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    • Thanks for all the suggestions so far I will amend original WS and send again for review.  While looking at my post at very beginning when I submitted photos of signs around the car park I noticed that it says 5 hours maximum stay while the signage sent by solicitor shows 4 hours maximum stay but mine is related to electric bay abuse not sure if this can be of any use in WS.
    • Not sure what to make of that or what it means for me, I was just about to head to my kip and it's a bit too late for legalise. When is the "expenditure occured"?  When they start spending money to write to me?  Or is this a bad thing (as "harsh" would imply)? When all is said and done, I do not have two beans to rub together, we rent our home and EVERYTHING of value has been purchased by and is in my wife's name and we are not financially linked in any way.  So at least if I can't escape my fate I can at least know that they will get sweet FA from me anyway   edit:  ah.. Sophia Harrison: Time bar decision tough on claimants WWW.SCOTTISHLEGAL.COM Time bar is a very complex area of law in Scotland relating to the period in which a claim for breach of duty can be pursued. The Scottish government...   This explains it like I am 5.  So, a good thing then because creditors clearly know they have suffered a loss the minute I stop paying them, this is why it is "harsh" (for them, not me)? Am I understanding this correctly?  
    • urm......exactly what you filed .....read it carefully... it puts them to strict proof to prove the debt is enforceable, so thus 'holds' their claim till they coughup or not and discontinue. you need to get readingthose threads i posted so you understand. then you'll know whats maybe next how to react or not and whats after that. 5-10 threads a day INHO. dont ever do anything without checking here 1st.
    • I've done a new version including LFI's suggestions.  I've also change the order to put your strongest arguments first.  Where possible the changes are in red.  The numbering is obviously knackered.  See what you think. Background  1.1  The Defendant received the Parking Charge Notice (PCN) on the 06th of November 2020 following the vehicle being parked at Arla Old Dairy, South Ruislip on the 05th of December 2019.  Unfair PCN  4.1  On XXXXX the Defendant sent the Claimant's solicitors a CPR request.  As shown in Exhibit 1 (pages 7-13) the solicitors helpfully sent photos of 46 signs in their evidence all clearly showing a £60.00 parking charge notice (which will  be reduced if paid promptly).  There can be no room for doubt here - there are 46 signs produced in the Claimant's own evidence. 4.2  Yet the PCN affixed to the vehicle was for a £100.00 parking charge notice (reduced if paid promptly).  The reminder letters from the Claimant again all demanded £100. 4.3        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.   4.4        The unlawful £100 charge is also the basis for the Claimant's Particulars of Claim. No Locus Standi 2.1  I do not believe a contract exists with the landowner that 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.  2.2  The Defendant requested to see such a contract in the CPR request.  The contract produced was largely illegible and heavily redacted, and the fact that it contained no 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 “No Parking in Electric Bay” could form a contract (which it cannot), it is immaterial. There is no valid contract. Illegal Conduct – No Contract Formed  3.1 At the time of writing, the Claimant has failed to provide 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.  3.4        I also do not believe the claimant possesses this document.  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 the parking period instead only mentioned time 20:25 which is not sufficient to qualify as a parking period.   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. Interest 6.2  It is unreasonable for the Claimant to delay litigation for four years in order to add excessive interest. Double Recovery  7.1  The claim is littered with made-up charges. 7.2  As noted above, the Claimant's signs state a £60 charge yet their PCN is for £100. 7.3  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. 29. 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 practise 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.” 30. 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 recoverable 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...'' 31. In the persuasive case of G4QZ465V - Excel Parking Services Ltd v Wilkinson – Bradford County Court -2 July 2020 (Exhibit 2) the judge had decided that Excel had won. However, due to Excel adding on the £60 the Judge dismissed the case. 7.7        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.  7.8        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. 
    • Scottish time bar: Scottish appeal court re-affirms the “harsh” rule (cms-lawnow.com)  
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      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.

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Facing disciplinary action for being innocent


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Don't get me wrong, he isn't a complete angel. Any patent who says that their kids are angels are lying. But the one thing we've done is tell him to always be honest and tell the truth, no matter what the consequences, even if it means he's gonna get in trouble for it. I've got to give him his due, he's always done that, which is why I would move heaven and earth for him. And as for it getting better, it depends whether you've got boys or girls, coz they switch as they get older lol. Boys start off bad and get better, girls are the opposite :-)

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HB maybe head office HR is the way forward then, im just thinking all the allegations etc maybe police intervention there not gonna make the lads employment lovely are they, possibly op could go along the lines of formal apology, staff retraining etc

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All we want is his name cleared of everything, but the way I see it is, if they're gonna play dirty, then we've got to have every defence we can. My sons words to the boss when he was asked were "why would I risk losing my job by stealing money".

 

My sons the only one out of his group of friends (there are about 10 of them in the group) that has a job because they're really hard to come across where I live. He also goes to a YMCA training course three days a week to better himself and gets help with that too, so it's not like he even needs the money

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oos lol whose kids arnt angels, if kids/teens arnt up to no good i dont think its natural, me i got 1 teen girl 1 teen boy and 3 boys under 10, all mine know as well lying is a no no, and taking without asking is my biggest no no, i can see at least one of my kids going into a shop one day adn saying please mr shopkeeper can i have this lol, but getting back business, my OH is a union rep iv learnt sum tricks and facts along the way, and ive got many people ther jobs back at his place of work through inconsistencies and irregularites, that ive come across his company is a nightmare and would sack u if u were lying in a bed dying, we have our own fight going on at the moment with his employment etc so we know what ur going thru

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Still think this goes beyond dealing with the low life at the branch level. Would suggest as a bare minimum speaking to Group HR Director, relay the events and tell them you are going to the police. See what response you get, believe me you will have a lot of interested legal companies to take up this. It is really commendable for your son to still want to work there despite this, but they have an awful lot more to lose than you. Or am I just living in a silly little cocoon in my life?

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oos youve done everything u can, write everything that was said today b4 the zzzzz's start to slip in convienently there photocopier was "broke" (lame excise if ever i heard one) like u said u want to clear his name, you might find come next week theyl ramble on about allsorts and retract the disaplinary through lack of evidence but u dont want some feeble excuse u want at least a formal written apology, thinking about what u said that this compnay is the 2nd largest restaurant chain in uk, could this particular restaurant be a francise?

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It has one main trading name, but operates a lot of restaurants under different names. I thnk I'm going to phone the head office again tomorrow and speak to them. I've already written everything down and have typed them up and printed off enough copies to write a novel, which is more than his workplace has done ;-)

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Is your son aware that he has a statutory right to be accompanied at the disciplinary hearing by a work colleague or union rep?

 

It's a puzzler that, although she knows that your son was searched repeatedly on the day the money went missing and nothing was found, the person who'll make the decision after the hearing still seems to have the attitude that he's guilty.

 

If the only basis for this belief is the fact that he went to the loo a few times the employer is on pretty shaky ground. Especially if they are aware that his disability makes frequent loo visits necessary.

It's very important that, at the disciplinary hearing, your son should state that his disability is the reason for his frequent loo visits and make sure that this is written into the minutes.

Your son is very lucky to have you in his corner gathering all this information to assist him.

But, you might want to consider being a little cautious at this time.

He should receive copies of all the information/witness statements before the disciplinary hearing.

You'll have a much better idea of what you're dealing with then.

Such meetings can be very stressful so people don't always remember everything that they wished to say.

You could help your son to prepare everything in writing so that he can hand in a copy at the disciplinary and say that he wants it entered into the minutes.

(Or, as would be the case if it was my son,

Son: Mu-u-m, you know you love me?

to which the proper response is..

Me: What do you want?

wraps Mum in hug and rests chin on head..

Son: You'll do it for me won't ya Mum? )

 

If they were to dismiss him, the main difficulty is that he has less than a year's employment and therefore couldn't make an ordinary unfair dismissal claim which would require his employer not to prove his guilt but to show that they felt that they had grounds to hold a 'reasonable belief' in his guilt.

 

The only way that he could bring a claim with less than a year's service is if he can show that his dismissal was on grounds connected with his disability.

 

 

Also, because he has less than a year's service, they can terminate his employment at any time by just giving him a weeks notice (unless he has a contractual right to a longer notice period) and they don't have to give any reason at all.

The reason that I suggest caution is that if you or your son go ahead with all guns blazing with the HR department they'll see the danger signs and instruct the person dealing with the disciplinary to cancel that process and simply terminate him.

It would probably be best to save your ammunition for the disciplinary

 

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We both appreciate all of the help and advice you've all given to us. Let's just hope that things work out for the best. I didn't call the HT dept, just going to keep my cards close to my chest, so to speak

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117 posts... As 'honeybee13' said... I have not seen such a case build up in so little time...

 

Despite the fact that your son has less than a year employment, you still should write a letter to the HR Director, detailing the incidents which have occured at the branch.

 

They are, obviously, in breach of a few policies, rules and regulations... I believe an intensely worded letter should trigger an investigation, to say the least...

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big red bus i agree, show them that ur serious i think if u leave it till discaplinary youve lost a bit of the upper hand in respect, wheras a HD office investigation might put halt to everything but saying that u would need all the paperwork they have, to highlight what they have done to him

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They said they were going to post it to him, so I told them that they would have to send it by, at the very least, recorded delivery so it can be tracked, to which she agreed. I also explained that we are away for a long weekend, so I would get it redelivered to me at my work, so it would be at least Wednesday, because of the bank holidays, until I received it. Once we've got the statements, we'll be able to see more what they're basing their findings on.

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Well, I hope you all have a great long weekend and come back feeling refreshed. Don't count on the letter being there when you get back though. A fair number of people on the forum haven't received paperwork when they should have done. But if the employer does that, they just make themselves look worse, which may help you.

 

Go away and forget about them.

 

HB x

Illegitimi non carborundum

 

 

 

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That's why I requested at least recorded delivery. I work at the post office, so there's no way I don't know the rules on post going missing and such lol. We plan to relax for the weekend and thx for the best wishes. I will keep you all up to date when I get back, as unfortunately, there's no Internet or 3G where we're staying. Thankyou everyone x

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We're back!!! We had a nice break and we've just had a phonecall from my sons manager inviting him back to work, because after further investigations, they've found that they have no basis for their accusations so the disciplinary had been cancelled. Woohoo!!! Thankyou all so much for all of your help and advice xx

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