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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!
    • 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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I have been working for my current employer for 14 months

 

I work in a small team, one of my colleagues suffers really bad with anxiety and I have been very supportive to her

 

Last week I was called into a meeting and advised that I treat my colleague as a victim and told that she acts like a victim,

I was told I was not to take my lunch break with her.

 

On Friday of last week we were told we were not allowed to speak to each other

 

Can someone advise me if this is even allowed ?

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Who is the employer?

 

Did they state what would happen if you ignored their crass advice?

 

AFAIK it's not for your employer to tell you who you can and can't talk to????

Who ever heard of someone getting a job at the Jobcentre? The unemployed are sent there as penance for their sins, not to help them find work!

 

 

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In short, they cant enforce it.

It sounds like an "advisory meeting"

Their is no " if you do this.... This could happen"

Reading between the lines it sounds like your work colleague has made either a complaint or at least raised a concern to management.

She suffers from anxiety.

You may think your being supportive but she, because of her condition may perceive it as overpowering and cant deal with it.

 

You need to know your audience.

 

Best advice is to stop communicating.

If you dont she may, if I'm reading her right make a formal complaint and your in a different ball park with your employer.

 

What you think as supportive, she may perceive as intimidating.

Be careful

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I didn't say she did submit a complaint.

She could of been overheard talking to someone else and your employer overheard it and knowing that she suffers from anxiety, think that comments made are inappropriate.

It doesn't matter if they were or were not.

Its a perception.

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Yes - follow up with HR and ask for them to highlight any specific clause in your contract under which you may be required to not communicate or have a friendship with a particular colleague

 

Otherwise can they please explain how they think any such request may be justifiable - ie are there any reasons which have not been explained as to why such a request is in anybody's interest?

 

Be careful however - providing that there are reasons which you are unaware of (and even some which they are not at liberty to discuss due to privacy issues) you could be accused of 'failing to follow a reasonable instruction'. It may be that your 'support' of your colleague is seen as unproductive to your own workload, or disruptive to the wider business. The truth is that with only 14 months employment the employer would not have to look too far at all to get rid of you just for being difficult, but in terms of whether the request made here is 'reasonable' you should be entitled to ask for clarity

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it is clear from the opening post that others see this differently to you and perhaps,

in a small team it is seen as interfering with the cohesion of the group and being less productive.

 

 

Somebody who you work with very closely has made a complaint and when that was ignored complained some more forcing your employer to appear to be doing something.

 

 

Even if the instruction to stop speaking is nonsense and initially not enforced you can bet that the person who complained will be back on to management again complaining that the instruction is being ignored.

 

 

Now, they might get fed up hearing about this and decide that someone has to go just to keep the peace. Make sure it isnt you

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Wow I'm amazed as to what people are reading into this

I have to say that I thought I would receive more information and support

Why would my employer want to get rid of me?

My colleague and I have a really great working relationship but she suffers with anxiety, and I have supported her with that as I would do any other colleague

There is nothing that suggests that there has been any complaints , the manager who raised this is very new to the role.

I'm shocked that people on this forum have not been more surprised about what I've said but I know myself that this isn't right I just thought someone else may agree

Thanks though for the advice you have given

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Archie, your not getting the point that is trying to be explained.

 

New manager observes you talking to female employee who has anxiety issues.

Your "support" could be construed as leading or at worst passive aggressive bullying.

Even if its not your intention.

Even if its not true its the perception of the act, its how it is viewed by a third party.

 

Look at it from the other side.

Manager sees a confident strong willed person giving advice in a loud way to a introverted shy retiring employee with known anxiety issues.

Duty of care goes to the lady to make sure she is ok.

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please don't hit Quote...just type we know what we said earlier..

DCA's view debtors as suckers, marks and mugs

NO DCA has ANY legal powers whatsoever on ANY debt no matter what it's Type

and they

are NOT and can NEVER  be BAILIFFS. even if a debt has been to court..

If everyone stopped blindly paying DCA's Tomorrow, their industry would collapse overnight... 

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So same sort of situation arose in a former employment and now the same sort of thing is happening in current....

To quote DX,

Urm....!!!.

 

I think one needs to look within oneself for the answers you seek.

 

A good metaphor is

 

When you die, you dont know your dead but those around you do.

When your passive aggressive you dont know your passive aggressive but those around you do.

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If there I no transcript, it was not formal and cannot be used against you

 

There's no requirement for a full transcript to be made of formal disciplinary or grievance meetings. ACAS guidance is here http://www.acas.org.uk/index.aspx?articleid=4265

 

I've been in many such meetings and there has never been a transcript and no employment lawyer on either side has ever suggested that made the meeting's decisions invalid or unenforceable

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Thanks for your help but I can see that sgt bush has other ideas for the reasoning behind the advice I sought by posting a previous post leading readers to assume that what I have posted is in some way warranted

 

I posted on here as I have received great advice before,

but has this site now become full of users wanting to cause people blame

and upset for swirl issues they find themselves in

 

I have to add that the meeting I had was a 121 and it was on this meeting I was told that this person acts like a victim and I treat her like one

 

I was told that I cannot have my breaks with her

I have asked for clarification on this as we are very close friends at work,

she is also the CEOs daughter which doesn't mean anything to us

 

I am really confused as to why sgt bush is reading more into the situation

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why did you feel the need to post my previous post

totally unhelpful

 

I have to say your response and what you did points to you making an assumption that is completely unwarranted

 

There are people on here who support and guide people to do the right thing but you my friend do no appear to be one of them

 

I will seek advice from elsewhere

 

thank you to those people who were trying to be helpful

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