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    • as you mention the bpa sounds like its a scummy private car park lot blue badges mean nothing on private land anyway.............. so a failure to display something that is meaningless on private land anyway is a money grabbing scam moved to the private parking forum dx dx
    • who is it from  a council or a private parking company?
    • As per the heading, received a parking charge for failure to display a blue badge in a disabled bay on a retail park.  I am a blue badge holder, disabled/wheelchair user with a Motability vehicle. I received the charge as 'notice to keeper' I was not the driver. I don't have a valid driving license so use a carer. The notice arrived a week after the alleged incident. It states that as the 'driver' failed to pay the charge in full  hence, it is now the keepers responsibility ( the notice was dated 2 days after the alleged infringement and as no notice to driver was on the vehicle, I don't know how they expect the driver to be able to either pay or dispute the charge if they are not aware of it) Anyway, really looking for help how to reply. I cannot remember if the badge was correctly displayed or not. Photos taken of car miss a bit where I store my badge if not displayed so it would be possible to see a badge even if not 'correctly displayed" . It was a bit of a sh**ty day weather wise, gusty and raining  (as seen on the photos which reminded me of the actual day) so it is possible that badge blew to the floor as the driver was helping me out of the car into wheelchair. There is no windscreen photo showing that a PCN to "Driver" was stuck on the window either. The car park is free. There are no Parking Signs at all near the disabled bays that one could read to adhere to any terms and conditions. The whole row of disabled bays - of which are there many only state badge holders ( does not stipulate Blue Badge Holders) The notice states that the parking company is a member of the BPA and Operating in accordance with the British Parking Association's Code of Practice. The BPA, section 19.1 State that at least one parking sign should be near the disabled bays, in a position that can be easily  read by by a disabled person without leaving their car in order to decide to be bound by such terms. We returned to look for signage on the retail park and could not find one sign that was near the bays. The only sign we could find was high up on a pole but not near the bays. Someone had to get out of the car and stand on tip toes to be able to take a photo of a sign. I would be grateful if someone could help or point me in the right direction. It is now  15 days since the alleged incident and 7 days since I received the notice.
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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.  

      Car was dirty and test drive was two circuits of roundabout on entry to the showroom.  Was p/x my car and rushed by sales exec and a manager into buying the mini and a 3yr warranty that night, sale all wrapped up by 10pm.  They strongly advised me taking warranty out on car that age (2017) and confirmed it was honoured at over 500 UK registered garages.

      The next day, 18/1/24 noticed amber engine warning light on dashboard , immediately phoned BMW aftercare team to ask for it to be investigated asap at nearest garage to me. After 15 mins on hold was told only their 5 service centres across the UK can deal with car issues with earliest date for inspection in March ! Said I’m not happy with that given what sales team advised or driving car. Told an amber warning light only advisory so to drive with caution and call back when light goes red.

      I’m not happy to do this, drive the car or with the after care experience (a sign of further stresses to come) so want a refund and to return the car asap.

      Please can you advise what I need to do today to get this done. 
       

      Many thanks 
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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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Hi Im being bullied at work and have email proof, Ive only been there 6 months so do I still have rights, I have a feeling that if I dont resign they will sack me first....... My boss is also in on the bullying...... what can I do:???:

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Hello poster and I'm sorry for your situation.

 

Of course you have rights at work regardless of how long you have worked there.

 

One could argue that, in some circumstances, one has rights even before beginning an employment, but that's by the by.

 

You do not need to have one year's service to not be bullied at work. Your employer owes you a duty of care from day one. It is quite alarming that you say your boss is part of the bullying too.

 

Can you explain a bit more of what is/has happened to you?

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I work in sales internally and meet my targets and do have a tendancy to talk a lot and can be distracted at times, my employer has sed this isnt a real problem and we are both aware of my downfalls, the guys i work with tho have at times told me to f*** off and shut the f*** up, I can sometimes give as goo as i get but joking aside this is too much, and i have reported it a couple of times.

We were in the office yesterday and i had just finished 1.5 hours of straight calling and had a little admin but was told by a colleague that he is now managment?? and his job is to keep me focused and i need to make calls, no one has told me of this sudden promotion and trying to shrug it off I jokingly sed well ill wait to take my orders from the engine driver not the oil rag.......

 

Another colleague whi i reported for f***ing at me more thaan once sent an email to the md i will paste it for you....... it was totally taken out of context and bits added.... i was very upset when i read it.... they left it on a shred system.... so i did no wrong seeing it

 

Maybe the engine driver could inform the steam train that the oil rags will be used to gag her ?

________________________________

From: Steve m

Sent: 22 February 2008 15:58

To: Martin

Cc: Scott

Subject: RE: This afternoon

Christ , what a pain in the arse !

________________________________

From: Martin

Sent: 22 February 2008 15:55

To: Steve

Cc: Scott

Subject: This afternoon

Steve,

Scott made an observation to the ‘team’ this afternoon that there wasn’t a lot of cold calling going on, but a lot of banter. After, a certain someone informed us that she had called the whole of Rushden this afternoon. She then informed Scott that she would only speak to the engine drive and not the oil rags. The conspiracy whispering (to Steve B) started, she thinks the meeting we had on Wednesday afternoon was about her – she doesn’t know Steve B told me.

I don’t want to police conspiracy or have detrimental comments about us not being management every time we may want to keep the peace. I do however like a nice environment to work…

i had nothing sed to me but was very upset by their under handed ways

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Sounds like a legitimate grievance complaining of sexual harassment might be in order to me....

 

Keep those e mails safe ;)

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What makes you think that? Grievance procedures (in the same way as Disciplinary procedures) can and should be used legitimately at any time once you are employed. You may be confusing the 12 months issue with the need to have worked there for 12 months before you can claim Unfair Dismissal. However if you were to end up in a situation where either you felt forced to leave, or where your employer terminates your contract and you feel that this is directly or indirectly as a result of your sex then you may claim for Constructive Dismissal or Unfair Dismissal on the grounds of sex discrimination without having been there for 12 months.

 

Your options are basically these.

 

1. You may submit a written grievance, citing instances of bullying, harassment and other forms of ill-treatment and that you believe that you are treated less favourably due to your sex. Whilst you are fairly thick-skinned up to a point you feel that some of the language directed at you is offensive. You also feel that other staff, to whom you are not required to report as a part of your contract have been given 'seniority' above that which their stated position deserves with the sole reason of perpetuating the harassment. Consequently you are feeling confused as to your role and the chain of command which is having a negative impact on your work and your confidence. You might also add that you have received an e mail which you find derogatory and that you are somewhat distressed at the fact that management are party to the harassment.

 

2. If you are absolutely certain that trust between you and your employer has broken down completely and that this is due to the treatment of you (and that the ill-treatment is exaggerated due to you being female) then you may report sick and consult with your GP on the grounds of stress, and speak to an employment lawyer. You will need to have clear evidence of what has been going on (and I am not certain that the e mail above on its own would be sufficient), and corroboration from others. If you had a strong enough case then you could go straight to a Tribunal for Constructive Dismissal.

 

3. If you are convinced that you may be dismissed, then you could wait for that to happen, appeal the dismissal and then proceed to a Tribunal for UD on the grounds of discimination. There is nothing to stop you also submitting a grievance anyway which (if they have any sense) would make them back off and they would have to be extremely careful not to upset you in future - I would go so far as to say that they would be extremely unlikely to dismiss you as you have some evidence of their actions which would come back to haunt them.

 

Much depends on whether you enjoy the job an whether if the bullying ceased you would be happy to stay there. Try to keep your chin up though - you do have rights, but I know how difficult it can be sometimes.

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Thanks Sidewinder,

 

I would like to go with option 3, I do like the job just a times can be a bit too much, i have spoken to the boss about this before, and he has himself asked me before if I find Martin ok to get on with as he can be a bit offish, I think I have over upset myself and this one, and think if we can all sit down an talk about it things would be fine, I mean if they are now mng'ment they need to act it and if there is a problem speak to me instead of the underhanded techniques they are pulling, I knowand so does my boss that im a little sensitive and have been bullied in 1 other job Ihad before this one, which i was put on anti depressants from my doictor, it was very severe tho, and it has made me a little insecure.

And yes I think it is good that I have that email, hopefully he will want to resolve if not, then i'll have to dip into my savings for a c ouple of weeks until something elase comes along.

 

My boss did say tho that he wouldnt let the bullying happen there and maybe his part (he is Steve) he forgets hes the boss and tries to be everybodies friend, and that wont work in the workpolace, he needs to address issues properly not just give remarks as "Christ, what an arse"

 

Thank you so much, I feel a bit more positive.

 

Didnt help this all came to light @ 5.15 Friday after the boss had left.

 

Thanks:)

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FWIW, option 3 is probably best. Employment disputes are rarely straightforward, and whilst some managers can be deliberately offensive and sexist, I agree entirely a lot is just plain inappropriate behaviour in trying to join in and be one of the group and much can be resolved by discussing problems. Pull him up on his comments by all means, as if it is allowed to fester then it can cause absolute misery. I hope for your sake that if you do have a word it will shock him into acting more like the 'boss' and he will redraw the boundaries for everybody regarding what is appropriate and what is not. For your part, I am sure that if you explain that you are prepared to work hard to achieve results but need to know exactly to whom you are supposed to report, you will feel happier.

 

Don't be complacent though, and always reserve the right to stand up for yourself. Good Luck.

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Can I point out, it’s in your best interest to submit a grievance letter even if you going for a EAT. You have to show when bring a claim that you have tried to resolve the matter locally first and submitting a grievance will only help your claim.

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