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Having done thorough research which we had backed up by two leading solicitors it can now be confirmed that no employer can be fined by the CSA or the Courts. Giving out your employees details to such corporations such as the CSA, Councils and the courts could lead to you being prosecuted by your employee for giving out their personal information without their consent. If any employer receives a Deduction of Earnings Order you should refrain from paying out any monies unless the employee consents to it or the CSA have provided you with hardened evidence that the employee is the liable person. This should be by way of proof by DNA test results or by written confirmation by your employee that he agrees they are the parent. Employers should note that a copy of a birth certificate is NOT proof that anybody is the parent of any child, as the Birth Certificate cannot prove identity of anybody, and it clearly states on birth certificates that they are not to be used for identification purposes. The Birth certificate is a Legal Fiction only, it is Not and we repeat NOT the human being. This is how the government trick the human being into being linked to the Birth Certificate so that the powers to be can then control that human, far fetched it may sound, but it is true, why do you think when you go to court or you are stopped by the police, one of the first things they ask you to do is confirm who you are. We are not names we are human flesh and blood beings that were born freely into this land to come and go as we please, so long as we cause no loss or harm to anybody, do not take another life or commit fraud within a contract, then the powers to be, or corporations as we now know them, have no lawful jurisdiction over us what so ever, we have only been conned over the decades to think they have. If you get a jobsworth at the CSA/CMEC contacting you demanding names of employees and how much their income is, or wanting you to fax over information to them, just ask them to prove the Child Support Act is a law. Do inform them that it is only Statutory Legislation, as is any other act of Parliament, it is an act only, or a game as some of look at it now. If it was a law do you not think they would call it Child Support law, or Road Traffic Law or any other law, we can confirm it is legislation only. If you want to confirm what we are saying is true then take a look at the Blacks Law Dictionary edition 8, you will see it states “Stautory Legislation; a legislative rule of society given the force of a law by consent of the governed” In other words it means they have to have our consent in order for them to be able to control us. Lets take a look at some examples of their statutes in the Child Support Act 1 The duty to maintain (1) For the purposes of this Act, each parent of a qualifying child is responsible for maintaining him. (2) For the purposes of this Act, an absent parent shall be taken to have met his responsibility to maintain any qualifying child of his by making periodical payments of maintenance with respect to the child of such amount, and at such intervals, as may be determined in accordance with the provisions of this Act. (3) Where a maintenance assessment made under this Act requires the making of periodical payments, it shall be the duty of the absent parent with respect to whom the assessment was made to make those payments. SO next time they demand information and start threatening you the employer with prosecution, just ask the CSA/CMEC to show you the proof that it is a law and not Statutory Legislation. You have no lawful duty to pass on personal details about anybody to a third party company trading as the CSA/CMEC, this is now being proven in courts as more and more employers are now fighting back and protecting their staff. The CSA are informing payroll departments that it is law that Employers must pass on employees income details, and if they don’t then employers can be fined up to £1000. We cannot stress this enough that this is NOT a law, it is only Statutory Legislation which only becomes a law if you consent to it. Having done thorough research which we had backed up by two leading solicitors it can now be confirmed that no employer can be fined by the CSA or the Courts. Giving out your employees details to such corporations such as the CSA, Councils and the courts could lead to you being prosecuted by your employee for giving out their personal information without their consent. If any employer receives a Deduction of Earnings Order you should refrain from paying out any monies unless the employee consents to it or the CSA have provided you with hardened evidence that the employee is the liable person. This should be by way of proof by DNA test results or by written confirmation by your employee that he agrees they are the parent. Employers should note that a copy of a birth certificate is NOT proof that anybody is the parent of any child, as the Birth Certificate cannot prove identity of anybody, and it clearly states on birth certificates that they are not to be used for identification purposes. The Birth certificate is a Legal Fiction only, it is Not and we repeat NOT the human being. This is how the government trick the human being into being linked to the Birth Certificate so that the powers to be can then control that human, far fetched it may sound, but it is true, why do you think when you go to court or you are stopped by the police, one of the first things they ask you to do is confirm who you are. We are not names we are human flesh and blood beings that were born freely into this land to come and go as we please, so long as we cause no loss or harm to anybody, do not take another life or commit fraud within a contract, then the powers to be, or corporations as we now know them, have no lawful jurisdiction over us what so ever, we have only been conned over the decades to think they have. If you get a jobsworth at the CSA/CMEC contacting you demanding names of employees and how much their income is, or wanting you to fax over information to them, just ask them to prove the Child Support Act is a law. Do inform them that it is only Statutory Legislation, as is any other act of Parliament, it is an act only, or a game as some of look at it now. If it was a law do you not think they would call it Child Support law, or Road Traffic Law or any other law, we can confirm it is legislation only. If you want to confirm what we are saying is true then take a look at the Blacks Law Dictionary edition 8, you will see it states “Stautory Legislation; a legislative rule of society given the force of a law by consent of the governed” In other words it means they have to have our consent in order for them to be able to control us. Lets take a look at some examples of their statutes in the Child Support Act 1 The duty to maintain (1) For the purposes of this Act, each parent of a qualifying child is responsible for maintaining him. (2) For the purposes of this Act, an absent parent shall be taken to have met his responsibility to maintain any qualifying child of his by making periodical payments of maintenance with respect to the child of such amount, and at such intervals, as may be determined in accordance with the provisions of this Act. (3) Where a maintenance assessment made under this Act requires the making of periodical payments, it shall be the duty of the absent parent with respect to whom the assessment was made to make those payments. SO next time they demand information and start threatening you the employer with prosecution, just ask the CSA/CMEC to show you the proof that it is a law and not Statutory Legislation. You have no lawful duty to pass on personal details about anybody to a third party company trading as the CSA/CMEC, this is now being proven in courts as more and more employers are now fighting back and protecting their staff.