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    • Yep, I read that and thought about trying to find out what the consideration and grace period is at Riverside but not sure I can. I know they say "You must tell us the specific consideration/grace period at a site if our compliance team or our agents ask what it is"  but I doubt they would disclose it to the public, maybe I should have asked in my CPR 31.14 letter? Yes, I think I can get rid of 5 minutes. I am also going to include a point about BPA CoP: 13.2 The reference to a consideration period in 13.1 shall not apply where a parking event takes place. I think that is Deception .... They giveth with one hand and taketh away with the other!
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    • the Town and Country [advertisments ] Regulations 2007 are not easy to understand. Most Council planing officials don't so it's good that you found one who knows. Although he may not have been right if the rogues have not been "controlling" in the car park for that long. The time only starts when the ANPR signs go up, not how long the area has been used as a car park.   Sadly I have checked Highview out and they have been there since at least 2014 . I have looked at the BPA Code of Practice version 8 which covers 2023 and that states Re Consideration and Grace Periods 13.3 Where a parking location is one where a limited period of parking is permitted, or where drivers contract to park for a defined period and pay for that service in advance (Pay & Display), this would be considered as a parking event and a Grace Period of at least 10 minutes must be added to the end of a parking event before you issue a PCN. It then goes on to explain a bit more further down 13.5 You must tell us the specific consideration/grace period at a site if our compliance team or our agents ask what it is. 13.6 Neither a consideration period or a grace period are periods of free parking and there is no requirement for you to offer an additional allowance on top of a consideration or grace period. _________________________________________________________________________________________________________________So you have  now only overstayed 5 minutes maximum since BPA quote a minimum of 10 minutes. And it may be that the Riverside does have a longer period perhaps because of the size of the car park? So it becomes even more incumbent on you to remember where the extra 5 minutes could be.  Were you travelling as a family with children or a disabled person where getting them in and out of the car would take longer. Was there difficulty finding a space, or having to queue to get out of the car park . Or anything else that could account for another 5 minutes  without having to claim the difference between the ANPR times and the actual times.
    • Regarding a driver, that HAS paid for parking but input an incorrect Vehicle Registration Number.   This is an easy mistake to make, especially if a driver has access to more than one vehicle. First of all, upon receiving an NTK/PCN it is important to check that the Notice fully complies with PoFA 2012 Schedule 4 before deciding how to respond of course. The general advice is NOT to appeal to the Private Parking Company as, for example, you may identify yourself as driver and in certain circumstances that could harm your defence at a later stage. However, after following a recent thread on this subject, I have come to the conclusion that, in the case of inputting an incorrect Vehicle Registration Number, which is covered by “de minimis” it may actually HARM your defence at a later stage if you have not appealed to the PPC at the first appeal stage and explained that you DID pay for parking and CAN provide proof of parking, it was just that an incorrect VRN was input in error. Now, we all know that the BPA Code of Practice are guidelines from one bunch of charlatans for another bunch of charlatans to follow, but my thoughts are that there could be problems in court if a judge decides that a motorist has not followed these guidelines and has not made an appeal at the first appeal stage, therefore attempting to resolve the situation before it reaches court. From BPA Code of Practice: Section 17:  Keying Errors B) Major Keying Errors Examples of a major keying error could include: • Motorist entered their spouse’s car registration • Motorist entered something completely unrelated to their registration • Motorist made multiple keying errors (beyond one character being entered incorrectly) • Motorist has only entered a small part of their VRM, for example the first three digits In these instances we would expect that such errors are dealt with appropriately at the first appeal stage, especially if it can be proven that the motorist has paid for the parking event or that the motorist attempted to enter their VRM or were a legitimate user of the car park (eg a hospital patient or a patron of a restaurant). It is appreciated that in issuing a PCN in these instances, the operator will have incurred charges including but not limited to the DVLA fee and other processing costs therefore we believe that it is reasonable to seek to recover some of these costs by making a modest charge to the motorist of no more than £20 for a 14-day period from when the keying error was identified before reverting to the charge amount at the point of appeal. Now, we know that the "modest charge" is unenforceable in law, however, it would be up to the individual if they wanted to pay and make the problem go away or in fact if they wanted to contest the issue in court. If the motorist DOES appeal to the PPC explaining the error and the PPC rejects the appeal and the appeal fails, the motorist can use that in his favour at court.   Defence: "I entered the wrong VRN by mistake Judge, I explained this and I also submitted proof of payment for the relevant parking period in my appeal but the PPC wouldn't accept that"   If the motorist DOES NOT appeal to the PPC in the first instance the judge may well use that as a reason to dismiss the case in the claimant's favour because they may decide that they had the opportunity to resolve the matter at a much earlier stage in the proceedings. It is my humble opinion that a motorist, having paid and having proof of payment but entering the wrong VRN, should make an appeal at the first appeal stage in order to prevent problems at a later stage. In this instance, I think there is nothing to be gained by concealing the identity of the driver, especially if at a later stage, perhaps in court, it is said: “I (the driver) entered the wrong VRN.” Whether you agree or not, it is up to the individual to decide …. but worth thinking about. Any feedback, especially if you can prove to the contrary, gratefully received.
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Dismissal accused of theft


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My daughter has just been accused of theft and dismissed.

She was working about 25 hours a week.

There are a few people who didn't like my daughter working there and often were unpleasant. She has been accused of taking something as she left work without paying for it. She says she did take something, she left the money on top of till, because she had already cashed up. There was someone with her at the time and she has also been dismissed for theft. The evidence her boss has said is that someone else has told them, but there was no-one else there other than the two who got dismissed (my daughter and work collegue)

She has been working there approx 5 months.

 

Does any one know what we can do about this? Doesn't her boss have to prove that she stole something? Isn't this deffammation of character?

 

Hopefully someone can help with this dilema

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Does the premisis your daughter worked in have cctv???

If they do im sure it wouldnt hurt to ask to see it from the time your daughter took something, and then they would see your daughter putting money on the till to pay for the item she took.

:-D:p xxmissxx:p :-D
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No there is no cctv.

Her boss said that someone told him that my daughter and work collegue was bragging about this.

By the way the item she has been accused in taking is a Solero ice lolly.

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DPR

 

Just a few of questions.

 

 

How was the dismissal carried out.

 

Was it the same for her friend.

 

Was she accused, and then dismissed, e.g. did she have opportunity to explain.

Sharkie

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She was confronted by the boss who said 'admit it now and nobody need to find out about it and it will be dealt with now'. My daughter did admit to taking a lolly but said 'I left the money on the till'. Her boss just kept repeating 'admit it now' but that was on friday the conversation ended with the boss saying I will let you know by monday whats happening. But over the weekend my daughter has had phone calls from numerous people to say my daughter had been sacked for stealing.

On monday she never got a phone call, so she rang them the boss kept hanging up, so Myself and my daughter went up there to the shop. My daughter then got a phone call from the other boss (father daughter business) while we there on the premises, who told her over the phone that she was sacked for stealing and remove herself from the premises, did she want to get the police involved. My daughter then nearly in tears I took over the phone and asked for the reason she was sacked, he said theft, I asked what evidence he said he had been told I asked for proof and he kept saying and repeating himself 'do you want the police involved?'

Her friend has never been told to her face yet that she has been sacked he told me, like my daughter she was told we will ring you and everyone in the complex has been told they stole something.

Their business is set within a complex they rent the building and we have found out from one of the managers of the complex that the whole site is being changed round and they may not be renewing the shops contract, and by getting rid of 3 people within a month I'm wondering wether its a ploy to get rid of them, and over the last few weeks the boss has been whining how much the business is bringing in and that she paying wages out of her pocket.

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dpr

 

Strictly speaking they have broken rules, however I take it she did not have a contract or grievance procedure.

 

Unfortunately she will find it almost impossible to prove her innocence, there is the possibility of CCTV but you will have to gain access to this, they will look first and if they have made a mistake you can bet the tape will be lost or wiped.

 

You may be right about the need to shed staff, but if she has not been there that long its not hard to do that legally.

 

It may be more beneficial to walk away, if she is questioned whilst looking for other work she can state hand on heart what has happened, and that she was denied the right to defend herself correctly.

 

As they say "next time beware".

Sharkie

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I have to say that I agree with Sharkie. The employer has undoubtedly broken the fundamental rules in dismissing staff, and had she been working there she would have little trouble in proving that the dismissal was unfair. On the spot suspension is OK whilst investigating an allegation of Gross Misconduct, but strictly speaking your daughter should have been given a formal disciplinary hearing with a right to be accompanied and a right to appeal the decision to dismiss - anything less than this will normally make any dismissal 'automatically unfair'.

 

After 5 months however there is not the same level of protection sadly.

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I agree with the other posters, with under 12 months employment with this company, she does not have the protection of other workers. I would however, be inclined to push them to prove this alleged theft, as on the face of it, there is certainly no evidence to support a charge of theft. If your daughter said she left the money, it is for them company to prove that didnt happen. The word of the witness would be looked upon as shaky at best, I don't think the Police would be too keen to get involved, and even if they did any half witted brief could probably shred the prosecution evidence.

best regards and good luck

Please remember our troops, fighting and dying in our name. God protect them.

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She did have a contract but as you all say, my daughter was only there 5 months and there is no CCTV. I have thought about this all day and considering if it would be worth visiting my local solicitor, to see what they think.

She's got a job interview tommorrow so fingers crossed. She has been at college full time for the last 2 years, as well working, training to become a nursery teacher and her ultimate goal is to become a social worker, so every year she has to have police checks so obviously her police record has to be impecable.

It has just made me so mad that these bosses can treat her like this and I don't think theres not much we can do about it, without ruining her ultimate career path.

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  • 3 years later...

My son was also accused of theft and there was CCTV which the police checked after arresing him. The police said they was nothing on the CCTV to suggest he had stolen anything and they rang his work and told them this. They still sacked him because they had told all the staff he had stolen it and they didn't want to look stupid by telling the truth.

 

Whatever the outcome, my son shall move on with his life and not think twice about it. At least everyone knows he didn't do it and it has just shown how stupid these people are. I don't know how they sleep at night and I hope they all rot in hell together.

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