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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.   
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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.

      Frankly I don't think that is any accident.

      One of the points that the judge made was that the customers contract with the broker specifically refers to the courier – and it is clear that the courier knows that they are acting for a third party. There is no need to name the third party. They just have to be recognisably part of a class of person – such as a sender or a recipient of the parcel.

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      This is good ethical practice.

      It would be very nice if the parcel delivery companies – including EVRi – practised this kind of thing as well.

       

      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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Hi I really hope you can help?

I started work 3 months ago, I have worked really hard and love the job, but last week everything just changed, from doing really well and having a good relationship with my boss I returned to work on monday last week to a really horrible atmosphere and demands which were just unachievable I asked my boss if I had done something wrong but was told to toughen up! I have had my work checked as if I am not doing it right and I have not been upto anything to cut a long story short im on the sick with work stress and the following have happened:

-boss will now only speak to me if its face to face

-cant find out what its in connection with

-no one from my team is contacting me

-no work emails are coming

-my pay is going to be wrong

-forms I have to send in weekly are not been sent (these are forms that I need to complete for the week before)

-tried to speak to bosses superior, H.R even company boss all they will say is face to face meeting

Why is this happening? I haven't done anything and what can i do? I want an explanation in writing and assurances my pay will be correct

I'm in bits about this please help :confused:

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Hello and welcome to CAG. This does sound slightly odd, I agree, but it's always hard to second guess from the outside.

 

How long have you been off sick? I'm not sure you'd normally expect to be receving emails and paperwork from the office in these circumstances. Indeed, other people on the forum have felt very stressed by hearing from the office while off sick, particularly with stress.

 

Why are they so adamant about having a face to face meeting? Have you tried emailing these people to ask your questions?

 

I would like the others to comment when they come along, but I think your ultimate solution could be to raise a grievance if you don't receive any more information from work.

 

If they will only have a face to face meeting, it doesn't have to be at work, and you would be well-advised to record it, if there is going to be nothing in writing. Some mobile phones will do this.

 

Try not to worry too much about things you cannot change and concentrate on the things you can do something about. We'll help as much as we can.

 

HB x

Illegitimi non carborundum

 

 

 

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Hi thank you so much for replying

Honeybee the paper work I havent been sent has to be filled in each month or we are fined £50 or the total of all our buiness miles is taken from our pay. I should have recieved it when I was at work but it has not been sent dispite requests when I was at work.

I spoke to ACAS who really helped but I really dont know how I should word my grievence to work, I feel like im just causing trouble, but I really cant see them listening to me.

I have really worked hard and this feels so wrong, its like its easier to get rid of me than sort out a training issue

I have looked at my contract and its so vague its unreal.

I started with another 10 new starters and I think there is only two or three of us left.

And yes im on a probation contract, and I know my rights are very limited but surely they have a duty of care?

I really hate conflict but if I dont do anything I doubt I will even get the pay I am owed. I really dont want anyone else going through this and if I dont do something it will never change :confused:

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Sorry for being cynical, but the reason I asked is that I expected your answer to be in the affirmative. IMO, and I hope I am wrong, they're planning to get rid of you and save as much as they can in the process. :-(

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Hi Bookworm

Thats exactly what I think! its so unfair, I need this job i have a family and it took so long to get it, now its going down the plug hole and I know I cant stop it, I wish I could just be heard. I just don't know how to make them listen.

As it looks like I have to leave, getting the pay and unpaid overtime (i have an email from my boss saying to keep a record of all the extra hours and that she would see to it I got them back) im owed is bound to be another problem.

I am normally so optimistic but why me? I have picked myself up and dusted myself down so many times I just don't have the fight in me, I feel like I have let my family down

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Hi sorry about the delay replying, basically I need advice on what to do next, I don't think I can go back after everything that has gone on and the way I have been treated,its like the company have closed ranks.

Should I put in a formal grievance or am I just wasting my time?

It makes my blood boil the way they are behaving as I'm sure I haven't done anything to deserve it. So any advice would really help:confused:

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Well, truthfully, there isn't a lot you can do. At 3 months into the job, if you put in a grievance, they will give it lip service and then terminate your probation for whatever reason.

 

Or if you quit, you're doing what it seems they want.

 

If you go back, there's a fair chance you won't last long, whether because they hound you out or terminate your employment. In all fairness, having gone off with stress after 3 months employment doesn't bode well for a bright future in the company anyway.

 

What is your current notice period? What *I* would do is look elsewhere, stay signed off in the meantime (assuming they are still paying you), then hand in your notice as soon as you have secured another job.

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Hi

Notice period is a week but every other person who started with me has gone for a meeting, never to return or be heard from again,

I know been off is not the best thing but I really didnt know what else to do, I was going along fine then within a week everything went mad.

Can I just ask, with regard to the excessive overtime I have done I have an email from my boss saying to keep a note of all the extra hours as she would try to get them back.

Should I still be able to get some back (in last 2 months overtime is in excess of 45 hours)

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Sorry for asking so many questions but with the boss been so unhelpful etc how should I go about getting this the money owed? (she has already backed out of an agreement to pay me two days while I was ill for working from home) I only get ssp while off and I think the company should pay what she agreed, its not a little company

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Hi since I last posted I found out my employer has deducted £700 from my pay due tomorrow! my bonus has been taken off, days worked have been taken off all of which I had already questioned with my manager and HR were made aware that I was worried and asked to confirm no unlawful deductions were to be made.

Long and short of it is I have put in a written grievance which they have stated will mean a meeting. Im not in a union and most have said they will not get involved in grievances that are already on going.

I really need someone to come with me who will be able to take notes and support me through the meeting.

Can you suggest organizations or just someone who would be willing to help any help would be great!

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Take a 'friend' with you, all suited and booted and introduce him/her into the proceedings as an 'acquaintance'.

 

Get them to take notes

 

At the very least they will/should treat you with respect hopefully and you never know they might even offer what you want ;)

 

Do you have a friend that could do that for you?

 

Nothing guaranteed as the law is on their side but you never know

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Really i need someone who knows a bit about this type of thing, I had thought about taking a friend but they work and they don't have much idea about these type of things and I just want to make sure I don't do the wrong things and make sure I get answers.

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I'm not sure you can take a friend to a grievance meeting. You need to check the ACAS rules for that. CAB sometimes help with this sort of thing, but they're so stretched that you may find they can't send someone with you.

 

Or you could try a local law centre, if there is one.

 

If you don't find anyone to go with you and your colleagues are unwilling, then you need to amass all your grievances and make notes of what you want to say. Can you prove that you are owed money, written evidence etc?

 

I'm not sure what you mean about saying the wrong thing. If it's your grievance, then I would take the view that they're there to answer your questions. If you don't get an answer the first time you ask, put the same question again. And record the meeting [don't tell them], or make notes while it's happening. That will firstly make sure you have notes of what is said and also gives you time to think.

 

If you aren't paid, then you will be able to write a letter before action, lba, demanding that they pay you and if they don't, then I think you could be looking at an ET or possibly court proceedings. I hope some of our ET gurus will comment later for you.

 

HB

Illegitimi non carborundum

 

 

 

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Cassie, this is some of what ACAS say about grievance hearings, hope it helps. Have you spoken to ACAS's confidential helpline? The number's on their website.

 

What is a grievance hearing?A grievance hearing is a meeting that deals with any grievance raised by an employee. If your employer arranges a grievance hearing there are certain considerations. They should:

 

  • hold the meeting in private
  • consider who else could hear the complaint if your grievance is about your line manager
  • tell you of your right to be accompanied
  • ensure an open discussion of the issue
  • consider adjourning the meeting if further advice needs to be sought
  • give you the chance to appeal if you're not happy with the decision

HB

Illegitimi non carborundum

 

 

 

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Cassie, this is from the directgov website with more information. You can't take a friend to this sort of meeting.

 

HB

 

Meeting with your employer

 

Your employer should arrange an initial meeting at a reasonable time and place to discuss your grievance. You should make every effort to attend the meeting.

Gather your thoughts before the meeting. Don't be afraid to write down what you want to say, there is nothing wrong with reading it out at the meeting.

It is up to your employer what format the meeting takes. They will normally go through the issues that have been raised and give you the opportunity to comment. The main purpose of the meeting should be to try to:

 

  • establish the facts
  • find a way to resolve the problem

If it appears further investigation is needed, your employer should consider pausing the meeting and arrange to finish it at a later date.

You have a statutory (legal) right to take a companion to the meeting with you. To exercise this right, you must make a request to your employer that someone comes with you. They may be:

 

  • a colleague
  • a trade union representative
  • a trade union official

If no colleague can accompany you, and you are not a trade union member, ask if you can bring a family member or Citizens Advice Bureau worker. Your employer does not have to agree to this unless your employment contract says they must. However, it can still be worth asking and explaining why you feel it would be helpful.

The companion can:

 

 

  • present and/or sum up your case
  • talk on your behalf
  • discuss with you during the hearing

However, the companion cannot answer questions on your behalf. They are protected from unfair dismissal or other mistreatment for supporting you.

After the meeting, your employer should write to you to give you their decision.

 

Where to get help

 

Acas offers free, confidential and impartial advice on all employment rights issues.

 

 

Your local Citizens Advice Bureau (CAB) can provide free and impartial advice. You can find your local CAB office in the phone book or online.

 

Illegitimi non carborundum

 

 

 

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HONEYBEE13 YOUR A STAR!

 

Thank you so much for all your help and information!

I received my payslip and the deductions are massive! how companies get away with been so underhand is beggars belief!

Since I put in my grievance I feel better for at least trying to sort this out and standing up to bullies!

Still a long way to go and I don't for a minute believe I will be treated fair but its a start.

Thank you again and everyone else that have offered help!

Im bound to be back again for more advice ha! x

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Hi,

 

This situation is understanbly stressful...

 

Are you, in your opinion, the only one treated as such at work?

 

Are you aware of anything which could have changed globally (new policies, restrains applied to some areas of work, more regular checks from senior management, etc...)?

---Aut viam inveniam aut faciam---

 

***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***

 

- I do not reply directly to any PMs, but you are more than welcome to enclose a link, in a PM, to your post. Thank you -

Make a contribution to this site... Help the CAG keeping on helping you for FREE.

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