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    • What type of finance is it?   HP, PCP, Loan? They want her to ring so they can bully her into making payments she can't afford...unless she can record her calls then IMHO, I'd keep everything in writing. Is £400 SSP her only income? There's no chance they will justify taking half of that.   Lodge a formal complaint with them ASAP, exhaust it, and then you can escalate it sooner rather than later, ruddy sharks!  
    • Is all of this actually on the signage? Don't remember seeing that much detail on other threads.
    • If I have learnt one thing from this forum, it's not to call and communicate via email. I passed this info on to her and they are pushing for her to call them.    "Unfortunately, you will need to call us. The conversation won’t be so black and white as to therefore type over email. In a nutshell we can confirm that the request to not pay for 3 months we cannot put in place"  I emailed them back on her behalf and said that what ever is discussed over the phone will need to be put in an email so that she can review it properly. No decisions will be made on that phone call.    "Once we speak to you on the phone we will follow up with an email to confirm the options discussed. [Phone number]"   Why are they pushing for a phone call? If its not so black and white, why can they then follow up with an email?  
    • Appreciate input Andy, updated: 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. The Defendant has not entered any contract with the Claimant. 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 21/12/2022. 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 Claimant has been unjustly enriched at the expense of the Defendant by purchasing bulk debt at a greatly reduced cost and subrogating for the original creditor in trying to recuperate the full amount of the original debt 12. 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: _____________________
    • Morning,  I am hoping someone can help, I am posting on behalf of my friend so I will try and provide as much info as possible.  Due health reasons, she is currently not working and unable to pay her contractual car finance payments. She emailed 247 Money and asked for a 3 month payment holiday, they refused this straight away with no reasons as to why. They have told her that instead she can make a payment of £200. She is currently getting £400+ a month ssp so this is not acceptable. She went back to them and explained she cannot make this payment and they have not offered an alternative plan. Its £200 or she falls into default.  She is now panicking as she does not want her car to be taken away. What options does she have?  Thank you, 
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employment law


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sorry if this is an incorrect forum for this sort of thing but was just looking for a bit of ad hoc advice

 

my friend was employed as a school caretaker for a number of year

 

most likely due to a dispute between him and the school, they decided that instead of a caretaker, they were more in need of a site manager (similar role but slightly different duties)

 

they said that due to legal issues the new post would need to be advertised, which it was and he had to apply for,

 

for whatever reason he didnt get the job and now he has to move out of the caretakers accomodation.

 

my question is what are his rights in this situation, was he right to apply for the job in the first place, would they have to sack him or find him other suitable employment or does the fact that they have employed some1 else mean that they can end his employment solely for that reason, and is this really a "legal" way of getting some1 new to do his job

 

any advice would be appreciated

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If the job he was doing ceased as it has from what you have said regarding the different duties then he would have to apply for this new position. As his post no longer exists then he will be entitled to reduntancy payments. As the accomodation was given by the employer then the employer has the right to seek possession of the property as when your pal is made reduntant he will no longer be employed by the school. This is perfectly legal Steve, if your pal is not suitable for the new position as it involves other duties then they can say bye bye to him. But they must make him redundant and pay him.

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Guest ArthurP

I'd agree with the above but I'd also point out that if this new role contained some new duties that your buddy was already qualified to do then he may have some come back on that.

 

A 'Site Manager' at one school may be called a 'caretaker' at another with no extra skills required other than what one is already skilled to do.

 

He should seek expert advise.

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This change of job description seems to be the way employers are going nowadays.

I seem to remember that the employer has to offer training to the employee in the event of the job description changing and only if the employee refuses or is incapable of carrying out the new tasks can the employer make the individual redundant.

If a tied house is involved it should be up to the local council to re-house the individual in the local area.

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It sounds like they have claimed it was a redundancy, but to do that they would have to say that the new job was significantly different to the old one. Cant say from the facts given if they have done so.

Perhaps more importantly is weather they complied with the statutory dismissal procedure. They should have written to him to explain why his job was at risk, held a meeting with him before deciding to dismiss then offered him a right of appeal. If any one of those steps was missed then he was automatically unfairly dismissed and should bring a claim in the employment tribunal. From what you say, I sounds like there may well have been no right of appeal offered.

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yes - its very cheeky imho, but thats the way it is,

 

its the council, they dont want to sack people for fear of reprisal, they seem just to do it in an underhanded way!!!

 

i got the impression for him that they have been trying to push him out for a while by making things difficult for him, and in return he has been making things difficult for them - which may not be right but seems fair to me,

 

i suppose it has to be something serious for them to sack him so they have resorted to this, im not sure what hes going to do about it, personally i woulnt stand for it but some people would probably walk away from it and start again

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He has nothing to lose in puttin a claim in, it's free and they may make him an offer to avoid the cost and hasstle of defending what sounds a bit "dodgy".

 

He can apply online via:

Employment Tribunals - Claiming and responding

 

dealines are very tight though, he has 3 months from the dismissal to get his claim in.

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Hi again Steve. Can you clarify that he has NOT been sacked? What stage all of this is at? I do not see any grounds for a tribunal at all at this stage. He would require his current job spec and the new job spec. If the two are more or less the same then there could be a possible claim. If they are very different then no possible claim. The new post was advertised, he was allowed to apply and was unsuccesful. His old post was made redundant and so was he, this is not unfair dismissal.

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Even if it is a genuine redundancy the employer must follow a fair procedure for it to be a fair dismissal. Most cases are won on procedural failings in the Tribunal.

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Artoo, I am well aware of how tribs work my friend as i have acted as advocate on numerous occassions. This persons problem is nowhere near tribunal. As far as i read the person still has his job.

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No offence intended Calvi, From the first post he appears to have been told he will be not given the new position, it seems logical to assume he has been dismissed or is on notice of dismissal. He can walk away or claim the Tribunal.

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They definately have to offer him the option of being retrained as the new job spec cannot be that much different from what he is doing now.

On the other hand if relationships have broken down that much between him and his bosses the best option would be to get some sort of redundancy package.

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No offence intended Calvi, From the first post he appears to have been told he will be not given the new position, it seems logical to assume he has been dismissed or is on notice of dismissal. He can walk away or claim the Tribunal.

 

None taken at all artoo. I don't see how this is a dismissal though, it is or should be redundancy. As for retraining, this is an option. If however as Azalea says and things have gone completely tits up then it would be best to walk away with the money and a decent reference. As you prob know artoo, going to trib can be nerve racking for a claimant. Before it gets to that stage then I would suggest every possible means is used to negotiate a settlement.

Steve, please tell your pal to keep copies of all letters sent by him and to him by his employer. Also to keep notes on all conversations, dates time, ppl involved etc, just in case he has to go to trib.

In his contract of employment (express terms)or councils conditions of service for employees in his grade, it should state what happens should his position become redundant.

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Hubby works for a council and has seen this happen loads of times recently. They have even seen staff told their job is going, they are made redundant and then their old work is spread out amongst the rest of the staff (who are already at full stretch anyway). Just a new way of cutting staff I'm afraid, but I know of at least 3 staff who are going via tribs to challenge it, but who knows if they will win?

Good luck to the OP

ali x

Btw I am no expert just give notes based on what I have read on here and other forums/sites, plus my own experiences and investigations.

 

All ccj's now dropped off file, 2 yrs to go to clear file.

All old debts either settled or made unenforcable.

 

RBS MPP-Full offer at 8 wks from first complaint

RBS Overdraft loanguard-full offer at 8 wks from complaint

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Monument ppi-with FOS

aqua x2 ppi-partialled settled still pushing for the rest

Black horse ppi-offers made and accepted except for one early loan they say no info held-still pushing for payment

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