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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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    • deed?  you mean consent order you and her signed? concluding the case as long as you nor she break it's conditions signed upto? dx  
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Complaint mishandling & illegal behaviour from supervisor


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Hi everybody.

 

I'm a new user to [edited] but after plenty of mistreatment and unfair bosses surrounding me in the past I decided to join up. In he past I have spoken about issues in previous jobs to Acas but to no avail.

 

I now have issues in my current job. The issues are varied, most directly affect me but one doesn't.

 

To begin, I shall introduce the setting. I am currently away for 8 weeks (currently in week 3) in Norway for my job (I'm a stocktaker). There are 5 teams of 10 people out here - my current team has 9 people from one district (that all work together back home) plus me.

 

I have complaints concerning bullying/potential harassment (not against me), Favouritism/potential discrimination (against me), dangerous/illegal driving (we have company drivers to take us to jobs) and changing hours worked.

 

I have raised these concerns in a complaint email to my district manager. He in turn, forwarded that to the other 9 people's district manager and the person in charge of us out in Norway. Since Then, I have been called by my DM asking "if you're uncomfortable out there we can look at bringing you back" - I responded and told him I wasn't and won't be uncomfortable, to which he replied "we need to look at it from their (the other 9's) perspective though". He the proceeded to tell me that an Area Manager will be visiting to investigate my allegations - all of this sounds good but I'm not sure the AM is coming to investigate my claims but rather my stance on being sent home prematurely.

 

To give a bit more detail to my allegations/complaints;

 

The supervisor for our team edits our Timesheet. If I work 5 hours I should be paid for 5 hours, however, sometimes I might get only 4 hours 40 minutes pay and other days 5 hours 10 minutes pay. He will also make us work for over 6 hours, not give us a break and then add an imaginary 20 minute break to the time sheet after the job to coincide with employment laws.

 

The supervisor is also one of the 2 drivers for the team. He will regularly break 100kmph in a 60kmph zone. The roads in Norway in places are small enough for one vehicle, on the edge of a cliff/fjord, very little street lighting unless near towns and there are often animals (deer, moose etc) on the road. This is obviously extremely dangerous and illegal... he was told, however, that's if he accumulates speeding fines it is difficult for the Norwegian government to chase him for it as it's an English vehicle. He also regularly struggles to keep his eyes open while driving due to over-tiredness (not necessarily his fault).

 

The bullying/harassment seems to be the only thing they have taken seriously (at least a little). The victim was too scared to speak up initially for fear of having no backup, however, since I've spoken with him he spoke up and complained. The DM for the other 9 had "a word" with one of the bullies and told him that I and the victim had spoken up - is the DM in his rights to name us like that?

 

 

The reason I have come here seeking advice is because I am worried that my complaint is going to backfire on me.

 

The timesheet editing and driving is illegal - it should be dealt with properly but it sounds like the solution was a quick phone call to the supervisor in question to tell him to behave around 'me'. I've noticed since the phone call that he tries to avoid letting me drive in his vehicle rather than slowing down and tries to avoid doing anything with the timesheet until he is alone.

 

The bullying/harassment was dealt with in a similar manner but seems to have been effective, they are no longer harassing him, albeit with a bit of backlash onto me (which I can handle).

 

I feel like there is a lot of favouritism (not sure if i can class as discrimination) against me from the supervisor because I'm from a different district. We are stocktakers and we are scored on the amount we count every hour (pph) - this is easily calculated as 'overall pieces counted ÷ overall time worked'. I have been told by the supervisor that he doesn't want me on top (highest pph) but he wants his district on top. Therefore I get the worst areas, hardest areas, slowest areas and low pph. When the higher ups (DM, AM, Head Office etc) see this it will affect my standing within the company as they will see me as an 'underperformer'. I know a lot of discrimination is on the grounds of Gender, Race and Age but would my situation still be classed as discrimination?

 

I do not think they will fire me, however, it is likely they will try to send me home early for this - I ended my tenancy prior to coming out and an early departure would leave me homeless, I would also lose out on £1000s. I know that this would be completely unfair to me, but would it be illegal? If so, how can I act towards it? I have emails stating I would be here until October so if I'm sent home early would that be considered a broken contract? I also just signed a code of conduct, which obviously doesn't state I will be sent home if I complain.

 

If it helps, I am working in Norway but I'm employed in England (I am paid an English wage).

 

I am grateful for any forthcoming help and I appreciate the time taken to read this.

 

Kind Regards,

 

Crow.

Edited by honeybee13
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Hello crow,

 

other than the life threatening bit, I would probably have kept quiet and made sure I got paid until I got home, if your need for cash and housing is so high. Never easy to be the odd one out in a crowd.

 

Discrimination for reasons other than protected characteristics is quite legal. I think you have sadly made yourself a target.

 

What do you think is a realistic outcome?

What outcome are you looking for?

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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Hi Emmzzi,

 

Thank you for the response.

My biggest issue is the money.

 

 

I'm out here for the money and I ended my tenancy to save money,

however, the supervisor edits timesheets meaning I am earning less money than I should be.

Is this part illegal?

 

 

I'm under the impression it is. If so,

what is my best way of dealing with it as I'm not sure HR will help

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I would keep your head down for now if it was me, as some pay is better than no pay, then do a claim documenting hours worked etc when you get back home. If more than one of you has the same claim, that adds some strength to your case.

 

Keep a log of all hours worked, start and finish times; compare to final payslips, submit in writing to HR, await response. Small claims court if no joy.

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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I'm afraid I would agree.

Your ending your tenancy is nothing to do with them,

and if they send you home early,

that could be justified for a whole series of reasons

 

 

- I'll lay bets there is conditionality in the terms,

just as there would be if you had to come home early.

 

 

It sounds like you haven't been in this job very long anyway - under two years?

In which case dismissing toy is very easy,

and "head down" is the only approach to take.

 

 

To be honest,

if having issues with your work is common,

over several employments,

as you say,

then maybe you are in the wrong line of work?

 

 

There's no excuse for breaking the law,

where that is being done, or bullying.

 

 

But if you are in a line of work where this keeps on happening,

then it sounds like it is a cultural issue,

and some workplaces / professions simply are like this.

 

 

If you aren't a happy match,

then finding a place where you area would be in your own interests.

 

 

And I agree that I doubt the area manager is coming to investigate your claims.

In fact, I can predict what will happen.

 

 

Absolutely nobody will back you up (and that will almost certainly include the person you say was being bullied) and they will deny everything.

You become the problem.

The only way to solve that problem is to remove you.

 

 

I hope I'm not right. B

ut I'd be surprised if I'm not.

People generally do not stand up for others.

They protect themselves.

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if everyones time sheets are being doctored and there hasnt been a concerted effort to report this then you will know that everyone else is not going to stick their head above the parapet for you on the other issues.

You see the same when it comes to redundancy, people all say the right things and then stab their colleagues in the back to keep their job at the others expense.

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Did you sign any paperwork when you went out to Norway? If so what does that say about the duration of your time there?

 

You would have to find a new tenancy when you returned to the UK whenever you come back, so I don't understand why it is more difficult to do that now than it would be in a few years or months time.

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