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    • further polished WS using above suggestions and also included couple of more modifications highlighted in orange are those ok to include?   Background   1.1  The Defendant received the Parking Charge Notice (PCN) on the 06th of January 2020 following the vehicle being parked at Arla Old Dairy, South Ruislip on the 05th of December 2019.   Unfair PCN   2.1  On 19th December 2023 the Defendant sent the Claimant's solicitors a CPR request.  As shown in Exhibit 1 (pages 7-13) sent by the solicitors the signage displayed in their evidence clearly shows a £60.00 parking charge notice (which will be reduced to £30 if paid within 14 days of issue).  2.2  Yet the PCN sent by the Claimant is for a £100.00 parking charge notice (reduced to £60 if paid within 30 days of issue).   2.3        The Claimant relies on signage to create a contract.  It is unlawful for the Claimant to write that the charge is £60 on their signs and then send demands for £100.    2.4        The unlawful £100 charge is also the basis for the Claimant's Particulars of Claim.  No Locus Standi  3.1  I do not believe a contract with the landowner, that is provided following the defendant’s CPR request, gives MET Parking Services a right to bring claims in their own name. Definition of “Relevant contract” from the Protection of Freedoms Act 2012, Schedule 4,  2 [1] means a contract Including a contract arising only when the vehicle was parked on the relevant land between the driver and a person who is-   (a) the owner or occupier of the land; or   (b) Authorised, under or by virtue of arrangements made by the owner or occupier of the land, to enter into a contract with the driver requiring the payment of parking charges in respect of the parking of the vehicle on the land. According to https://www.legislation.gov.uk/ukpga/2006/46/section/44   For a contract to be valid, it requires a director from each company to sign and then two independent witnesses must confirm those signatures.   3.2  The Defendant requested to see such a contract in the CPR request.  The fact that no contract has been produced with the witness signatures present means the contract has not been validly executed. Therefore, there can be no contract established between MET Parking Services and the motorist. Even if “Parking in Electric Bay” could form a contract (which it cannot), it is immaterial. There is no valid contract.  Illegal Conduct – No Contract Formed   4.1 At the time of writing, the Claimant has failed to provide the following, in response to the CPR request from myself.   4.2        The legal contract between the Claimant and the landowner (which in this case is Standard Life Investments UK) to provide evidence that there is an agreement in place with landowner with the necessary authority to issue parking charge notices and to pursue payment by means of litigation.   4.3 Proof of planning permission granted for signage etc under the Town and country Planning Act 1990. Lack of planning permission is a criminal offence under this Act and no contract can be formed where criminality is involved.   4.4        I also do not believe the claimant possesses these documents.   No Keeper Liability   5.1        The defendant was not the driver at the time and date mentioned in the PCN and the claimant has not established keeper liability under schedule 4 of the PoFA 2012. In this matter, the defendant puts it to the claimant to produce strict proof as to who was driving at the time.   5.2 The claimant in their Notice To Keeper also failed to comply with PoFA 2012 Schedule 4 section 9[2][f] while mentioning “the right to recover from the keeper so much of that parking charge as remains unpaid” where they did not include statement “(if all the applicable conditions under this Schedule are met)”.     5.3         The claimant did not mention parking period, times on the photographs are separate from the PCN and in any case are that arrival and departure times not the parking period since their times include driving to and from the parking space as a minimum and can include extra time to allow pedestrians and other vehicles to pass in front.    Protection of Freedoms Act 2012   The notice must -   (a) specify the vehicle, the relevant land on which it was parked and the period of parking to which the notice relates;  22. In the persuasive judgement K4GF167G - Premier Park Ltd v Mr Mathur - Horsham County Court – 5 January 2024 it was on this very point that the judge dismissed this claim.  5.4  A the PCN does not comply with the Act the Defendant as keeper is not liable.  No Breach of Contract   6.1       No breach of contract occurred because the PCN and contract provided as part of the defendant’s CPR request shows different post code, PCN shows HA4 0EY while contract shows HA4 0FY. According to PCN defendant parked on HA4 0EY which does not appear to be subject to the postcode covered by the contract.  6.2         The entrance sign does not mention anything about there being other terms inside the car park so does not offer a contract which makes it only an offer to treat,  Interest  7.1  It is unreasonable for the Claimant to delay litigation for  Double Recovery   7.2  The claim is littered with made-up charges.  7.3  As noted above, the Claimant's signs state a £60 charge yet their PCN is for £100.  7.4  As well as the £100 parking charge, the Claimant seeks recovery of an additional £70.  This is simply a poor attempt to circumvent the legal costs cap at small claims.  7.5 Since 2019, many County Courts have considered claims in excess of £100 to be an abuse of process leading to them being struck out ab initio. An example, in the Caernarfon Court in VCS v Davies, case No. FTQZ4W28 on 4th September 2019, District Judge Jones-Evans stated “Upon it being recorded that District Judge Jones- Evans has over a very significant period of time warned advocates (...) in many cases of this nature before this court that their claim for £60 is unenforceable in law and is an abuse of process and is nothing more than a poor attempt to go behind the decision of the Supreme Court v Beavis which inter alia decided that a figure of £160 as a global sum claimed in this case would be a penalty and not a genuine pre-estimate of loss and therefore unenforceable in law and if the practice continued, he would treat all cases as a claim for £160 and therefore a penalty and unenforceable in law it is hereby declared (…) the claim is struck out and declared to be wholly without merit and an abuse of process.”  7.6 In Claim Nos. F0DP806M and F0DP201T, District Judge Taylor echoed earlier General Judgment or Orders of District Judge Grand, stating ''It is ordered that the claim is struck out as an abuse of process. The claim contains a substantial charge additional to the parking charge which it is alleged the Defendant contracted to pay. This additional charge is not recoverabl15e under the Protection of Freedoms Act 2012, Schedule 4 nor with reference to the judgment in Parking Eye v Beavis. It is an abuse of process from the Claimant to issue a knowingly inflated claim for an additional sum which it is not entitled to recover. This order has been made by the court of its own initiative without a hearing pursuant to CPR Rule 3.3(4)) of the Civil Procedure Rules 1998...''  7.7 In the persuasive case of G4QZ465V - Excel Parking Services Ltd v Wilkinson – Bradford County Court -2 July 2020 (Exhibit 4) the judge had decided that Excel had won. However, due to Excel adding on the £60 the Judge dismissed the case.  7.8        The addition of costs not previously specified on signage are also in breach of the Consumer Rights Act 2015, Schedule 2, specifically paras 6, 10 and 14.   7.9        It is the Defendant’s position that the Claimant in this case has knowingly submitted inflated costs and thus the entire claim should be similarly struck out in accordance with Civil Procedure Rule 3.3(4).   In Conclusion   8.1        I invite the court to dismiss the claim.  Statement of Truth  I believe that the facts stated in this witness statement are true. I understand that proceedings for contempt of court may be brought against anyone who makes, or causes to be made, a false statement in a document verified by a statement of truth without an honest belief in its truth.   
    • Well the difference is that in all our other cases It was Kev who was trying to entrap the motorist so sticking two fingers up to him and daring him to try court was from a position of strength. In your case, sorry, you made a mistake so you're not in the position of strength.  I've looked on Google Maps and the signs are few & far between as per Kev's MO, but there is an entrance sign saying "Pay & Display" (and you've admitted in writing that you knew you had to pay) and the signs by the payment machines do say "Sea View Car Park" (and you've admitted in writing you paid the wrong car park ... and maybe outed yourself as the driver). Something I missed in my previous post is that the LoC is only for one ticket, not two. Sorry, but it's impossible to definitively advise what to so. Personally I'd probably gamble on Kev being a serial bottler of court and reply with a snotty letter ridiculing the signage (given you mentioned the signage in your appeal) - but it is a gamble.  
    • No! What has happened is that your pix were up-to-date: 5 hours' maximum stay and £100 PCN. The lazy solicitors have sent ancient pictures: 4 hours' maximum stay and £60 PCN. Don't let on!  Let them be hoisted by their own lazy petard in the court hearing (if they don't bottle before).
    • Thanks for all the suggestions so far I will amend original WS and send again for review.  While looking at my post at very beginning when I submitted photos of signs around the car park I noticed that it says 5 hours maximum stay while the signage sent by solicitor shows 4 hours maximum stay but mine is related to electric bay abuse not sure if this can be of any use in WS.
    • Not sure what to make of that or what it means for me, I was just about to head to my kip and it's a bit too late for legalise. When is the "expenditure occured"?  When they start spending money to write to me?  Or is this a bad thing (as "harsh" would imply)? When all is said and done, I do not have two beans to rub together, we rent our home and EVERYTHING of value has been purchased by and is in my wife's name and we are not financially linked in any way.  So at least if I can't escape my fate I can at least know that they will get sweet FA from me anyway   edit:  ah.. Sophia Harrison: Time bar decision tough on claimants WWW.SCOTTISHLEGAL.COM Time bar is a very complex area of law in Scotland relating to the period in which a claim for breach of duty can be pursued. The Scottish government...   This explains it like I am 5.  So, a good thing then because creditors clearly know they have suffered a loss the minute I stop paying them, this is why it is "harsh" (for them, not me)? Am I understanding this correctly?  
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misconduct/gross misconduct


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Hi,

this might be a little long,

I am the union rep (I work in education) , since i became rep I was asked to rpresent a member in a gross misconduct case, to which the member got dismissed & we are awaiting appeal.

During this time I was as I can only descibe as being picked on by management, for every little thing but nothing substantial.

Then they said they were investigating me for misconduct due to non- attendance of a course, the course in question I had previously attended but had to miss the last couple of weeks due to bereavement, I asked to defer the course & was given permission to do this, When I re- attended the course I came to an arrangement with my tutor that the topics I had already covered I could use as study time.

I had an investigation hearing , to which I provided all relevant documentation to prove that I had attended the course.

That meeting was 5 weeks ago, & I was told the decision would be within 20days.I heard no more.

Today I have now been given another letter for gross misconduct, stating that I failed to finish a course that i attended 6 years ago, & therefore I am in a position at work that was according to the course.

I applied for the position whilst I was still attending the course, as it was advertised in the middle of my course.

This was 6 years ago & to be honest don't have much info or remember much information relating to this, as I have attended other courses since then.

Just wondering if anyone can give any advice

This has only happened since becoming a union rep.

conncat

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thanks for replying

Yeh they do want to get rid of me, they have even asked members of staff to monitor me without my knowledge, but the staff they have asked to do this have come and told me.

They lost my personnel file.

so many incidents, I have noted everything down.

As for the course 6 years ago I did complete the course, but they are saying I have given false information, but I have never submitted any false documents relating to the course, or a certificate, and surley, the course providers would've let my employers know when i had finished the course.

I hate that people are snooping around behind my back, & not upfront to ask me.

conncat

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Agree, Keep a diary/log of everything, people who speak to you about this, dates/times, the subject of the conversation. No matter how unsuspicious it may seem.

Thanks

- Hobbie

 

--------------------------------------------------------

Under no circumstances should you speak with a Debt Collections Agency via telephone, request that all future correspondence is done in writing, a letter template for this can be located here.

 

Any views expressed are solely that of my own, any advice or information offered is provided in genuine good faith, and should be checked prior to acting upon.

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Your employers are standing on very shaky ground. To do this sort of thing to a union rep can be looked upon as discrimination because of his/her duties as a rep and the company can find themselves in very hot water.

 

Get your area rep involved ASAP, put a grievance in and state in it that you believe you are being picked on because of your status as the union rep.Do this tomorrow do not delay !!!!

Believe me, after your area rep gets involved and the grievance hearing, this silly stuff will stop, as you do not have to prove the discrimination, just have to show it’s likely.

Edited by cal37
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Thanks cal,

I have spoken to my area rep & we are meeting up tomorrow.

They havn't even acknowledged the original investigation that took place on 30th April & was supposed to be concluded in 20 days from that date, this I believe was because they knew it was a load of rubbish, but they should still have let me know the outcome.

So now they say this new investigation has come to light from the previous investigation.

Am I right that as they didn,t acknowledge the previous investigation within the time scale this shouldn't really uphold.

sorry hope that all makes sense.

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Thanks cal,

I have spoken to my area rep & we are meeting up tomorrow.

They havn't even acknowledged the original investigation that took place on 30th April & was supposed to be concluded in 20 days from that date, this I believe was because they knew it was a load of rubbish, but they should still have let me know the outcome.

So now they say this new investigation has come to light from the previous investigation.

Am I right that as they didn,t acknowledge the previous investigation within the time scale this shouldn't really uphold.

sorry hope that all makes sense.

That will depend on the companies disciplinary procedures. read them carefully, your answers will be there.

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Hi, I am a shop steward and I have just read your thread regarding misconduct / gross misconduct. Its clear that your company are victimising you , they seem to be on a fishing trip and are trying to get as much as they can to use against you in future disciplinary proceedings.

 

Firstly, check your contract of employment , especially the company,s disciplinary proceedures. These will set out the process to be followed in the event of disciplinary action. They will set out the time frame for initial investigations and will say how long before the company should get back to you regarding the outcome of the initial investigations.

 

I dont know what yours will say, but 20 days to get back to you and inform you of the outcome of the investigations is a hell of a long time, usually its within 7 days. Check you disciplinary proceedures and if they have not followed them, then submit a grievance straight away. This will help you should you end up in an industrial tribunal, any dismissal where the company has not followed the basic statutory disciplinary proceedures as laid out by ACAS will be ruled unfair and will result in the company paying you compensation at a level determined by the tribunal.

 

 

Your companys disciplinary procedures should set out the various levels of disciplinary sanctions ie verbal,1st written, final written etc and the circumstances that would warrant such sanctions including a few examples of what instances are regarded as misconduct / gross misconduct. They will usually say something along the lines of " This list is not exhaustive "

Typical instances usually regarded as gross misconduct are theft, mis-appropriation of company funds , making false expenses claimns etc all could lead to instant dismissal without notice.

 

The most important thing for you to know is : for something to be classed as gross misconduct it must be as a result of an intentional act ie you chose to make a false expenses claim , you took money from the works petty cash box etc.

 

The circumstances that you describe regarding your course are hardly an attempt to deceive or to misrepresent the facts. Surely the company were aware that you were not atending the course as a result of the bereavement, and you of course told the course tutor that you could not attend the course as a result of this bereavement.

 

One question springs to mind, did your employers at the time you were taken on know you hadnt completed the course? and did you complete the course prior to the commencement of your employment with them.

 

I f they did know or you notified them of the circumstances , then you have no case to answer. I would contact your nearest union offices and speak to a full time officer ( make an appointment to see one)and get him to take up your case. He can attend disciplinary meetings with you when dealing with the company and will be able to help enormously.

 

In the meantime, take a look at the ACAS web site WWW.ACAS.ORG.UK AND LOOK FOR LINKS TO ACAS DISCIPLINARY AND GRIEVANCE PROCEEDURES. They will tell you what the statutory minimium disciplinary & grievance proceedures your company should be following.

 

I hope you will find this helpful.:)

 

P.S keep notes of everything that has happened, will the people who have been asked to spy on you by your employers give a statement? all these things will help( if they do dismiss you) in an industrial tribunal. Lastly dont worry but get a full time union officer to help you a.s.a.p

Edited by prushton
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I applied for my current position whilst still on the course, so there was always a likely hood that I might fail, the job was advertised externley and intertney and I was an internal applicant, The management team was also different then. They offered me the job, as far as I was concerned I submitted what I needed to submitt to my course tutor and the course always kept my employers infomed throughout the course as to any iformation they needed about assessments. Basically that was it & 5 1/2 years later they throw this at me, also its hard to remember back 6/5 years I haven't even kept any info regarding the course as it was so long ago. I have never submitted any documents to my employer regarding the course or certificates, as for infomation on my application form at the time, I would most probably have put that I was attending the course. They gave me the post knowing I was still doing the course, I then went about my duties as per job description for the last 5 1/2 years, even though they have been digging me out over every thing.

hope that makes sense.

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clearly, they were aware of the situation prior to the commencement of your employment. They are fishing for dirt, and if this is all they have found then they do not have much of a case.

 

I f you took this to a tribunal, they would see that they are picking on you, make sure that you take union representation with you to all disciplinary proceedings and make sure that minutes are taken and ask for a copy of those minutes ( you are entitled to a copy and they cannot refuse, but make sure you read them and agree to their content, both parties should then sign to say they agree the minutes)

 

This will be useful in the future. Also ask for a copy of your personnel file, you have a right to have one, this may help in providing evidence to support your case. good luck !

Edited by prushton
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I've been in with my union rep most of the day, & they are putting in a victimisation claim against them.

As for my personnel file, they said they lost it last year, so my rep has requested to see the file they have now.

They were fully aware that I was still attending the course, when I applied for the position, as I was already working there.

It was never said to me that the position was on the basis that I finish the course or pass, so I started the new position before finishing the course.

Also it was an entirely different management at that time.

So as far as I was concerned every thing was ok with them, but that was 5 1/2 years ago.

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Great, looks like your reps on the ball, obtain a copy of your companys bullying and harassment policy if it has one and make sure that you follow the process exactly, you should submit a seperate grievance regarding victimization by this manager. Your rep will help you submit a grievance letter, it should clearly state that this is a grievance regarding victimization of yourself by this manager.

 

The beauty of this is that it has to be dealt with , you may request a meeting with your line manager to resolve this issue, if your line manager fails to deal with it to your satisfaction then you take it to the next level of management, believe me when the manager who is bullying you has to account for his actions to his boss , it will stop and will send a clear message to him that his behaviour is unacceptable. :)

Edited by prushton
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thanks for your great answers

just wondering, should my investigation meeting still go ahead?

also the hardest part is trying to get statements from other staff, as they are afraid it means they could be picked on, which is understandable.

The harrassment is actually coming from senior management it self (I work in a school).

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I can empathise with your situation conncat - I was at the solicitors the other day about my own case and from what the solicitor told me this sounds like a case of bullying.

 

Hope it all gets resolved soon

Best wishes

Yvonne

9/8 - Discovered Consumer Action Group Site:D

 

RBOS - Personal Account

10/8 - S.A.R - (Subject Access Request) to RBOS

17/5 - Defence lodged by RBS

24/5 - Court date

21/5 - Offer received:rolleyes:

22/5 - Offer rejected

25/5 - New offer received and accepted!!!!!!

 

MBNA Credit Card

10/8 - S.A.R - (Subject Access Request) to MBNA

Feb 07 Received payment in full...Yeh!!!!:-D

 

RBOS Business Account

25/5 - May 07 - Statements received

23/7 - Offered received

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Conncat, take advice from your full time rep only, he knows the case, he knows you and he knows your employers.

If my comments have been helpful please click my scales

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Take a look at this, its advice from a professional HR company to companies about Bullying and harassment of employees by employees. It warns that a new case Majrowski v Guy’s and St Thomas’ NHS Trust which went to the house of lords and is now going to a full trial.

The house of lords has ruled that the Protection from Harassment Act 1997 (PHA), which was introduced primarily to combat stalkers, could be applied to harassment in the workplace. The key elements were :

Harassment and bullying: a new route for employees: Majrowski v Guy’s and St Thomas’ NHS Trust

 

Employers' Law13 September 2006 00:00This article first appeared in Employers' Law magazine. Subscribe online and save 20%.

This case hinged on whether the Protection from Harassment Act 1997 (PHA), which was introduced primarily to combat stalkers, could be applied to harassment in the workplace. The House of Lords has unanimously held that it could and that, more importantly, an employer can be vicariously liable under the PHA for harassment committed by an employee in the course of their employment.

Unfair treatment

Majrowski was unhappy with the way his manager treated him. He claimed that she bullied and intimidated him, was rude and abusive to him in front of other employees, was excessively critical and isolated him by refusing to talk to him. He felt that the treatment was because he was gay. The trust investigated and upheld his complaint of harassment. This all happened in 1998, some years before the Employment Equality (Sexual Orientation) Regulations 2003 came into force. He did not bring any proceedings against the trust at the time.

In 1999, Majrowski was dismissed from the trust (for unconnected reasons). Nearly four years later, in 2003, he brought a County Court claim against the trust (not against his manager) for distress and anxiety caused by the harassment. His case was that his manager was at all times acting in the course of her employment and, therefore, the trust was vicariously liable for the manager’s breach of the PHA.

The PHA prohibits a course of conduct (on at least two occasions) that amounts to harassment or which a person knows, or ought to know, amounts to harassment. Harassment is not defined, but includes “alarming [a] person or causing [a] person distress”. An employer can be vicariously liable for the acts of its staff where these occur “in the course of employment”. The courts have interpreted that phrase widely.

Vicarious liability

The question for the House of Lords in this case was whether an employer could be vicariously liable under the PHA. It confirmed that such a claim could be brought under the PHA. Majrowski’s claim is now going to a full trial to establish whether he was in fact harassed by his manager, as alleged, in the course of her employment.

Key points

  • Harassment on any grounds is covered by the PHA – and does not need to be on a ground protected by the discrimination laws.
  • There is no statutory defence available to employers under the PHA as there is for most discrimination claims.
  • Claimants only have to show 'anxiety' or 'distress', which is a lower hurdle than making out a personal injury claim.
  • Claimants have six years to bring a claim.

What you should do

  • Deal with any allegations of harassment quickly and fairly. Ensure all staff understand the need to seek HR support when dealing with difficult members of staff, or when personality clashes start to develop.
  • Ensure anti-harassment/bullying policies prohibit harassment/bullying on any grounds (and not just on grounds protected under the discrimination legislation).
  • Ensure there is a good level of awareness among managers as to the broad definition of what can constitute harassment in the workplace, and that all staff are aware that any form of harassment (on whatever grounds) is unacceptable. Be clear about the penalties for anyone who engages in harassment.

so you see you could bring a claim against your employers using this act, the beauty of it is the burden of proof is lower, you only have to prove you suffered 'anxiety' or 'distress' as a result of your employers / managers actions , the other key part is the vicarious liability ie your manager was acting in his capacity as an employee while employed by your employer and therefore the employer can be held responsible for this managers actions. :)

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You’re forgetting that trade union reps have protection in law under the Trade Union Reform and Employment Rights Act.

If my comments have been helpful please click my scales

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I am well aware, being a shop steward that we have protection from harassment under the act, I was only suggesting other ways to stop the harassment as my previous post shows.

 

 

Indeed you were but the op does not need any other way to stop it, he should use the Trade Union Reform act in his/her case.

Edited by cal37

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Thanks guys,well had the investigation meeting today, it was a joke, my area rep was with me, they were asking me questions about an interview that took place 6 years ago, they asked if the course in question was mentioned in the interview to which i replied that I couldn't even remember who was on the interview panel let alone what was said 6 years ago, My area rep asked what exactly are they investigating, to which they replied failure to complete a course. Yet this is not what they have put at the top of the notice they gave to me, yes they mentioned it in the letter but further down.

My rep also asked that it be noted she was going to the LEA & Governors, & also to the regional office as the union take it very seriously when one of their reps are being picked on.

They asked had I completed the course, I said as far as I was aware I had.

It's ridiculous asking me questions about 6 years ago, I just couldn't believe it, they are definitely scraping the barrel.

After the meeting my rep called a union meeting for all members , they have passed a motion of confidence in me

They voted unanimously to send a message to management of support for me & for management to leave me alone.

They also voted unanimously for management to follow the correct procedures.

sorry its so long hope it makes sense

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Your area rep is taking all the right measures. Holding the union meeting was so she can judge how strong the member’s feelings are in this matter IF it should come to taking some industrial action at a last resort.

Your employers are taking a very dangerous course and your rep contacting the regional office is her moving it up the ladder within the union. I’m guessing the regional rep will now get involved and he/she will then get the union’s legal dept involved.

They are sending a very clear message to your employers, like a shot across the bow of a ship.

Take heart, you have the full support of your union and your members.

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  • 2 weeks later...

Hi all,

 

Im in need of some advice, i have been dismissed for gross misconduct on 12th June and have my appeal hearing this tomo 25th June. i wish to pursue matter as far as i can as i believe that this is not gross misconduct. I will explain what happened, i sent a text message to my partner which somehowe accidently sent to my manager, this read........ U alright geek, what u upto? having lunch at 12 today if u wanna meet me, Babe i so need a new job new manager is such a Piers Morgan keeps havin a go at me about stupid things.

i was suspended on the spot and then received a letter next day inviting me to a disciplinary hearing for gross misconduct. i couldnt make the hearing as it was the next day at 8.30am and in another city, as i hav children i rang and said that i couldnt make the time and would need to rearrange, however i got a call at 5pm that evening saying the meeting would go ahead without me , this happened and i received a letter the next day advising i was dismissed! i feel that this shouldnt be classed as gross misconduct this was a private message expressing my views in what is a very stressful work environment, my manager has been constantly looking to drive me out of the workplace since she arrived and i did not intend to send the message it was a moment of frustration we all have at work when having a bad day/week.

please can anyone adivise if i can pursue the matter, the only prob is i have only been with the compnay for 10mths. I NEED HELP PLEASE GUYS!! PLEASE PLEASE WHAT CAN I DO????

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I fear that this may come too late - it would have been better to start a new thread which more people could have read and advised on, but here goes anyway...

 

You must feel awful - who hasn't sent an inappropriate text or e mail to the wrong person? I know that I have on a number of occasions but fortunately never quite so spectacularly as this!

 

Your problem, as you have already acknowledged, is that you have not been there sufficiently long to benefit from certain employment rights, not least to bring a claim for unfair dismissal (unless you feel that the company's actions are discriminatory). In that respect you will have a very tough job in overturning their decision. You have though not been afforded the correct procedure relating to disciplinary procedures. You should have been given the opportunity to have the meeting postponed, and only in exceptional circumstances should the meeting have been held in your absence. You should also have been made aware of exactly why your actions should be deemed Gross Misconduct. They might well argue that your text was offensive, but after all, you were only expressing an opinion.

 

Your only real chance is to claim that you were not dealt with in accordance with either the company's disciplinary rules (you would need to refer to your contract of company handbook to establish what these are) or the Statutory Minimum Procedures required by law. You may also argue that what you did, whilst reprehensible and foolish, was not a breach of the company's disciplinary rules and you feel that your treatment has been unduly harsh and disproportionate.

 

Good Luck, but I wouldn't hold my breath unfortunately.

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