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    • Indians, traditionally known as avid savers, are now stashing away less money and borrowing more.View the full article
    • the claimant in their WS can refer to whatever previous CC judgements they like, as we do in our WS's, but CC judgements do not set a legal precedence. however, they do often refer to judgements like Bevis, those cases do created a precedence as they were court of appeal rulings. as for if the defendant, prior to the raising of a claim, dobbed themselves in as the driver in writing during any appeal to the PPC, i don't think we've seen one case whereby the claimant referred to such in their WS.. ?? but they certainly typically include said appeal letters in their exhibits. i certainly dont think it's a good idea to 'remind' them of such at the defence stage, even if the defendant did admit such in a written appeal. i would further go as far to say, that could be even more damaging to the whole case than a judge admonishing a defendant for not appealing to the PPC in the 1st place. it sort of blows the defendant out the water before the judge reads anything else. dx  
    • Hi LFI, Your knowledge in this area is greater than I could possibly hope to have and as such I appreciate your feedback. I'm not sure that I agree the reason why a barrister would say that, only to get new customers, I'm sure he must have had professional experience in this area that qualifies him to make that point. 🙂 In your point 1 you mention: 1] there is a real danger that some part of the appeal will point out that the person appealing [the keeper ] is also the driver. I understand the point you are making but I was referring to when the keeper is also the driver and admits it later and only in this circumstance, but I understand what you are saying. I take on board the issues you raise in point 2. Is it possible that a PPC (claimant) could refer back to the case above as proof that the motorist should have appealed, like they refer back to other cases? Thanks once again for the feedback.
    • Well barristers would say that in the hope that motorists would go to them for advice -obviously paid advice.  The problem with appealing is at least twofold. 1] there is a real danger that some part of the appeal will point out that the person appealing [the keeper ] is also the driver.  And in a lot of cases the last thing the keeper wants when they are also the driver is that the parking company knows that. It makes it so much easier for them as the majority  of Judges do not accept that the keeper and the driver are the same person for obvious reasons. Often they are not the same person especially when it is a family car where the husband, wife and children are all insured to drive the same car. On top of that  just about every person who has a valid insurance policy is able to drive another person's vehicle. So there are many possibilities and it should be up to the parking company to prove it to some extent.  Most parking company's do not accept appeals under virtually any circumstances. But insist that you carry on and appeal to their so called impartial jury who are often anything but impartial. By turning down that second appeal, many motorists pay up because they don't know enough about PoFA to argue with those decisions which brings us to the second problem. 2] the major parking companies are mostly unscrupulous, lying cheating scrotes. So when you appeal and your reasons look as if they would have merit in Court, they then go about  concocting a Witness Statement to debunk that challenge. We feel that by leaving what we think are the strongest arguments to our Member's Witness Statements, it leaves insufficient time to be thwarted with their lies etc. And when the motorists defence is good enough to win, it should win regardless of when it is first produced.   
    • S13 (2)The creditor may not exercise the right under paragraph 4 to recover from the keeper any unpaid parking charges specified in the notice to keeper if, within the period of 28 days beginning with the day after that on which that notice was given, the creditor is given— (a)a statement signed by or on behalf of the vehicle-hire firm to the effect that at the material time the vehicle was hired to a named person under a hire agreement; (b)a copy of the hire agreement; and (c)a copy of a statement of liability signed by the hirer under that hire agreement. As  Arval has complied with the above they cannot be pursued by EC----- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- S14 [1]   the creditor may recover those charges (so far as they remain unpaid) from the hirer. (2)The conditions are that— (a)the creditor has within the relevant period given the hirer a notice in accordance with sub-paragraph (5) (a “notice to hirer”), together with a copy of the documents mentioned in paragraph 13(2) and the notice to keeper; (b)a period of 21 days beginning with the day on which the notice to hirer was given has elapsed;  As ECP did not send copies of the documents to your company and they have given 28 days instead of 21 days they have failed to comply with  the Act so you and your Company are absolved from paying. That is not to say that they won't continue asking to be paid as they do not have the faintest idea how PoFA works. 
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    • Hello,

      On 15/1/24 booked appointment with Big Motoring World (BMW) to view a mini on 17/1/24 at 8pm at their Enfield dealership.  

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    • Housing Association property flooding. https://www.consumeractiongroup.co.uk/topic/438641-housing-association-property-flooding/&do=findComment&comment=5124299
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    • We have finally managed to obtain the transcript of this case.

      The judge's reasoning is very useful and will certainly be helpful in any other cases relating to third-party rights where the customer has contracted with the courier company by using a broker.
      This is generally speaking the problem with using PackLink who are domiciled in Spain and very conveniently out of reach of the British justice system.

      Frankly I don't think that is any accident.

      One of the points that the judge made was that the customers contract with the broker specifically refers to the courier – and it is clear that the courier knows that they are acting for a third party. There is no need to name the third party. They just have to be recognisably part of a class of person – such as a sender or a recipient of the parcel.

      Please note that a recent case against UPS failed on exactly the same issue with the judge held that the Contracts (Rights of Third Parties) Act 1999 did not apply.

      We will be getting that transcript very soon. We will look at it and we will understand how the judge made such catastrophic mistakes. It was a very poor judgement.
      We will be recommending that people do include this adverse judgement in their bundle so that when they go to county court the judge will see both sides and see the arguments against this adverse judgement.
      Also, we will be to demonstrate to the judge that we are fair-minded and that we don't mind bringing everything to the attention of the judge even if it is against our own interests.
      This is good ethical practice.

      It would be very nice if the parcel delivery companies – including EVRi – practised this kind of thing as well.

       

      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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I have received tribunal's Notice of preliminary hearing case management and Notice of a claim - Notice of hearing with a case management orders. However, I haven't received CT3 copy . Is that ordinary ? When I should see it?

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I have to prove inconsistency of my treatment by employer regarding procedural rules.

 

Namely how they conducted my disciplinary proceedings compared to how they conducted grievance by my colleague. My disciplinary was led, decided and executed by one person. However, the grievance by my colleague against the alleged victim of my dismissal, was led by independent board person. Notwithstanding that my grievance against victim was not taken into account at all.

 

Is my colleague bound by confidentiality about his grievance procedure closely connected with my dismissal, because i do not want to harm her prospects if I reveal discrepancy and discrimination. I know it is internal confidentiality but how should i go around it to prove inconsistency. ( can she put inconsistency in her witness statement, or should I leave it to cross examination?)

 

I don't know if I was clear, but the question is can I point to evidence which another employee is bound by confidentiality? I know that whistleblowing must be in public interest, but what about confidential information internal to respondent which proves illegality of my dismissal.

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I'm sorry, I'm not really following this, can you elaborate for us please?

 

 

You raised a grievance and aren't happy with how it was dealt with? And you're no longer with the company and wanting to use evidence from your colleague's grievance if I've understood you correctly.

 

 

Which of you is going to a tribunal?

 

 

HB

Illegitimi non carborundum

 

 

 

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I was dismissed, now at Tribunal. I have preliminary end of July. My disciplinary was held differently than a grievance by my colleague. My disciplinary hearings and the procedures were hasty, only one person investigated, decided, led hearings ( it was 2 - final warning and dismissal). Contrary , the procedure for the grievance of my colleague was led, investigated by independent member of the company.

 

 

 

However, because of duty of confidentiality my colleague is bound- i.e. not to talk about her grievance and process, can I point on that inconsistency not to harm employment chances of my colleague?

Edited by honeybee13
Paras
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I just want to ask , because their et3 is 4 months late - from my et1, can I request tribunal for default judgement As et3 claim was not submitted within time?

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I just want to ask , because their et3 is 4 months late - from my et1, can I request tribunal for default judgement As et3 claim was not submitted within time?

 

Yes, you could ask for a default judgement but most likely you wouldn't get it

The Tribunal always seems reluctant to do so and a lot of Respondents always fail to reply on time

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I have to prove inconsistency of my treatment by employer regarding procedural rules.

 

Namely how they conducted my disciplinary proceedings compared to how they conducted grievance by my colleague. My disciplinary was led, decided and executed by one person. However, the grievance by my colleague against the alleged victim of my dismissal, was led by independent board person. Notwithstanding that my grievance against victim was not taken into account at all.

 

Is my colleague bound by confidentiality about his grievance procedure closely connected with my dismissal, because i do not want to harm her prospects if I reveal discrepancy and discrimination. I know it is internal confidentiality but how should i go around it to prove inconsistency. ( can she put inconsistency in her witness statement, or should I leave it to cross examination?)

 

I don't know if I was clear, but the question is can I point to evidence which another employee is bound by confidentiality? I know that whistleblowing must be in public interest, but what about confidential information internal to respondent which proves illegality of my dismissal.

 

On what grounds are you challenging your dismissal?

If it is simply on procedural unfairness though you could win but you might not get much compo becos of Polkey Deduction

It will help if you tell us a bit more story

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June to September 2017: Victimization that led to my dismissal - age discrimination as to breach of health and safety rules . ( statutory) . Not allowing an air conditioner at all to be open during summer 2017. Yes it was 30 degrees in the office most of the time. I complained . Not giving me opportunity to appeal against his decision.

 

 

From October 2017 : Disability discrimination - not taking into account my chronic depression and anxiety while dismissing me and giving me final warning; also not taking reasonable adjustments as to my disability. ( Dr letter - not only had not been taken for mitigating ; but not even investigated further)

Procedural: gross negligence and inconsistency in my treatment and treatment of another employees.

 

 

End October 2017: Gross misconduct for bullying - saying 'victim' do not say my name ( deliberately repeatedly calling my name in negative, defamatory manner) - final warning. Victim gave false evidence: I put counter claim and grievance at the hearing ( and later before dismissal hearing , however it was never followed.)

 

 

End Nov 2017: Gross misconduct for bullying the same 'victim' ; sending email : please do not make private calls from the office, go out of office, if you want to make it private, as we all do, it shows arrogance and disrespect towards me...always doing it when just two of us are in the office. . After reading email 'victim' in irrational, aggressive manner, chanting: do not touch me, do not come close to me, i will call 999 etc. while I stood there frozen, staged false physical attack by me. A part of 'attack' I recorded. People around complained about her, however my director took it as me bullying her.

 

 

Anyway , it could be an interesting case . I would like a tribunal to make a statement of what the bullying finally is. One act of nuance perceived by employer or ....?

 

You would ask yourself : what is his/her motive? I would say as for him it is to show us/me who is the manager. Especially me , as I , even foreign, even in the lowest position was/am 3x more educated than him (in law for his detriment). As for the 'victim' it is a blatant professional jealousy. I was the best employee . As for me I was seen as a trouble maker. he saw me as a threat to his reign. Of course motive is the hardest to prove. It is for tribunal to decide.

Edited by honeybee13
Paras
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June to September 2017: Victimization that led to my dismissal - age discrimination as to breach of health and safety rules . ( statutory) . Not allowing an air conditioner at all to be open during summer 2017. Yes it was 30 degrees in the office most of the time. I complained . Not giving me opportunity to appeal against his decision.

 

 

From October 2017 : Disability discrimination - not taking into account my chronic depression and anxiety while dismissing me and giving me final warning; also not taking reasonable adjustments as to my disability. ( Dr letter - not only had not been taken for mitigating ; but not even investigated further)

Procedural: gross negligence and inconsistency in my treatment and treatment of another employees.

 

 

End October 2017: Gross misconduct for bullying - saying 'victim' do not say my name ( deliberately repeatedly calling my name in negative, defamatory manner) - final warning. Victim gave false evidence: I put counter claim and grievance at the hearing ( and later before dismissal hearing , however it was never followed.)

 

 

End Nov 2017: Gross misconduct for bullying the same 'victim' ; sending email : please do not make private calls from the office, go out of office, if you want to make it private, as we all do, it shows arrogance and disrespect towards me...always doing it when just two of us are in the office. . After reading email 'victim' in irrational, aggressive manner, chanting: do not touch me, do not come close to me, i will call 999 etc. while I stood there frozen, staged false physical attack by me. A part of 'attack' I recorded. People around complained about her, however my director took it as me bullying her.

 

 

Anyway , it could be an interesting case . I would like a tribunal to make a statement of what the bullying finally is. One act of nuance perceived by employer or ....?

 

You would ask yourself : what is his/her motive? I would say as for him it is to show us/me who is the manager. Especially me , as I , even foreign, even in the lowest position was/am 3x more educated than him (in law for his detriment). As for the 'victim' it is a blatant professional jealousy. I was the best employee . As for me I was seen as a trouble maker. he saw me as a threat to his reign. Of course motive is the hardest to prove. It is for tribunal to decide.

 

 

 

You made a lot of allegations here and a Judge would be put off

 

The pattern is this;

 

Date

Event

Effect

Violation/Relevant Act

Inference

 

Let me give an example

 

 

On the XX of July 2017, it was very hot in the Office

I requested that the Airconditioning is put on

The manager refused

I had to work in a very hot and stuffy office

This is contrary to section 6 of the Offices, Shops and Railway Premises Act 1963

His refusal is due to my XX (age/sex or race)

 

 

You have to state every event so that a Judge could draw proper conclusion

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Thank you for reply and suggestions. I did complain to employer and quoted health and safety regulations. ( whistleblowing?) But you gave me the right Act. Thank you.

 

However, I do not know may I point another procedure (grievance hearing) in the company and compare it to mine (disciplinary hearing), to show inconsistency and inequality. Would it be whistle blowing or breach of confidentiality by another employee who told me about inequality?

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  • 1 month later...

Update on case:

 

Judge made orders for

 

Automatic dismissal in accordance with s 100 ERA ( whistleblowing - health and safety)

 

Unfair dismissal s 98 ERA

 

Direct Disability discrimination ( resp. saying to 'victim' that I have problems. - alluding to mental problems.

 

Discrimination arising from disability s 15 EqA ( not taking medical record for dismissal)

 

Not making adjustments s 20 EqA

 

However, It is more then a month and I did not receive written copy of the order; is that usual?

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Update on case:

 

Judge made orders for

 

Automatic dismissal in accordance with s 100 ERA ( whistleblowing - health and safety)

 

Unfair dismissal s 98 ERA

 

Direct Disability discrimination ( resp. saying to 'victim' that I have problems. - alluding to mental problems.

 

Discrimination arising from disability s 15 EqA ( not taking medical record for dismissal)

 

Not making adjustments s 20 EqA

 

 

 

I don't understand what you are saying here

 

Are you saying the other side didn't put in a defence and a default judgement was made?

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I still don't understand you

 

 

You had a Preliminary Hearing

 

 

The Other Side turned up

 

 

Issues were clarified during the Hearing

 

 

Directions were given

 

So I don't understand which order you want to be made?

 

The PH has already been held

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Correspondence from the Tribunal tend to take a long time However, you could call the Tribunal Office to find out why the delay

 

 

Sometimes you might need to call before the Offices act They are currently overwhelmed

 

 

When you get the Directions, look at the Issues to be determined If anything is missing, make sure you write back immediately

Edited by honeybee13
Paras
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