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    • I have received a PCN from Euro Car Parks for MFG - Esso Cobham - Gravesend. I was completely unaware that there was any such limit for parking and always considered this to be a service station. I stopped there to use the toilet, have a coffee and made a couple of work calls. I have read the previous topics on this location which suggest I can ignore this and ECP will not take legal action. The one possible complication is that the vehicle is leased by my employer so I do not want to involve them with the associated reminders and threatening letters. The PCN was first issued to the leasing company Arval who have notified ECP of the hiring company. I have attached a copy of the PCN Notice to Hirer with details removed as per instructions. What options do I have or should I just pay the PCN promptly at the reduced rate of £60? img20240424_23142631.pdf
    • What you have uploaded is a letter with daft empty threats from third-party paper tigers.  Just ignore it. What we need to see is the original invoice you received last October or November.
    • Thanks for posting the CPR contents. i do wish you hadn't blanked out the dates and times since at times they can be relevant . Can you please repost including times and dates. They say that they sent a copy of  the original  PCN that they sent to the Hirer  along with your hire agreement documents. Did you receive them and if so can you please upload the original PCN without erasing dates and times. If they did include  all the paperwork they said, then that PCN is pretty near compliant except for their error with the discount time. In the Act it isn't actually specified but to offer a discount for 14 days from the OFFENCE is a joke. the offence occurred probably a couple of months prior to you receiving your Notice to Hirer.  Also the words in parentheses n the Act have been missed off. Section 14 [5][c] (c)warn the hirer that if, after the period of 21 days beginning with the day after that on which the notice to hirer is given, the amount of unpaid parking charges referred to in the notice to keeper under paragraph 8(2)(f) or 9(2)(f) (as the case may be) has not been paid in full, the creditor will (if any applicable requirements are met) have the right to recover from the hirer so much of that amount as remains unpaid; Though it states "if any applicable ...." as opposed to "if all applicable......" in Section 8 or 9. Maybe the Site could explain what the difference between the two terms mean if there is a difference. Also on your claim form they keeper referring to you as the driver or the keeper.  You are the Hirer and only the Hirer is responsible for the charge EVEN IF THEY WEREN'T THE DRIVER. So they cannot pursue the driver and nowhere in the Hirer section of the Act is the hirer ever named as the keeper so NPC are pursuing the wrong person.  
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Who can I take to a disciplinary hearing?


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Hi,

 

I'm after some advice, having looked on the internet for hours and not finding anything relevant!

 

I have a disciplinary hearing on Tuesday. I think I have got a very good case and hope to be cleared. However, I have the opportunity to take someone to the hearing, all the advice I've been given is not to go on my own - is that good advice?

 

I work in a small firm, just a few employees. We don't have a union and I have been told not to have contact with anyone in the firm. So I don't know who I can take to the hearing.

 

Also if I take someone, can they speak up for me or help me in any way? I'm not the best speaker and get very nervous and stutter sometimes. I'm going to feel under pressure as it is.

 

Any help and advice on how to handle things will be gratefully rec'd. Thank you.

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You can take a work collegue and they can't put a restriction on who you associate with. Perhaps they have said that to make it easier for themselves, no witness means they could work out what they and you said after the hearing has happened.

 

A work collegue may not want to accompany you for fear of reprisal.

They cannot speak for you, but can take notes.

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Guest Old_andrew2018

IMHO you are able to take one of the following a trade union official, or a work colleague it is your right look at this link, www.acas.org.uk/CHttpHandler.ashx?id=272&p=0 please refer to pages 32 and 33.

 

Your employer may allow someone else, if I'm honest I doubt that they will.

I feel as the meeting is so close you should ask them to delay the meeting in order that you can contact such a colleague.

 

Andy

Edited by old_andrew2007
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I work in a small firm, just a few employees. We don't have a union and I have been told not to have contact with anyone in the firm. So I don't know who I can take to the hearing.

 

 

They can't do this.

 

They can enforce no contact during work time, but outside of that, they can't; nor discipline anybody who breaches this "instruction".

 

What if you wife or parent worked there?

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  • 7 months later...

How did you get on with your hearing? I have just discovered this site, and find myself in a similar situation to you. I also work in a small company and have been asked to attend a disciplinary hearing. I can not take in a work colleague as apparently I have been bad mouthing my boss to one of them (she won't tell me who) so it's impossible to ask anyone. I am not a member of a trade union, so my brother who is an HR officer offered to sit in with me. I have been told by my employer that this is not allowed. My contract states who I CAN be accompanied by, but not who I CAN NOT. Is this splitting hairs? Also my meeting was scheduled for this afternoon, but was cancelled late yesterday. Do they have to give a reasonable time for cancellation eg 24 hours?

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