As the old adage goes FA, "a verbal contract isn't worth the paper it's written on".
Yes, but adages aren't that reliable as a source of legal precedent
I'd place more reliance on actual cases. Such as BVM Management -v- Yeomans, which included a dispute about a verbal contract where one party was saying it included a three-month early termination clause, and the other denied it. The Court of Appeal upheld the decision that there WAS such a clause, even though no written contract was ever signed.
Bulliac wrote:
As the old adage goes FA, "a verbal contract isn't worth the paper it's written on".
Yes, but adages aren't that reliable as a source of legal precedent
I'd place more reliance on actual cases. Such as BVM Management -v- Yeomans, which included a dispute about a verbal contract where one party was saying it included a three-month early termination clause, and the other denied it. The Court of Appeal upheld the decision that there WAS such a clause, even though no written contract was ever signed.
If that is the case would suspect MG is arguing we were as good as down and ended up relegated and FC is arguing mathematically we weren't down? Also could FC be claiming without a six point deduction and admin that meant him getting rid of 3 players meant he had little chance. Could say all arguments hold water hence no agreement can be reached
From what I know a contractual agreement (Contract) on the transfer of a business to a new company with a different method of trading to the previous company under a TUPE arrangement has to fulfill obligations under existig contracts, however the contract at TUPE can be re negotiated to the benefit (not detriment) of the person/persons under contract/s, but redundancies and dismissals can take place in the event that the New company cannot perform to it's original projections, when the transfer of undertaking took place. In other words I, like you, haven't a clue what transpired.
Don't worry, Cameron has workers' hard-won rights under TUPE firmly in his basstard sights the same as all other workers' protections.
I suspect Cameron will be rather more worried about the multitude of sights trained on him in the next few days than have time to have time to trample on the plebs
Yes, but adages aren't that reliable as a source of legal precedent
I'd place more reliance on actual cases. Such as BVM Management -v- Yeomans, which included a dispute about a verbal contract where one party was saying it included a three-month early termination clause, and the other denied it. The Court of Appeal upheld the decision that there WAS such a clause, even though no written contract was ever signed.
Yeah, I know that in law a verbal contract is worth the same as a written one, but proving you had one is the difficult bit if it goes to court...especially if the other lot deny it
Ferocious Aardvark wrote:
Yes, but adages aren't that reliable as a source of legal precedent
I'd place more reliance on actual cases. Such as BVM Management -v- Yeomans, which included a dispute about a verbal contract where one party was saying it included a three-month early termination clause, and the other denied it. The Court of Appeal upheld the decision that there WAS such a clause, even though no written contract was ever signed.
Yeah, I know that in law a verbal contract is worth the same as a written one, but proving you had one is the difficult bit if it goes to court...especially if the other lot deny it
“At last, a real, Tory budget,” Daily Mail 24/9/22 "It may be that the honourable gentleman doesn't like mixing with his own side … but we on this side have a more convivial, fraternal spirit." Jacob Rees-Mogg 21/10/21
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