . It’s an incredibly stressful time and the company is very worried that if they don’t act correctly that the accuser could take this to the papers or tribunal , i feel my BIL will be the fall guy to appease the accuser and save the company a potential payout .

 

What can he do ?Â*he has a perfect record , and there is no evidence that substantiates the accusers claims, it’s a last ditch attempt by someone trying to wreak havoc on his career to which he is devastated . What can he do to help himself now ?  

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Hello and welcome to CAG. I've edited a few paragraphs into your post to make it easier to read for the advisers.

 

People should be along over the course of the day to advise, but weekends are always quieter here so please bear with us. :)

 

Best, HB

Illegitimi non carborundum

 

 

 

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At this moment , he is due to have a disciplinary meeting once the formal grievance has been heard from the accusers perspective . 

He has been told in an off the record conversation that this is what he has been accused of - the meetings are due to take place later this week 

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Is BIL a member of a Trade Union ?

 

Do the employers offer any confidential independent advice line ?

 

Your BIL has a right to be provided with full details of any accusations before  any meeting is held to discuss them with him.  This is so that he can obtain advice.

 

If your BIL does not have access to Trade Union advice or an advice line which some employers provide, then I would suggest that he thinks about a Solicitor.   There may be information which your BIL is better off having a private discussion with someone qualified.  

 

Your BIL should think about and get advice about making a counter grievance against the person concerned.

 

 

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Hi 

 

thank you so much for your reply

the company is small and outsources their HR - he has the opportunity to discuss all HR matters with the outsourced company but is worried that it may not be confidential due to them running the investigation also. 


He has briefed about the accusations ( in an off the record chat) and one of the snr management team has said “the good news is that everything is circumstantial “ and there is no evidence .

It’s a classic case of he said , she said.

 

My BIL worries that as the company is so risk averse and in light of the fact that they were due to be exiting the accuser from the business , they now feel if they  do take no action against my BIL ( IMO )  that it will be inflammatory To the accuser and will create more problems .

 

in his mind the cleaner simpler scenario would be to exit my BIL ( 3 years service ) rather than the accuser ( 5 months service )

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9 minutes ago, Evay123! said:

And also how beneficial would a counter grievance be - “would defamation of character be suitable ? “

It'd look like a desperate tit for tat. Don't. People with nothing to hide, are calm and collected and confident.

 

Sit tight, tell the whole unvarnished truth, provide evidence of being elsewhere, ask for witnesses.

 

Don't start playing silly buggers though. He needs to present as the calm face of logic!

Edited by Emmzzi
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Emmzzi is the HR expert, but we normally say that suing for defamation needs a deep pocket and can cost £10,000 plus.

 

It might help if your BiL could post here himself. Chinese whispers can easily derail a thread and as you know, he can be anonymous.

 

HB

Illegitimi non carborundum

 

 

 

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Thank you both - he’s really struggling to contemplate how he defends himself so at this time we were discussing options and a counter grievance was  a form of defence idea ? 

 

i appreciate points of view from anyone who can support.

 

The context behind a counter grievance was to demonstrate that the claims were that ludicrous he felt it was the only way he could demonstrate his innocence .

 

the challenge is when the accused is saying he made a pass / tried to kiss , they were in a place with no witnesses .

 

Also the accuser is known to greet people with a double kiss on the cheek , colleagues and such like ( including BIL) so at some point they will have had physical contact, he can’t NOT say he didn’t kiss her upon greeting or saying goodbye as instigated by accuser .  

 

This is where he feels he can’t prove his innocence and is worried he will be seen as the easy option to potentially dismiss , as they have already suggested they are worried about accusers capacity to take this further .

 

they are a small business with limited HR knowledge and no HR presence onsite .

Would you recommend my BIL consults / seek out legal advice ?

 

angain thanks you for your support /advice 

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I apologise for nagging but please could we have paragraphs with spacing in between them?

 

If you want people to help, you have to make it easy for them to read your posts. The site team and I can't always be around to edit.

 

HB

Illegitimi non carborundum

 

 

 

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Legal advice is good but note as soon as he starts trying to take a lawyer into meetings, it becomes an external process not an internal.

The test here is "balance of probability." Many years clean record, character references,  suggestion of motive due to discovered conflict of interest (trigger incident) will all be of assistance.

 

If the planned dismissal was due to a serious conflict of interest with the business, it can still go ahead - that won't have changed. I'm not sure why BIL thinks it will have? Either she's working at odds or she is not. Harassment doesn't change that.

 

 

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6 minutes ago, honeybee13 said:

I apologise for nagging but please could we have paragraphs with spacing in between them?

 

If you want people to help, you have to make it easy for them to read your posts. The site team and I can't always be around to edit.

 

HB

Sorry  😐 

 

Typing far too fast - will ensure I do , as all advice is much appreciated 😊

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7 minutes ago, Emmzzi said:

Legal advice is good but note as soon as he starts trying to take a lawyer into meetings, it becomes an external process not an internal.

The test here is "balance of probability." Many years clean record, character references,  suggestion of motive due to discovered conflict of interest (trigger incident) will all be of assistance.

 

If the planned dismissal was due to a serious conflict of interest with the business, it can still go ahead - that won't have changed. I'm not sure why BIL thinks it will have? Either she's working at odds or she is not. Harassment doesn't change that.

 

 

Thank you

 

 Out of interest -  What changes if it becomes an external process ? 
 

His due concern is that due to the covid outbreak the business is already on a tight financial schedule ( adjusted bonuses coming into play etc )  and they simply cannot afford a tribunal to go against them .

 

With the accuser having a crime ref number they have suddenly viewed it so much more seriously and have mentioned that she may attack the business also ( email clients stating she left due to sexual harassment etc ) 

 

off the record the MD has said he believes my BIL but he also said sexual harrasment is a very hard thing to recover from , proven or not 

 

the mixed messages are worrying him

 

the md also said that the accused wants to stay in her job and wants him sacked . She wants to stay , the conflict of interest is serious and still there but they are nervous of proceeding to not upset her and herein the problem lies . 

 

if my BIL is dismissed due to this - what grounds does he have ? He said he would accept a warning if he could keep his job if that would be enough , but I worry about him accepting that - especially as he a not guilty ? 
 

thank you 

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5 hours ago, Evay123! said:

and has crime ref number to support the claim of unwanted advance.

 

 

That is not evidence of anything except that the complainant has reported it to the police, probably online. In effect it's just an administrative file number that says "you have reported an alleged crime". It doesn't mean the police agree a crime has been committed at all, let alone that your BiL is guilty of anything. The more important question is whether the police have been in contact with your BiL to say they are investigating it, and if they do what the outcome is.

Edited by Ethel Street
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It won't get  as far as an external process. They'll refuse to let him bring a lawyer into the room. Unless they are really stupid.

 

I could get a crime reference number for anything I like tomorrow. Doesn't mean it's a crime. 

 

I can't make his employer develop guts. I can suggest a settlement agreement is so much cheaper than at ET.

 

Has he been suspended? If they think she;' at serious risk, he'll be suspended.

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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9 minutes ago, Ethel Street said:

 

 

That is not evidence of anything except that the complainant has reported it to the police, probably online. In effect it's just an administrative file number that says "you have reported an alleged crime". It doesn't mean the police agree a crime has been committed at all, let alone that your BiL is guilty of anything. The more important question is whether the police have been in contact with your BiL to say they are investigating it, and if they do what the outcome is.

No communication from the police at all.

which is reassuring , but they have no idea of when she reported it.

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7 minutes ago, Emmzzi said:

It won't get  as far as an external process. They'll refuse to let him bring a lawyer into the room. Unless they are really stupid.

 

I could get a crime reference number for anything I like tomorrow. Doesn't mean it's a crime. 

 

I can't make his employer develop guts. I can suggest a settlement agreement is so much cheaper than at ET.

 

Has he been suspended? If they think she;' at serious risk, he'll be suspended.

He hasn’t been suspended ( yet) but the formal meeting hasn’t happened as yet 

 

These  are all “off the record “conversations so far - everything starts tomorrow 

 

He wants to protect his job and his reputation , but for lack of evidence on either side how does he ? 
 

She has history of lying ( lieD  about conflict of interest ) then admitted when questioned several times she does have a conflict of interest 

 

She submitted the claim after she saw a meeting in my BIL online calendar that was named after her ( the meeting was with the MD who put the meeting without making it private ! stupid - yes unfortunately )  she rang my BIL to demand what the meeting was about , why is it about me , my BIL said it was about  her conflict of interest - she had been asked to put together a proposal to show why it wasn’t a conflict . She hung up 

 

Then she submitted her claim 

 

 

 

 

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There's no evidence, and she has a motive. On balance of probabilities, and long as he's usually squeaky clean at work, an investigation would see that.

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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For context the accuser has an open case of misleading and lying to the company for which the disciplinary position was about to be started"

 

Who have you obtained all of the information from, such as above ?

 

An accusation about sexual harassment, may be seen as not something anyone would do easily, so don't be surprised if it is taken very seriously.  If the person making the allegations, provides enough details, then your BIL will be in a very difficult position.  Hence why it may become necessary at some stage to seek professional legal help.

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As unclebulgaria says (#21) any accusation of sexual harassment has to be taken seriously by the employer.  This does not mean that the employer automatically has to believe it.  It means the employer has to investigate it properly and not assume guilt or innocence

 

I am perhaps a little surprised that your BiL hasn't been suspended on full pay(?).  Again, suspension does not mean that the employer thinks your BiL is guilty, it helps them to be able to show that they've investigated the accusations fully and your BiL has had no opportunity to affect the investigation - not that he would.  Is the person making the allegations still at work or are they currently suspended?

 

I think you've only mentioned a disciplinary meeting for your brother?  Hasn't he also been invited to an investigatory meeting for him to put his side of what did or did not happen?  They can't discipline anybody until they've investigated, and any investigation must, I would have thought, be incomplete until your brother (and any witnesses he may have) have had their say.

 

When it comes to a disciplinary meeting (if it does) I understand he is entitled to be accompanied by a union rep or a work colleague.  If I'm wrong, someone will correct me.

 

As you've not answered the question, I assume he's not in a union.  After this is over, he should join one.  (Well I would...)

Edited by Manxman in exile
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9 hours ago, unclebulgaria67 said:

For context the accuser has an open case of misleading and lying to the company for which the disciplinary position was about to be started"

 

Who have you obtained all of the information from, such as above ?

 

An accusation about sexual harassment, may be seen as not something anyone would do easily, so don't be surprised if it is taken very seriously.  If the person making the allegations, provides enough details, then your BIL will be in a very difficult position.  Hence why it may become necessary at some stage to seek professional legal help.

 

9 hours ago, unclebulgaria67 said:

For context the accuser has an open case of misleading and lying to the company for which the disciplinary position was about to be started"

 

Who have you obtained all of the information from, such as above ?

 

An accusation about sexual harassment, may be seen as not something anyone would do easily, so don't be surprised if it is taken very seriously.  If the person making the allegations, provides enough details, then your BIL will be in a very difficult position.  Hence why it may become necessary at some stage to seek professional legal help.

And also how beneficial would a counter grievance be - “would defamation of character be suitable ? “

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The accuser has lied about a conflict of interest and was about to be exited from the company on this basis 

 

As the line manager my BIL was fully aware and supported by the MD in this process 

 

I think that exploring his position with a solicitor my help

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3 minutes ago, Evay123! said:

 

And also how beneficial would a counter grievance be - “would defamation of character be suitable ? “

 

If you don't want to listen - I don't want to respond. Good luck.

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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