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    • I found that the parkin attended has a car with CCTV camera on it, however as I stated earlier, it seems that he did not take video of my car otherwise they would have stated so in the SAR. parking car .pdf
    • The rules state that "approved devices may only be used in limited circumstances"  I was not a threat. I was not present. I did not drive away. I think he has not fulfilled the necessary requirements justifying issuing me a PCN by post therefore the PCN was issued incorrectly and not valid.  What are your thoughts?  
    • I have also found this:  D.2 Service of a PCN by post: 54) There are some circumstances in which a PCN (under Regulation 10) may be served by post: 1) where the contravention has been detected on the basis of evidence from an approved device (approved devices may only be used in limited circumstances) 2) if the CEO has been prevented, for example by force, threats of force, obstruction or violence, from serving the PCN either by affixing it to the vehicle or by giving it to the person who appears to be in charge of that vehicle 3) if the CEO had started to issue the PCN but did not have enough time to finish or serve it before the vehicle was driven away and would otherwise have to write off or cancel the PCN 55) In any of these circumstances a PCN is served by post to the owner and also acts as the NtO. The Secretary of State recommends that postal PCNs should be sent within 14 days of the contravention. Legislation states that postal PCNs must be sent within 28 days, unless otherwise stated in the Regulations. This from London Councils Code of Practice on Civil Parking Enforcement.  The question is what is an approved device? Certainly, he had the opportunity to place the ticket on my car and I didn't drive away.  I looked further and it seems that an approved device is a CCTV camera - It seems that the photos taken were not actual film but images and it is not clear if they are taken from a video or are stills. I'm guessing if it was moving images then the SAR would have stated this.    From the Borough of Hounslow website: "There are two types of PCN issued under the Traffic Management Act 2004, which governs parking contraventions. The first is served on-street by a Civil Enforcement Officer, who will observe a vehicle and collect evidence before serving the PCN either by placing it in a plastic wallet under the windscreen wiper, or by handing it to the driver. The second is a PCN served by post, based on CCTV footage taken by an approved device, which has been reviewed by a trained CCTV Operator."   From Legislation.gov.uk regarding approved devices: Approved Devices 4.  A device is an approved device for the purposes of these Regulations if it is of a type which has been certified by the Secretary of State as one which meets requirements specified in Schedule 1. SCHEDULE 1Specified requirements for approved devices 1.  The device must include a camera which is— (a)securely mounted on a vehicle, a building, a post or other structure, (b)mounted in such a position that vehicles in relation to which relevant road traffic contraventions are being committed can be surveyed by it, (c)connected by secure data links to a recording system, and (d)capable of producing in one or more pictures, a legible image or images of the vehicle in relation to which a relevant road traffic contravention was committed which show its registration mark and enough of its location to show the circumstances of the contravention. 2.  The device must include a recording system in which— (a)recordings are made automatically of the output from the camera or cameras surveying the vehicle and the place where a contravention is occurring, (b)there is used a secure and reliable recording method that records at a minimum rate of 5 frames per second, (c)each frame of all captured images is timed (in hours, minutes and seconds), dated and sequentially numbered automatically by means of a visual counter, and (d)where the device does not occupy a fixed location, it records the location from which it is being operated. 3.  The device and visual counter must— (a)be synchronised with a suitably independent national standard clock; and (b)be accurate within plus or minus 10 seconds over a 14-day period and re-synchronised to the suitably independent national standard clock at least once during that period. 4.  Where the device includes a facility to print a still image, that image when printed must be endorsed with the time and date when the frame was captured and its unique number. 5.  Where the device can record spoken words or other audio data simultaneously with visual images, the device must include a means of verifying that, in any recording produced by it, the sound track is correctly synchronised with the visual image.
    • Hearing took place today.  Case dismissed with costs awarded. Neither UKPC or a representative turned up.  Apparently they messaged the court on 7 May asking for their case to be considered on paper.  Never informed me, which was criticised by the judge as not following procedure.  I was really annoyed as I would have preferred for the case to be thrown out before the hearing, or at least face them in court and see them squeal.   They are just playing a numbers game and hope you blink 1st!   Ended up having to change my flight, but  the costs awarded softens the blow. Was asked to confirm it was my signature on both the witness statement and supplementary statement.  Wasn't asked to read them, said she could see my arguments made and the signs were insufficient and no contract formed. Took maybe 10 mins in total.  Judge did most of the talking and was best for me just to keep quiet or confirm any statements made. Happy to have won as a matter of principle and have costs awarded. Maybe not worth all the time and hassle for any newbies or the technologically challenged.  But if you are stubborn like me and willing to put in the time and effort, you can beat these vultures! I big shout out to everyone who helped on the thread with their advice and guidance, special mention to FTMDave, thank you sir!  Really appreciate everyone's efforts. All the best!
    • I plan to be honest to avoid any further trouble, tell them that the name should be changed to my official name
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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.

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Maternity Leave and Holiday Accrual


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My company's holiday year runs from April 1st to March 31st each year and we get 25 days holiday each year.

 

My maternity leave started on 18th March 2008 and is due to end on 18th March 2009.

 

It is company policy that holiday cannot be carried over.

 

I wish to take my full statutory maternity pay. Can I ask for my complete

holiday entitlement to be added on to the end of my maternity leave as otherwise I have no other way of taking the holiday, or I have to lose it (unless they offer to pay me for it - but I'd rather take it!)

 

My thoughts are, if I have to take the full leave before the end of March 2009, then I have had to end my maternity leave early and it is my statutory right to be able to take those 52 weeks, which they are then surely overriding by making me "take the holiday or lose it"!

 

What are peoples thoughts? Do I have the right to ask to take the leave even though it falls into the new holiday year?

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When you have been on ordinary maternity leave, you are still entitled to all the benefits you would receive whilst working, which includes annual leave. Annual Leave is still accrued and as you are unable to take it due to the timing of your maternity leave, yes you can carry it over.

 

They may well try arguing that you can't, as many employers unfortunately aren't up with or choose to ignore maternity rights, but you are entitled to it.

My advice is based on my opinion, my experience and my education. I do not profess to be an expert in any given field. If requested, I will provide a link where possible to relevant legislation or guidance, so that advice provided can be confirmed and I do encourage others to follow those links for their own peace of mind. Sometimes my advice is not what people necesserily want to hear, but I will advise on facts as I know them - although it may not be what a person wants to hear it helps to know where you stand. Advice on the internet should never be a substitute for advice from your own legal professional with full knowledge of your individual case.

 

 

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Thanks, I can use that in a letter I write :)

When you've had all the help you need, make sure you stick around to help others too!

Just think, if everyone left the site after they'd got their help, there might not be anyone left the next time YOU come back needing more assistance!!!!!!!

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  • Haha 1

My advice is based on my opinion, my experience and my education. I do not profess to be an expert in any given field. If requested, I will provide a link where possible to relevant legislation or guidance, so that advice provided can be confirmed and I do encourage others to follow those links for their own peace of mind. Sometimes my advice is not what people necesserily want to hear, but I will advise on facts as I know them - although it may not be what a person wants to hear it helps to know where you stand. Advice on the internet should never be a substitute for advice from your own legal professional with full knowledge of your individual case.

 

 

Please do not seek, offer or produce advice on a consumer issue via private message; it is against

forum rules to advise via private message, therefore pm's requesting private advice will not receive a response.

(exceptions for prior authorisation)

 

 

 

 

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Hmm.. DirectGov says...

 

"You can add holiday to the beginning or end of your leave. You may not be able to carry over untaken holiday entitlement if your maternity leave goes over two holiday years, so it's often best to take this at the beginning of your leave."

 

But I didn't have this opportunity... .....! which is where the difficulty lies!

When you've had all the help you need, make sure you stick around to help others too!

Just think, if everyone left the site after they'd got their help, there might not be anyone left the next time YOU come back needing more assistance!!!!!!!

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Hi, Ker.

 

I've been watching your thread, I was going to say It's always better to take it before your maternity leave.

 

Give ACAS a phone they should be able to advise.

 

Good luck with that.

 

Regards.

 

Scott.

Any advice I give is honest and in good faith.:)

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You should be able to take your holiday at the beginning of your maternity leave so that your actual maternity leave doesn't start until April and you don't return until April 09 ... and have an entire new holiday years worth of time to take!

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right, i wasn't given the opportunity (I left at the end of March 2008 due back end March 2009!)

 

Should I point this out that I wasn't given the opportunity to take the leave? What I'm really angling for is my 5 weeks holiday plus the 6 bank holidays on top of my leave so I get more time off!

When you've had all the help you need, make sure you stick around to help others too!

Just think, if everyone left the site after they'd got their help, there might not be anyone left the next time YOU come back needing more assistance!!!!!!!

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This is a complicated area. I know that the law is not exactly clear in this area and there is some confusion about how to treat stat holiday and contractual holiday entitlements.

 

The best article I have found thus far is:EEF : Does holiday entitlement accrue whilst on maternity leave?

 

Perhaps the ECJ will clarify some of this when they eventually decide the Stringer v HMRC case which is a case about right to holidays when on long term sick.

 

All I can say is that I know employment law consultants who advise companies to try to make the employee take the leave before the mat leave commences and only carry over the stat entitlement (0.8 weeks?) or greater amount if that is provided for in staff handbook (often about 5 days), any additional being lost. I'm not saying this is right, especially for cases where the employee was unable to take the hols before the mat leave started (like you?) but I have heard it given as advice.

 

Even though I can't advise further on this it may help future posts if you separate out your stat and contractual holiday entitlement.

 

Thus just to clarify OP are you saying you got 25 days + the 8 BH (and I assume your were a five day a week worker)?

Edited by elche
Gramatical

...................................................................... [FONT=Comic Sans MS]Please post on a thread before sending a PM. My opinion's are not expressed as agent or representative of The Consumer Action Group. Always seek professional advice from a qualified legal adviser before acting. If I have helped you please feel free to click on the black star.[/FONT] [FONT=Comic Sans MS] I am sorry that work means I don't get into the Employment Forum as often as I would like these days, but nonetheless I'll try to pop in when I can.[/FONT] [FONT=Arial Black][FONT=Comic Sans MS][COLOR=Red]'Venceremos' :wink:[/COLOR][/FONT][/FONT]

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Yep, Monday to Friday worker. Contractual holiday is 25 days plus bank holidays, but I left on the tuesday after Easter, so they are already accounted for.

When you've had all the help you need, make sure you stick around to help others too!

Just think, if everyone left the site after they'd got their help, there might not be anyone left the next time YOU come back needing more assistance!!!!!!!

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  • 2 months later...

I've just done some research :D

 

In its judgement in Gomez v Continental Industrias del Caucho SA ([2004], the ECJ said that women on maternity leave must be permitted to take their statutory annual leave entitlement at a time other than when they are on maternity leave.

 

I might just WIN :D :D :D

Edited by KER

When you've had all the help you need, make sure you stick around to help others too!

Just think, if everyone left the site after they'd got their help, there might not be anyone left the next time YOU come back needing more assistance!!!!!!!

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Ker

 

I don't think it is quite that straight forward (** EDIT ** that comment was because I'm sure that originally your post said 'I Win' which now says 'might just win') I agree that 'might just win' is a much better reflection of the position as I understand it :)

 

1) My understanding is that the Gomez case applied to Statutory Holiday entitlement not contractual (in Spain it was 30 days in 2001) - Thus there is no guarantee Gomez would apply to any contractual holiday entitlement that you may or may not lose, over and above your stat min.

 

2) Gomez is not authority for the fact that if your mat leave straddles a holiday year that you would be able to carry over your holiday entitlement.

 

You say your RTW was going to be 18th March 2009 BUT your company's hol year runs out 31st March 2009.

 

Thus in order to get all your holidays your company would have to permit you to carry some over. Whilst they may well allow this the Gomez decision does not set a precedent that they would have to as this would potentially conflict with the WTR as they currently stand:

 

While on its face the decision is a clear one to follow, it raises an interesting question for UK employers: Can a woman whose maternity leave straddles two holiday years carry over any accrued but untaken holiday from the first holiday year into the second? The WTR, as currently drafted, would not permit this and the Government may now have to take steps to amend them.

 

But that said of course Gomez is overall a good decision for you.

 

Che

Edited by elche
Semantics

...................................................................... [FONT=Comic Sans MS]Please post on a thread before sending a PM. My opinion's are not expressed as agent or representative of The Consumer Action Group. Always seek professional advice from a qualified legal adviser before acting. If I have helped you please feel free to click on the black star.[/FONT] [FONT=Comic Sans MS] I am sorry that work means I don't get into the Employment Forum as often as I would like these days, but nonetheless I'll try to pop in when I can.[/FONT] [FONT=Arial Black][FONT=Comic Sans MS][COLOR=Red]'Venceremos' :wink:[/COLOR][/FONT][/FONT]

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