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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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    • 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.

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      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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Constructive dismissal/Disability discrimination


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Any advice here would be very beneficial. Heres my tale of woe:

 

I have worked with the same company (a large global company) on a permanent basis for coming up on 4 years. Just before I was employed I was diagnosed with Cancer, (terminal, although I have been proving the docs wrong since the start).

 

Basically my issue is, my team went through a re-structure at the end of last year where a level of management was removed (made redundant) and my level assumed more responsibility but grading etc did not change.. That was all fine until I took a bad turn at end of Feb and ended up hospitalised for a number of weeks, and lucky to come out the other end. The management team, understandably, put in cover for my role during my absence. I have looked after myself and my health is now back to where it was prior to Feb. I returned on a phased return to work in May and my bosses (new as my previous managers had since left) said it was not practical for me to manage the team on a daily basis as I was not full time, which I accepted, and they gave me bits and pieces to do, none of which were at all challenging. I then returned on a full time basis and they asked me would I continue to help out and not return to my role as the person who was standing in for me was doing well, and they didn't want to put the team through any more change. I did try and work with them but it became obvious I was being sidelined and I was getting increasingly frustrated, so I officialy requested a return to my orginal role wher emy levels of decision making and accountability were returned. Lo and behold, they have now accepted that, but they have decided to put a layer of management in between me and my current manager, namely the person who has been covering my role.

 

I have 2 issues with this, it makes my postion less accountable, and I feel effectively demotes me, also there was no sign of this 're-structure' happening pior to my request to move back to my role, so I feel it is personal. I have had extremely positive feedback in the past with a very strong annual review for last year. I know if I accept this change, it will frustrate me on a daily basis, and my health is too important to me to put myself through that stress.

 

I feel I have 3 options:

 

1. Accept the change, and carry the anxiety it brings

2. Don't accept the change, and possibly leave, with a view of constructive dismissal?!

3. Talk to my doc about the stress this will put me under and get signed off.

 

Option 1 doesn't sit well with me, and option 3 makes me feel I am not dealing with the issue, but number 2 may be hard to prove and will potntially give me lots of shorter term stress?

 

Another thing to mention is that we all may be made redundant in the very near future as all our roles may be outsourced.

 

Any advice, would be greatly appreciated.

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Firstly are Occupational Health involved or were they at any stage? This may be an option as they should recommend reasonable adjustments. Although its upto management to decide whether to accept them, if they fail to make adjustments then you may have a claim. Constructive dismissal is very hard to prove but if you can show they failed to make reasonable adjustments and resigned as a result of that then you may have constructive dismissal. It is better to obviously avoid this route where possible.

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Hi first of all, am sorry to here about your current medical situation and wish you a full and speedy recovery.

 

With regards to your employment. i dont think theres anything you can do other then request that they explain why the person that was covering for you is now above you, so to speck. Also express your concerns about it so that they can clarfiy there actions to you.

 

Personnally to me it simply sounds like the compnay has done everything it can to look after you and to keep you happy. So it also makes sense for them to want to keep the person that covered for you happy too, and in order to do that theyd have to reward him/her even for their efforts, it this case it was a promotion that ment creating a new position to accomadate their promotion. Am sure if it had been you covering for someone, you would not have been happy about being put back to where you were prior to covering for them, would you?

 

So i believe the company is trying to do what is best for all concerned, along with trying to keep everyone happy. and that you should simply and politely express your concerns to them to get more clarfication and justification as to their actions, prior to making any drastic decisions.

 

With regards to contrustructive dismissal. i see no evidence from what you have said to even suggest that the company is trying to force you to leave your employment with them. infact, it has been the complete opposite, and your lucky to have an employer that is so willing to go out of their way to accomodate you. I know it sounds harsh and i certainly dont wish to offend you, but thats basically how it is. look at it this way with regards to you and the person that covered for you as things stand there is really no winner or loser in this kind of situation.

 

So before taking any action or letting yourself get worked up over it, ask yourself, are you annoyed because you been treated unfairly or because the person, that did such a good job covering for you got promoted? and as a result do you resent them for it? if you feel you have been treated unfairly, then put in a written request asking for clarification and justification, as to why the person that covered for you was promoted above you and why a position was created to accomadate the said person promotion. and then come back to us here and show us what their response was and if there is any reason where it can not be justified, then we can go from there. but until then you should sit back and not get yourself worked up over it, as chances are they will just confirm everything i have said here.

Edited by teaboy2

Please note that this advice is given informally, without liability and without prejudice. Always seek the advice of an insured qualified professional. All my legal and nonlegal knowledge comes from either here (CAG),my own personal research and experience and/or as the result of necessity as an Employer and Businessman.

 

By using my advice in any form, you agreed to waive all rights to hold myself or any persons representing myself of any liability.

 

If you PM me, make sure to include a link to your thread as I don't give out advice in private. All PMs that are sent in missuse (including but not limited to phinishing, spam) of the PM application and/or PMs that are threatening or abusive will be reported to the Site Team and if necessary to the police and/or relevant Authority.

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Thanks both for your updates. Trevor, Occ Health have been involved, however there are no adjustments needed to be be made as I am fully able to carry out my duties without any additional support?!

 

Teaboy, thanks for your honesty, but just a couple of points I'd like to clarify (was difficult to explain the whole thing first time around).

 

Am sure if it had been you covering for someone, you would not have been happy about being put back to where you were prior to covering for them, would you? - The person they put into cover me was graded higher than me and was put in so they should be able to "hit the ground running", they came from covering another role, where the other person has since returned to. They are on a contract rather than a permanent employee with a dedicated role.

 

So i believe the company is trying to do what is best for all concerned, along with trying to keep everyone happy. and that you should simply and politely express your concerns to them to get more clarfication and justification as to their actions, prior to making any drastic decisions. - Agreed, the company is a very good company to work for and I have done exactly that.

 

Its the point of an extra layer of management being put in that reduces my previous level of accountability etc. Basically my issue is, my team went through a re-structure at the end of last year where a level of management was removed (made redundant) and my level assumed more responsibility but grading etc did not change.. I ran, managed and made any appropriate changes as I deemed neccesary in the team historically, and produced really strong results. With the new structure they propose that will be my proposed Managers responsibility, and that is what upsets me and makes me feel demoted. This new structure appears only to be put into my area, and not accross the board.

 

I don't feel I have done a good job at explaining myself here so sorry, but do value any feedback to help me get my head round this. (If I am being out of order please don't be afraid to tell me so).

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Thanks both for your updates. Trevor, Occ Health have been involved, however there are no adjustments needed to be be made as I am fully able to carry out my duties without any additional support?!

 

Teaboy, thanks for your honesty, but just a couple of points I'd like to clarify (was difficult to explain the whole thing first time around).

 

Am sure if it had been you covering for someone, you would not have been happy about being put back to where you were prior to covering for them, would you? - The person they put into cover me was graded higher than me and was put in so they should be able to "hit the ground running", they came from covering another role, where the other person has since returned to. They are on a contract rather than a permanent employee with a dedicated role. In that, case assuming hes is on a temporary contract, then we need to ascertain weather that means his position above you is temporary and just in order to take some responsability from you to make your return to your position easier. Or if its a permenant contract where hell be staying in that position. If it is permenant, then yes it can been seen as unfair as your company had already agreed to allow you to return to your former posistion and no mention to a reduction in your responsabilities were mentioned. So we need clarficaton on this from your company.

 

So i believe the company is trying to do what is best for all concerned, along with trying to keep everyone happy. and that you should simply and politely express your concerns to them to get more clarfication and justification as to their actions, prior to making any drastic decisions. - Agreed, the company is a very good company to work for and I have done exactly that. Excellent we will need to see their response to ascertain wheater you have any claim to being treated unfairly even if it wasnt the companies intention to be unfair.

 

Its the point of an extra layer of management being put in that reduces my previous level of accountability etc. Basically my issue is, my team went through a re-structure at the end of last year where a level of management was removed (made redundant) and my level assumed more responsibility but grading etc did not change.. I ran, managed and made any appropriate changes as I deemed neccesary in the team historically, and produced really strong results. With the new structure they propose that will be my proposed Managers responsibility, and that is what upsets me and makes me feel demoted. This new structure appears only to be put into my area, and not accross the board. I understand what your saying here, but you havent actually been demoted as such as your job title is still the same along with your wages (am i right?), but you have had responsabilities taken away from you as you state, so it could be implied that you have been demoted from your position of responsbility which therefore effects your overall position and ability to perform in said position at the company. But again we need to wait and see how they clarify and justify their actions, especially with regards to your coverers contract, and weather its a permanant position for him or just a temporary one, just to help ease you back into your role.if permanent then you have a strong case to claim your being treated unfairly or discriminated against becuase of your medical condition even if it is unintentional (and a lot of discrimination is unintentional, but its still discrimination)

 

I don't feel I have done a good job at explaining myself here so sorry, but do value any feedback to help me get my head round this. (If I am being out of order please don't be afraid to tell me so).

 

So basically we need to find out all the facts first so we can ascertain weather you may have a case or not. So once you recieve a response to your request for justification and clarification let us know and we can go from there. It may also be worth your while to contact ACAS and see what advice they can give you too at Acas - How can we help?.

Edited by teaboy2

Please note that this advice is given informally, without liability and without prejudice. Always seek the advice of an insured qualified professional. All my legal and nonlegal knowledge comes from either here (CAG),my own personal research and experience and/or as the result of necessity as an Employer and Businessman.

 

By using my advice in any form, you agreed to waive all rights to hold myself or any persons representing myself of any liability.

 

If you PM me, make sure to include a link to your thread as I don't give out advice in private. All PMs that are sent in missuse (including but not limited to phinishing, spam) of the PM application and/or PMs that are threatening or abusive will be reported to the Site Team and if necessary to the police and/or relevant Authority.

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