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    • He was one of four former top executives from Sam Bankman-Fried's firms to plead guilty to charges.View the full article
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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).
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Contract and Notice question


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Hi all

 

I need some help for my mum.

 

Basically she was made redundant in June 2009 and was offered a new job in July.

 

She has now decided she wants to leave this job - her boss is a bully and I hate to see my 60 year old mum cry cos of what he says and does to her. She's worked all her life from 16 and this idiot that must be no more than 30 thinks he's the best thing since sliced bread (breath andie!!)

 

Anyway - she was given a contract at the end of August however she has not signed it and neither have the company.

In looking at the contract it is very basic and for whatever reason she didn't sign it - she still has both copies and both are unsigned by the company.

 

This week all has come to a head - her contracted hours are 9 to 5.30 monday to friday (with the good old and "any other hours from time to time as needed by the business") however she never finishes before 6.30 as her boss will not let he go until all the books balance and the work he has given her that day is done on wednesday the boss would not let her leave the office until 9.15pm!! - she rarely gets her contracted 1/2 hour lunch break as he loads her with so much work.

 

He has now said that she will have to work saturdays as well in order to complete the work he needs her to do.

 

He is a bully and very abrasive - he doesn't ask he demands and threatens his staff.

 

My mum decided that she'd had enough so told them today she wasn't happy and was going to leave.

 

Now here's the stinger in the tale - he wants at least 6 weeks notice - he says if she doesn't give him it he will sue her!

 

Now the 6 weeks notice is in her contract but let me put it into context of how this is so weighted to the side of the employer.

 

The termination clause is:-

 

During the first 3 months of employment the employer may terminate the employment with 1 days notice and the employee with 1 weeks. After the initial 3 months of employment the employer may terminate the agreement with 1 weeks notice to the employee. The employee may terminate the agreement with not less than 6 weeks written notice in the first year.

 

Now as stated previously this contract is unsigned by both parties so surely is not binding?

 

She basically wants to tell this bully to stick his job where the sun doesn't shine - well I know mum's don't say it like that but thats what I'd love her to say!! - but she doesn't want to get sued over it.

 

Can anyone help??

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Thanks CK,

 

I told her she should feel an attack of swine flu coming on - they're not even checking at our doctors you ring and they send you a prescription

 

She's trying to avoid doing this as she has really high integrity but if he is serious about suing her whilst still making her life hell it is probably her only option.

 

It's within his best interest as well for her to do that cos if I see my mum cry again cos of some jumped up idiot I swear I won't be responsible for my actions!!

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Hi Marie

 

Thanks for the pointer but I'm a little confused

 

Rights of employer and employee to minimum notice

 

(1) The notice required to be given by an employer to terminate the contract of employment of a person who has been continuously employed for one month or more—

(a) is not less than one week’s notice if his period of continuous employment is less than two years, in their contract they state 3 months the employer has to give 1 day - does an illegal clause make the contract null and void (even an unsigned one)?

(b) is not less than one week’s notice for each year of continuous employment if his period of continuous employment is two years or more but less than twelve years, and

© is not less than twelve weeks' notice if his period of continuous employment is twelve years or more.

 

(2) The notice required to be given by an employee who has been continuously employed for one month or more to terminate his contract of employment is not less than one week. ok not less than a week - she would give one week but as her contract says 6 would she have to agree to this?

 

(3) Any provision for shorter notice in any contract of employment with a person who has been continuously employed for one month or more has effect subject to subsections (1) and (2); but this section does not prevent either party from waiving his right to notice on any occasion or from accepting a payment in lieu of notice.

 

(4) Any contract of employment of a person who has been continuously employed for three months or more which is a contract for a term certain of one month or less shall have effect as if it were for an indefinite period; and, accordingly, subsections (1) and (2) apply to the contract.

 

(5) Subsections (1) and (2) do not apply to a contract made in contemplation of the performance of a specific task which is not expected to last for more than three months unless the employee has been continuously employed for a period of more than three months.

 

(6) This section does not affect any right of either party to a contract of employment to treat the contract as terminable without notice by reason of the conduct of the other party. am i reading correctly that she can terminate the contract without reason due to his unreasonable behaviour?

Sorry if i seem a bit thick but that isn't really all that easy to understand.

 

Thanks again

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companies can not place clauses that contradict that of employment laws in to an employment contract. in your mums case she only has to give 1 weeks notice minimum. the 6 weeks demand by the employer (who you have grounds for constructive dismissal against) are irrelevant, as a contract can not be outside of the law. Same with them saying they can give you 1 days notice, that is in breach of employment law, unless it is terminated as a result dismissal.

 

Your mums employment contract is not inline with the law therefore its not a legally binding contract, so if he tried to sue your mum hed end up losing.

 

Other question id like to ask is - Is your mum working on a salary or an hourly wage?

 

Because if its salary then yes she will have to work a few extra hours without pay, but those hours have to be reasonable I.E an hour here and an hour there or a few minutes after work to finish up etc. IF its hourly wage then they would have to pay her overtime an be no more then 48hrs worked in total per week. Either way its your mums choice if she stays back after her working hours for the day are finished not that of the employer. Basically tell your mum to leave work at 5:30pm everyday. she does not have to work saturdays as that is her choice too so all she has to do is say no and the employer cant do anything.

 

Has your mum placed a grievance against this man to higher mangement? because thats the first step she should take before taking tribunal action.

 

p.s yes your mum has right to terminate contract without notice on grounds of his conduct/behaviour

Edited by teaboy2
  • Haha 1

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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companies can not place clauses that contradict that of employment laws in to an employment contract. in your mums case she only has to give 1 weeks notice minimum. the 6 weeks demand by the employer (who you have grounds for constructive dismissal against) are irrelevant, as a contract can not be outside of the law. Same with them saying they can give you 1 days notice, that is in breach of employment law, unless it is terminated as a result dismissal.

 

Your mums employment contract is not inline with the law therefore its not a legally binding contract, so if he tried to sue your mum hed end up losing.

 

Other question id like to ask is - Is your mum working on a salary or an hourly wage?

 

Because if its salary then yes she will have to work a few extra hours without pay, but those hours have to be reasonable I.E an hour here and an hour there or a few minutes after work to finish up etc. IF its hourly wage then they would have to pay her overtime an be no more then 48hrs worked in total per week. Either way its your mums choice if she stays back after her working hours for the day are finished not that of the employer. Basically tell your mum to leave work at 5:30pm everyday. she does not have to work saturdays as that is her choice too so all she has to do is say no and the employer cant do anything.

 

Has your mum placed a grievance against this man to higher mangement? because thats the first step she should take before taking tribunal action.

 

In addition to what teaboy has posted here. If your mum is on a salary can she work out the actual rate of gross pay per hour---if it is less than £5.80 then the employer is breaking the law in that direction too.

 

I agree the terms of the "contract" regarding Notice Periods would not stack up at an ET and the employer would lose.

 

Beau

Please note: I am not a lawyer and as such any advice I give is purely from a laymans point of view;-)

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You might want to trawl through the rest of the contract to see if he has breached any of the other terms himself.

Otherwise a resignation letter highlighting his bullying manner and making her work more than 48 hours per week, in breach of the Working Time Regulations, may discourage him somewhat.

 

IF (and I'd agree that it's a big if because I can't imagine that a court would look to kindly on a contract that includes such disproportinate differences between the notice required by the employer and the employee) he tries to sue her, for just giving one weeks notice instead of six, he'd only be able to claim any extra provable costs for the remaining five weeks.

 

Googling suggest that employers generally don't go down this route.

 

Damages for breaching notice periods

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Thanks for your help guys, she is salried but I have told her to work it out as Beau advises.

 

I believe that as she has only been there for just over 3 months constructive dismissal is out.

 

Can I just clarify that as he has broken employment law with the one day termination as it points out in (1) should be minimum 1 week - that would invalidate the whole contract as it is an illegal clause.

 

(2) states that notice period once over a month employed is not less than 1 week so she can offer a week without fear of being sued for breach of (unsigned) contract?

 

and (6) am I reading correctly that she can terminate the contract without notice on grounds of unreasonable behaviour.

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Thanks for your help guys, she is salried but I have told her to work it out as Beau advises.

 

I believe that as she has only been there for just over 3 months constructive dismissal is out.

 

Can I just clarify that as he has broken employment law with the one day termination as it points out in (1) should be minimum 1 week - that would invalidate the whole contract as it is an illegal clause.

 

(2) states that notice period once over a month employed is not less than 1 week so she can offer a week without fear of being sued for breach of (unsigned) contract?

 

and (6) am I reading correctly that she can terminate the contract without notice on grounds of unreasonable behaviour.

 

thats all correct.

 

she should still look into the contructive dismissal and if she cant she still got the bullying along with victimization if its only her hes treating like this.

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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Teaboy you are a star - scales duly tipped - thank you.

 

will keep you informed of the progress - he is making her go in tomorrow so she is going armed with the employment rights act and your advice.

 

We will see what happens.

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your welcome andie.

 

hope it goes well for your mum. but judging by what you said so far about her employer, i doubt hell take it well. but on the bright side, if he wants to go down that path, he'll only make it worse for himself. Plus you have cag fully behind you.

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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  • 2 weeks later...

I am facing a very strange situation ! aswell !

 

I applied for a job and was offered it by a competitor, then submitted my resignation on Friday and my employer rejected my resignation and offered to counter offer then we reached a deadlock, we then agreed that we would discuss further on Monday, and still failed to reach an agreement i then told him i was taking up the other offer from the other employer. He immediately told me I was under suspension because i had been sending work emails to my personal email address relating to work that i would use when i join the next employer. I was then told to leave the premises and not take any of my belongings or speak to anybody in the work place and that I will be sent a letter in the post detailing the reasons for my suspension, of which then i would be allowed to start any communications. Today (Tuesday 17th) I received a phone call from one of the junior managers asking me to come to work to discuss the issue and i advised him that i was as not feeling too well i needed to see the doctor so i couldnt make it ( I believe all because of the stress caused by these aggressive discussions at work). I advised him i was not allowed to talk to anybody until i get a letter in the post explaining the reasons for my suspension as advised by the Director. Later in the day I then got a telephone call from a security firm that allegedly has been appointed to investigate this breach- he sounded very intimidating and I advised him that i didn’t know who he was and could not just come in and discuss with him without anything in writing from my employer - Director. I than rang my Director to ask him what was happening and he said he had passed my details to this security firm to pursue the case and he wanted me to come to work. i then requested for everything in writing which he said he will do.

How do i stand legally as I think they want to dismiss me immediately so that they don’t pay me for my notice period , unfortunately i had given them 6 weeks as opposed to 4 weeks required in my contract.

Is this a police matter - have i breached the law in any sense ? ( i have information that i could use for my next employer but haven’t used any of it). I still could have done this anytime as i had a company laptop about a year ago then refused it.

What would you advise me to do ? i have an appointment at the doctors for Thursday am due to this stress what should i tell my employer ?

Do I have to go in and see them even if they have not given me detailed information on my suspension.

I have never received any disciplinary action in the last 2.5years ever since i have worked for them - i have been one of their best employees.

Can i also comment on my fear of going into the work place as they spoke to me in a very demeaning and dehumanising manner causing me to be stressed- i dread to bare the atmosphere with my Director and this Security firm they have hired.

(the director has already apologised to talking to me in a demeaning and dehumanising manner- but i want to use this against him ).

Please advise on the best way forward.

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I am facing a very strange situation ! aswell !

 

I applied for a job and was offered it by a competitor, then submitted my resignation on Friday and my employer rejected my resignation and offered to counter offer then we reached a deadlock, we then agreed that we would discuss further on Monday, and still failed to reach an agreement i then told him i was taking up the other offer from the other employer. He immediately told me I was under suspension because i had been sending work emails to my personal email address relating to work that i would use when i join the next employer. I was then told to leave the premises and not take any of my belongings or speak to anybody in the work place and that I will be sent a letter in the post detailing the reasons for my suspension, of which then i would be allowed to start any communications. Today (Tuesday 17th) I received a phone call from one of the junior managers asking me to come to work to discuss the issue and i advised him that i was as not feeling too well i needed to see the doctor so i couldnt make it ( I believe all because of the stress caused by these aggressive discussions at work). I advised him i was not allowed to talk to anybody until i get a letter in the post explaining the reasons for my suspension as advised by the Director. Later in the day I then got a telephone call from a security firm that allegedly has been appointed to investigate this breach- he sounded very intimidating and I advised him that i didn’t know who he was and could not just come in and discuss with him without anything in writing from my employer - Director. I than rang my Director to ask him what was happening and he said he had passed my details to this security firm to pursue the case and he wanted me to come to work. i then requested for everything in writing which he said he will do.

 

How do i stand legally as I think they want to dismiss me immediately so that they don’t pay me for my notice period , unfortunately i had given them 6 weeks as opposed to 4 weeks required in my contract.

 

Is this a police matter - have i breached the law in any sense ? ( i have information that i could use for my next employer but haven’t used any of it). I still could have done this anytime as i had a company laptop about a year ago then refused it.

 

What would you advise me to do ? i have an appointment at the doctors for Thursday am due to this stress what should i tell my employer ?

 

Do I have to go in and see them even if they have not given me detailed information on my suspension.

 

I have never received any disciplinary action in the last 2.5years ever since i have worked for them - i have been one of their best employees.

 

Can i also comment on my fear of going into the work place as they spoke to me in a very demeaning and dehumanising manner causing me to be stressed- i dread to bare the atmosphere with my Director and this Security firm they have hired.

(the director has already apologised to talking to me in a demeaning and dehumanising manner- but i want to use this against him ).

 

Please advise on the best way forward !! i need some help

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Without being too inquisitive. Is the nature of the work you do such that you think it likely that your employer would engage the services of a security firm to investigate the fact that you've sent work email to a personal email address?

This all seems very dodgy.

In fact, unless you work for MI5, their claim smells of male cow poo.

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firstly the security firm has no legal powers therefore they can only investigate the matter and report back to the company. However they can not force you to cooperate and personnally i wouldn't cooperate with any 3rd party as quite frankly its non of their business. You should make it clear to your employer that you will only communicate with them (the employer) or the police if they wish for it to be investigated externally. They may have provided your details to this security firm in breach of data protection act as you have not consented to your employer passing n your private details to a 3rd party company, have you? probably not! also such details can only be passed on without your consent if you have committed an offence or is requested by the police or court.

 

Secondly, you say you sent emails. Well has the information in these emails actually been used by you at the new job? (no as you havent started the new job!) did it contain contact infromation where you could poach the customers from your employer while at your new job etc? if so then you have not actually committed an offence without signing a non disclosure form, where by you are bound not to use or disclose such information to 3rd parties or your employers competitors etc. but you would be in breach of data protection act for using such information. If you send the infomation in the emails purely for your current work purposes at the time they were sent, then you will not have done anything wrong. In otherwords it's the employer that would have to prove that the emails were in breach of company policy or the information in the emails was used unlawfully! so what is your companys IT policy regarding emails?

 

Thirdly, your employer has no right to refuse you access to collect your belongings from your work place. they are your property and preventing you access to your property would be an unlawful act.

 

Basically, unless you have used the information in the emails for your own personal gain or passed them on to a 3rd party, which am assuming you have done nothing of the sort. Then you have done nothing wrong, unless sending such information to your personal email address was in breach of the companies IT policy. But the question i do need to ask, is why send to your own personal email address and not to your private work email adresss which all office workers have? as you would surely still be able to access your work email from home and the fact you once had a company laptop would prove that.

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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Teaboy you are a star - scales duly tipped - thank you.

 

will keep you informed of the progress - he is making her go in tomorrow so she is going armed with the employment rights act and your advice.

 

We will see what happens.

 

How did it go andie?

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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Teayboy thank you for your detailed explanation.

my Role is Internal Sales

 

I have not used this information at my new employer as i start in Jan ? I can use it with my next employer as it contains contact info and , cost of goods etc but was not bothered about doing that.

I have already submitted a grievience against my boss who suspended me as when he offered me a counter offer on the second day and rejected it- he then suspended me and spoke to me in a very demeaning and dishuman way and i am now very stressed now going to the doctors - (do you think i did the right thing submitting the complaint against him). the manager in question rang and apologised before he had had about my grievieance i sent to HR.

I presume waht they have been doing is prettey legal as they have gone into my work email inbox and searched through my incoming and outgoing emails without notifying me.

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How did it go andie?

 

Hi teaboy,

 

Basically my mum went into work on that Saturday and handed him a letter saying that she believed her contract to be null and void due to the employment contract not being inline with the law therefore its not a legally binding.

 

She then said that she was not willing to give the 6 weeks notice as this was an unfair term and not prescribed by law.

 

He then asked her what she meant by this and would she be willing to negotiate.

 

She then compromised (not willing to risk a bad reference of the threat of suing) that she would give 4 weeks notice however this was dependent on his showing the respect employees deserve and that the swearing, shouting and bullying had to stop and that she would just work her contracted hours.

 

If he breaches this she will walk.

 

She detailed this agreement to him in a letter which he then signed.

 

That to me is an admission of his wrong doing in the fact that he signed agreeing to the no bullying etc.

 

The sooner there are laws against bullying in the workplace the better - I heard on the news the Unions are calling for such a law to be implemented as automatic discrimination.

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Hi teaboy,

 

Basically my mum went into work on that Saturday and handed him a letter saying that she believed her contract to be null and void due to the employment contract not being inline with the law therefore its not a legally binding.

 

She then said that she was not willing to give the 6 weeks notice as this was an unfair term and not prescribed by law.

 

He then asked her what she meant by this and would she be willing to negotiate.

 

She then compromised (not willing to risk a bad reference of the threat of suing) that she would give 4 weeks notice however this was dependent on his showing the respect employees deserve and that the swearing, shouting and bullying had to stop and that she would just work her contracted hours.

 

If he breaches this she will walk.

 

She detailed this agreement to him in a letter which he then signed.

 

That to me is an admission of his wrong doing in the fact that he signed agreeing to the no bullying etc.

 

The sooner there are laws against bullying in the workplace the better - I heard on the news the Unions are calling for such a law to be implemented as automatic discrimination.

 

lol i would have loved to have seen his face becuase i bet his jaw dropped like a stone lol.

 

And good on your mum for getting his signiture because this good be used as admission of guilt (as you said) if your mum decides to take action for constructive dismissal after she leaves, after all its because of this mans actions thats shes decided to leave. I feel sorry for all the other employees that will still be there working for him after your mum leaves, but at least your mum is free from worry now. and no doubt delighted by the result she got. :D

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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Teayboy thank you for your detailed explanation.

my Role is Internal Sales

 

I have not used this information at my new employer as i start in Jan ? I can use it with my next employer as it contains contact info and , cost of goods etc but was not bothered about doing that.

I have already submitted a grievience against my boss who suspended me as when he offered me a counter offer on the second day and rejected it- he then suspended me and spoke to me in a very demeaning and dishuman way and i am now very stressed now going to the doctors - (do you think i did the right thing submitting the complaint against him). the manager in question rang and apologised before he had had about my grievieance i sent to HR.

I presume waht they have been doing is prettey legal as they have gone into my work email inbox and searched through my incoming and outgoing emails without notifying me.

 

Hi bankruptZW

 

Yes they as a company actually own your work email address, unless it was one you had to set up personnally using MSN, yahoo or any over email programe. But if its owned by them, then they have every right to access it.

 

However the fact remains that you have not actually committed an offence, unless it states in the companies IT policy that you are not allowed to send such information to your private email, or something along those lines. The fact they are bringing this up after offering you a counter offer to your job offer, means they are (in my personal view as an employer myself) victimising you. As it seems to me they most have known about this for a while and just simply decided not to act or that it was simply ok for you to send such details to your email address, in order to work from home etc. So really we need to know what your company handbook and contract says in its IT policy. if their is no such policy, then since you have not used the information then their is nothing to answer to. and they would be firmly in the wrong.

 

But to be honest i reckon you have a good case and every right to put in the grievance. and it may just be that since you rejected their offer then instead of paying you for your notice and any other monies that may be or become owed to you in that period. they have decided that its cheaper for them to just sack you. But we seriously need to know exactly what is said in your comapnies IT policy if no such policy then they havent a leg to stand on since you have not used or given away the information.

 

On other thing though, is do not ever use the information to contact the customers who the information is for, as that would be breach of data protection. Unless you find it (the exact same info like name and phoen number) also in the public domain such as internet or phone book. as then you would have got the same information from a public source which would not be a breach of data protection. if you get what i mean. ;)

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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lol i would have loved to have seen his face becuase i bet his jaw dropped like a stone lol.

 

And good on your mum for getting his signiture because this good be used as admission of guilt (as you said) if your mum decides to take action for constructive dismissal after she leaves, after all its because of this mans actions thats shes decided to leave. I feel sorry for all the other employees that will still be there working for him after your mum leaves, but at least your mum is free from worry now. and no doubt delighted by the result she got. :D

 

Yes - as she is under 12 months she cannot go for constructive but it would have been great proof if she could.

 

Though I suppose it could also be great proof for some of the other employees there in the future who have been there over 12 months and tire of this idiots attitude.

 

Thanks again for all your help.

 

P.S as she never actually told him what specifically was wrong with his contract I bet his mind is still whirring :)

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Yes - as she is under 12 months she cannot go for constructive but it would have been great proof if she could.

 

Though I suppose it could also be great proof for some of the other employees there in the future who have been there over 12 months and tire of this idiots attitude.

 

Thanks again for all your help.

 

P.S as she never actually told him what specifically was wrong with his contract I bet his mind is still whirring :)

 

lol i bet it is. perhaps your mum could write a letter and give a copy in an envelope to all the staff on her last day there, detailing everything. so then they would know too.

 

you can take civil action against him though, for bullying intimidation etc, but thats up to your mum and i doubt she would want the stress off doing so.

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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  • 2 weeks later...

Grrr this man is just irritating now - please someone tell me if I can do anything about this even though she has been there less than 12 months.....

 

Basically my mum is due to finish there on Friday 4th December - everyone in the company gets paid on the last working day of the month therefore this month would be 30th November.

 

My mum processes the payroll and last friday she was putting everyones on the banking sheet ready to fax off to the bank for them to be paid on Monday. The way it works is the employees are split between 2 different companies owned by the same people - 2 are paid through 1 (this includes my mum) and 8 are paid through another.

 

As she was processing it her boss came up to her and said don't put JXXXXXXX wages through today. This is the company that pays hers and another persons wages.

She questioned why not as this would mean she wouldn't get paid and he bascially told her to do as he says and to not question it.

She pushed the matter and he basically said he thought if she got paid on monday then she would not see out the last week of her notice (this isn't true as my mum has more morals than that) and so he was holding the wages until the week was out.

 

I am fuming - I know this is unlawful deduction of wages however he is not saying he will keep the wages he is just deliberately withholding them to ensure she works the week.

 

She has been in today and asked again to put the banking sheet through - as there is a 3/4 day delay in the bacs run but he's said no he will release the form to go on friday so that will mean payment is actually received by my mum (and the other worker) 10-11 days late.

 

God he is such an idiot he makes my blood boil!!

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Hi andie303,

 

Very frustrating to say the least. Can your Mum ask if her soon to be ex boss will pay any charges that the bank charge for non payment of DD's or SO's that Im sure your Mum has coming out of the acount that her wages were due to be paid into??

 

It is yet another breach of contract but he will get away with this I suspect as there is only a few days to go--is all Holiday pay accounted for etc ??

 

Beau

Please note: I am not a lawyer and as such any advice I give is purely from a laymans point of view;-)

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