Is it okay for letting agency to deny me viewing for not telling them my employer name and how long I had been in a profession? Is it okay for a letting agency to ask me these questions ? What is the name of company I work for ? The property I am renting at the present is through agency or a landlord? How long I have been working as a software developer? They also asked me for how much I am earning and some other questions which I answered. When I further inquired they told me that until I answer these question they won't let me view the property and answers will be used for pre-screening. Is it okay for letting agency to deny me viewing for not telling them my employer name and how long I had been in a profession ? I know if I liked the property and for referencing they may need letter from my employer but I wasn't at this stage yet.
The other answers don't quite spell it out, so I will. There is no law in the UK requiring landlords or their agents to show a property to all parties interested - refusal to show a property may however in some cases fall under discrimination laws, so that might be something you can pursue if you feel the refusal is due to your gender, race or sexual orientation. While they may have to justify their data collection under the GDPR, that is entirely separate to their refusal to show the property to you.
Since you asked two questions: No and No Does a company’s T&amp;C or their house rules supersede law No and is asking private health status (including the request to wear a mask) an offence? No A company cannot require you to do things that are against the law but they can require you to do things that go further than the legal minimum. The UK and Spanish governments do not require you to wear a mask but they do not prohibit private organisations (like airlines) for making it a requirement to access their facilities. The law requires that they make reasonable accommodation for people with disabilities. But you don’t have a disability, you just can’t sleep with a mask on. If you had a disability you would have no trouble in getting a letter from your doctor to that effect. The contract requires them to take you from the UK to Spain: they don’t have to enable you to sleep. If you read the T&amp;C, you will find that they can refuse to carry you if, in their reasonable opinion, you pose a hazard to the aircraft or the people aboard it.
Go to know that you live in Washington. Per RCW 49.48.210, They must give you written notice with their evidence. Per RCW 49.48.210, section 3, you can (and should) request a review of the employer findings. Since the employer gave you the money, and you nor they saw any error until now, you may be protected under estoppel (WAC 388-02-0495). In the response letter, I would write something along the lines of " [Company Name] has paid IAW my expected rate and acted correctly when I received my money. I have also spent the money in good faith. Indeed, I still cannot see that any overpayment has actually happened. Please send me exact details why you believe that I have been overpaid, and why you believe that estoppel does not apply. Until this manner has been resolved per RCW 49.48.210, section 3, I request that you continue to pay my wages at normal rate for my time. I do not accept liability for the actions or inactions of [company name] and the claimed overpayment." Get receipt that the employer received the notice. Because it is in review, they don't have the right to garnish your wages. Challenge everything at the review. If something was changed or edited, challenge that. I would open up a new thread if they did that much. Best of luck
As someone who acts for both landlords and tenants I would say that I have never seen exclusions for personal injury or death in a commercial lease. I would recommend that you have the whole lease reviewed by a solicitor dealing in commercial property, particularly as, as has been stated in another reply, exclusion of liability for personal injury or death is prohibited by UCTA. This would suggest there may be other provisions which, if not prohibited, are unreasonable and you should be aware of the commitments you are taking on prior to signing This pure speculation, but the fact that those clauses would not be in a standard lease precedent does make me wonder if the landlord has done a DIY job and produced a lease from the internet suitable for another jurisdiction.
The relevant bit of legislation — Human Rights Act 1993 s22 — protects applicants and employees: Where an applicant for employment or an employee is qualified for work of any description, it shall be unlawful .. to refuse ... offer .. terminate ... retire ... by reason of any of the prohibited grounds of discrimination. So, if you never advertise but always invite people (i.e. offer them job straight away) then there are no applicants (as at no point does anybody apply for the job), and hence no employment discrimination. If you invite them for a "non-discriminatory screening interview" then there is no discrimination by definition of "non-discriminatory" :) behavioural / relational / mental / spiritual I'm pretty sure these criteria would be discriminatory in a advertised position. None of those criteria are prohibited grounds of discrimination (s21). However, it would be a good idea to clearly define them as "a genuine occupational qualification for the position" by drafting a job description and explaining why those traits are crucial for the business.
I am assuming in this answer that the lease or rental agreement provides the landlord with a right of access for required maintenance. The question is not clear on that point. If there is a specific and reasonable ground for refusing a particular representative or agent of the landlord, you might be able to do so. If, for example, that particular worker had previously insulted you in your apartment, or had attempted to steal from you there, you could probably refuse entrance and request the landlord to send a different worker to do the job. But in general the landlord may choose his or her agents, and if it is a reasonable for an agent to be admitted, you must admit whatever agent the landlord sends. You can probably demand reasonable notice, depending on the terms of the lease. You may be able to demand to be present when the agent is to be in the premises, again depending on the lease. But I fo not think that the tenant can arbitrarily choose which agent the landlord will use.
There is a general common law doctrine of contract interpretation which tells us that ambiguities are construed against the drafter. In your case, had the employer intended to require two years of work (or else reimbursement back to them) they could have explicitly stated this. The fact is, the contract is written as it is for a reason, likely to entice you to accept the offer of employment. They softballed the requirements to get you to take the job and now they are trying to play hardball. I would hope that a court would find this and tell the employer to think about these clauses next time. The fact is, after a deal goes south is a bad time for an employer to start explaining what these terms mean. You have fulfilled your half of the bargain. If the facts are as you say they are then you satisfied the "best of my ability" condition. Another problem you might have is if the employer does not take you to court but instead continues to make threats, maybe sends a collections agency after you. In that case you will need to get an injunction to stop the employer. In other words, get a court to state that you do not owe them any money and enjoin them from continuing to as if you do. EDIT: as a commenter mentioned, a contract may explicitly provide that ambiguous terms will not be construed against either party.
The tenant is responsible for damage beyond “fair wear and tear” which this obviously is. If it is as bad as you suggest then it may require professional forensic cleaning which can run to thousands of pounds. At some point, things like carpets etc. can be cheaper to replace than to repair. There is no upper limit (beyond, at the extreme, the cost of demolition and rebuilding the dwelling), however, there may be a practical limit being the amount the tenant can pay before going bankrupt.