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    • 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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    • deed?  you mean consent order you and her signed? concluding the case as long as you nor she break it's conditions signed upto? dx  
    • Well tbh that’s good news and something she can find out for herself.  She has no intention of peace.  I’m going to ask the thread stays open a little longer.   It seems she had not learned that I am just not the one!!!!  plus I have received new medical info from my vet today.   To remain within agreement, I need to generally ask for advice re:  If new medical information for the pup became apparent now - post agreement signing, that added proof a second genetic disease (tested for in those initial tests in the first case but relayed incorrectly to me then ), does it give me grounds for asking a court to unseal the deed so I can pursue this new info….. if she persists in being a pain ? If generally speaking, a first case was a cardiac issue that can be argued as both genetic and congenital until a genetic test is done and then a second absolute genetic only disease was then discovered, is that deemed a new case or grounds for unsealing? Make sense ?   This disease is only ever genetic!!!!   Rather more damning and indisputable proof of genetic disease breeding with no screening yk prevent.   The vet report showing this was uploaded in the original N1 pack.   Somehow rekeyed as normal when I was called with the results.   A vet visit today shows they were not normal and every symptom he has had reported in all reports uploaded from day one are related to the disease. 
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Are They Allowed to Hold a Disciplinary Hearing


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Hi

 

I sent a text message to a work phone number by mistake instead of someones mobile number and she received it, anyway, one of the bosses found out, I don't know why and now they're holding a Disciplinary Hearing against me for sending it.

 

I was on a tea-break at the time so they can't say I was supposed to be working. It was a bit of rude office banter.

 

I'm not worried about losing my job as I don't think it will go anywhere near that far, just don't want to have a written warning on my record.

 

 

Any help?

Ian

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unfortunatley they can discipline you for this, as it would be classed as a misuse of company equipment.

 

itd be the same if you sent a rude email to someones work email by accident when at home.

 

Also, depending on the content of the text, they could bring it up as misconduct on the grounds of indecency etc.

 

Basically, id just apologise profusley and promise it will never happen again, i dont think theyll sack you for it, but you never know these days.If they do let you off, and if it makes you or them feel better about it, remove the mobile number from your phone in front of them, unless of course its critical that you have it.

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This reminds me of the email my other half meant to send to me (we work together) and sent it to his manager instead!

 

Thankfully she thought it was hilarious, and his punishment was to be wound up about it. (embarassingly). It was a harmless email, not sexual or owt. If it had been, my other half would have probably been severally dealt with as our office is rather strict about the policy on electronic communication, and even though it was harmless, we were still a bit shocked that they chose not to take it any further.

 

But it would depend entirely on the content of the message you sent. If it could be viewed as libellious, offensive, or could compromise the company in any way by whom you were meant to send it to, then they can hold a disciplinary about 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.

 

 

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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I sent an email to the person I sent it to saying I was sorry and didn't mean offense - I meant to send it to her mobile!

 

Anyway I got a reply from her saying she wasn't offended by it.

 

I spoke to our HR lady and she's my representative in the hearing, she can't beleive the pettiness of it all. Anyway, our boss is now very annoyed that we've discussed this during work time. Surely we're allowed to as it's a work matter.

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I spoke to our HR lady and she's my representative in the hearing, she can't beleive the pettiness of it all. Anyway, our boss is now very annoyed that we've discussed this during work time. Surely we're allowed to as it's a work matter.

 

Please refer to below response.

Edited by xuntitledx
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You have to be careful with this and it would depend on your companies disciplinary and dismissal policy but it's usually not okay to discuss the issues when they are due for investigation or a meeting but you can easily double check this by speaking to HR.

 

Doesn't depend on anything of the sort. Of course you can discuss the matter with the person accompanying you to any hearing.

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Doesn't depend on anything of the sort. Of course you can discuss the matter with the person accompanying you to any hearing.

 

Beg your pardon - I mis-read it that the OP was discussing this with other people at work, not his HR rep. I'll edit my comment so not to mislead...!

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Well I had the meeting today and I got a Written Warning with 2 counts on it

 

  1. Sexual harassment to another member of staff.
  2. Wasting company time and therefore not being focused on the job/workload.

It will be kept on my file for 1 year!

 

I have come up with the following letter of appeal in response.

I am writing to appeal against my written warning on the Sexual Harassment part. I have read into the definition of Harassment and Sexual Harassment in the workplace and it doesn’t seem to cover this incident.

 

 

"Harassment and Sexual Harassment

5. In the 1975 Act, after section 4 (discrimination by way of victimisation), insert—

 

Harassment, including sexual harassment

(1) For the purposes of this Act, a person subjects a woman to harassment if—

(a) on the ground of her sex, he engages in unwanted conduct that has the purpose or effect—

(i) of violating her dignity, or

(ii) of creating an intimidating, hostile, degrading, humiliating or offensive environment for her,

(b) he engages in any form of unwanted verbal, non-verbal or physical conduct of a sexual nature that has the purpose or effect—

(i) of violating her dignity, or

(ii) of creating an intimidating, hostile, degrading, humiliating or offensive environment for her, or

© on the ground of her rejection of or submission to unwanted conduct of a kind mentioned in paragraph (a) or (b), he treats her less favourably than he would treat her had she not rejected, or submitted to, the conduct."

 

Quote The Employment Equality (Sex Discrimination) Regulations 2005

 

 

 

Sub-section 1(a) and 1(b) both read that it should only be classed as Sexual Harassment if I have engaged in “unwanted” conduct (verbal, non-verbal or physical). At no time has Sam ever said to me not to say things like that to her or when she is around, and I have an email from her stating that no offense was taken by it.

In light of this, I would appreciate it if you would remove the “Sexual harassment ot another member of staff” part from my written warning.

Does something like this sound okay?

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was it the person you sent the text to that made the complaint?, also, what was the actual content of the message (pm it to me if you dont want to put it on here for public viewing)

 

 

also, what do they mean by "wasting company time", didnt you send the text on your own time? (ie, not in work), if so, then it is not wasting company time as when you sent it you were not on work premises or on works time.

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The person I sent it to has not complained at all.

 

The message was in response to a picture of a chicken and I wrote "You love the C**k"

 

Wasting Company Time is because I showed a colleage, who also got a verbal warning for laughing and joining in with the "sexual harassment"

 

It's a bit of a joke in the office!

Capital One - Charges

PAID OUT IN FULL WITH 8% INT

 

HSBC - Charges

PAID OUT IN FULL WITH 8% INT

 

Unfair Dismissal

PAID OUT FULL COMPENSATION

 

NCP PAD Parking 'Fine'

FULLY CANCELLED

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The person I sent it to has not complained at all.

 

The message was in response to a picture of a chicken and I wrote "You love the C**k"

 

Wasting Company Time is because I showed a colleage, who also got a verbal warning for laughing and joining in with the "sexual harassment"

 

It's a bit of a joke in the office!

 

 

So, being as the person who it was sent to hasnt complained, who has?, you have a right to know your accuser.

 

Secondly, as no one in the office is offended by it, then a claim of "sexual harassment" is not justified, as for "wasting company time", does this mean you are not allowed to talk to your collegues during work hours?.

ok, so you showed them a rude joke and they laughed at it, but how does this constitute them joining in with this sexual harassment?, were they sexually harassing you?, did they immediatly go over to the woman you sent it to and begin harassing them?.

 

Seems to me like this is just a knee jerk reaction to what is basically just a bit of light hearted office banter, the ONLY thing they can really complain about is the misuse of company property.

 

Get it appealed against!.

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The person who compained is someone in the sales team who asked is what we were laughing at. It went to my boss who complained to the top bosses about it.

 

After I found out it had gone higher, I emailed the woman involved appologising and she replied saying no offend was taken!

 

The whole thing makes me want to find somewhere else to work. Only 4 months till I have my 2 years with them ;)

Capital One - Charges

PAID OUT IN FULL WITH 8% INT

 

HSBC - Charges

PAID OUT IN FULL WITH 8% INT

 

Unfair Dismissal

PAID OUT FULL COMPENSATION

 

NCP PAD Parking 'Fine'

FULLY CANCELLED

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