Jump to content


  • Tweets

  • Posts

    • One other point to note, the more I read, the more I study, the more proficient I feel I am becoming in this area. Make no mistake DBCL if you are reading this, when I win in court, if I have the grounds to make any claims against you, such as breach of GDPR, I shall be doing so.
    • Yep, I read that and thought about trying to find out what the consideration and grace period is at Riverside but not sure I can. I know they say "You must tell us the specific consideration/grace period at a site if our compliance team or our agents ask what it is"  but I doubt they would disclose it to the public, maybe I should have asked in my CPR 31.14 letter? Yes, I think I can get rid of 5 minutes. I am also going to include a point about BPA CoP: 13.2 The reference to a consideration period in 13.1 shall not apply where a parking event takes place. I think that is Deception .... They giveth with one hand and taketh away with the other!
    • Six months of conflict have also taken a heavy economic toll.View the full article
    • the Town and Country [advertisments ] Regulations 2007 are not easy to understand. Most Council planing officials don't so it's good that you found one who knows. Although he may not have been right if the rogues have not been "controlling" in the car park for that long. The time only starts when the ANPR signs go up, not how long the area has been used as a car park.   Sadly I have checked Highview out and they have been there since at least 2014 . I have looked at the BPA Code of Practice version 8 which covers 2023 and that states Re Consideration and Grace Periods 13.3 Where a parking location is one where a limited period of parking is permitted, or where drivers contract to park for a defined period and pay for that service in advance (Pay & Display), this would be considered as a parking event and a Grace Period of at least 10 minutes must be added to the end of a parking event before you issue a PCN. It then goes on to explain a bit more further down 13.5 You must tell us the specific consideration/grace period at a site if our compliance team or our agents ask what it is. 13.6 Neither a consideration period or a grace period are periods of free parking and there is no requirement for you to offer an additional allowance on top of a consideration or grace period. _________________________________________________________________________________________________________________So you have  now only overstayed 5 minutes maximum since BPA quote a minimum of 10 minutes. And it may be that the Riverside does have a longer period perhaps because of the size of the car park? So it becomes even more incumbent on you to remember where the extra 5 minutes could be.  Were you travelling as a family with children or a disabled person where getting them in and out of the car would take longer. Was there difficulty finding a space, or having to queue to get out of the car park . Or anything else that could account for another 5 minutes  without having to claim the difference between the ANPR times and the actual times.
    • Regarding a driver, that HAS paid for parking but input an incorrect Vehicle Registration Number.   This is an easy mistake to make, especially if a driver has access to more than one vehicle. First of all, upon receiving an NTK/PCN it is important to check that the Notice fully complies with PoFA 2012 Schedule 4 before deciding how to respond of course. The general advice is NOT to appeal to the Private Parking Company as, for example, you may identify yourself as driver and in certain circumstances that could harm your defence at a later stage. However, after following a recent thread on this subject, I have come to the conclusion that, in the case of inputting an incorrect Vehicle Registration Number, which is covered by “de minimis” it may actually HARM your defence at a later stage if you have not appealed to the PPC at the first appeal stage and explained that you DID pay for parking and CAN provide proof of parking, it was just that an incorrect VRN was input in error. Now, we all know that the BPA Code of Practice are guidelines from one bunch of charlatans for another bunch of charlatans to follow, but my thoughts are that there could be problems in court if a judge decides that a motorist has not followed these guidelines and has not made an appeal at the first appeal stage, therefore attempting to resolve the situation before it reaches court. From BPA Code of Practice: Section 17:  Keying Errors B) Major Keying Errors Examples of a major keying error could include: • Motorist entered their spouse’s car registration • Motorist entered something completely unrelated to their registration • Motorist made multiple keying errors (beyond one character being entered incorrectly) • Motorist has only entered a small part of their VRM, for example the first three digits In these instances we would expect that such errors are dealt with appropriately at the first appeal stage, especially if it can be proven that the motorist has paid for the parking event or that the motorist attempted to enter their VRM or were a legitimate user of the car park (eg a hospital patient or a patron of a restaurant). It is appreciated that in issuing a PCN in these instances, the operator will have incurred charges including but not limited to the DVLA fee and other processing costs therefore we believe that it is reasonable to seek to recover some of these costs by making a modest charge to the motorist of no more than £20 for a 14-day period from when the keying error was identified before reverting to the charge amount at the point of appeal. Now, we know that the "modest charge" is unenforceable in law, however, it would be up to the individual if they wanted to pay and make the problem go away or in fact if they wanted to contest the issue in court. If the motorist DOES appeal to the PPC explaining the error and the PPC rejects the appeal and the appeal fails, the motorist can use that in his favour at court.   Defence: "I entered the wrong VRN by mistake Judge, I explained this and I also submitted proof of payment for the relevant parking period in my appeal but the PPC wouldn't accept that"   If the motorist DOES NOT appeal to the PPC in the first instance the judge may well use that as a reason to dismiss the case in the claimant's favour because they may decide that they had the opportunity to resolve the matter at a much earlier stage in the proceedings. It is my humble opinion that a motorist, having paid and having proof of payment but entering the wrong VRN, should make an appeal at the first appeal stage in order to prevent problems at a later stage. In this instance, I think there is nothing to be gained by concealing the identity of the driver, especially if at a later stage, perhaps in court, it is said: “I (the driver) entered the wrong VRN.” Whether you agree or not, it is up to the individual to decide …. but worth thinking about. Any feedback, especially if you can prove to the contrary, gratefully received.
  • Recommended Topics

  • Our picks

    • If you are buying a used car – you need to read this survival guide.
      • 1 reply
    • Hello,

      On 15/1/24 booked appointment with Big Motoring World (BMW) to view a mini on 17/1/24 at 8pm at their Enfield dealership.  

      Car was dirty and test drive was two circuits of roundabout on entry to the showroom.  Was p/x my car and rushed by sales exec and a manager into buying the mini and a 3yr warranty that night, sale all wrapped up by 10pm.  They strongly advised me taking warranty out on car that age (2017) and confirmed it was honoured at over 500 UK registered garages.

      The next day, 18/1/24 noticed amber engine warning light on dashboard , immediately phoned BMW aftercare team to ask for it to be investigated asap at nearest garage to me. After 15 mins on hold was told only their 5 service centres across the UK can deal with car issues with earliest date for inspection in March ! Said I’m not happy with that given what sales team advised or driving car. Told an amber warning light only advisory so to drive with caution and call back when light goes red.

      I’m not happy to do this, drive the car or with the after care experience (a sign of further stresses to come) so want a refund and to return the car asap.

      Please can you advise what I need to do today to get this done. 
       

      Many thanks 
      • 81 replies
    • Housing Association property flooding. https://www.consumeractiongroup.co.uk/topic/438641-housing-association-property-flooding/&do=findComment&comment=5124299
      • 161 replies
    • We have finally managed to obtain the transcript of this case.

      The judge's reasoning is very useful and will certainly be helpful in any other cases relating to third-party rights where the customer has contracted with the courier company by using a broker.
      This is generally speaking the problem with using PackLink who are domiciled in Spain and very conveniently out of reach of the British justice system.

      Frankly I don't think that is any accident.

      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.

      Please note that a recent case against UPS failed on exactly the same issue with the judge held that the Contracts (Rights of Third Parties) Act 1999 did not apply.

      We will be getting that transcript very soon. We will look at it and we will understand how the judge made such catastrophic mistakes. It was a very poor judgement.
      We will be recommending that people do include this adverse judgement in their bundle so that when they go to county court the judge will see both sides and see the arguments against this adverse judgement.
      Also, we will be to demonstrate to the judge that we are fair-minded and that we don't mind bringing everything to the attention of the judge even if it is against our own interests.
      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
        • Like
  • Recommended Topics

Help Please


style="text-align: center;">  

Thread Locked

because no one has posted on it for the last 4969 days.

If you need to add something to this thread then

 

Please click the "Report " link

 

at the bottom of one of the posts.

 

If you want to post a new story then

Please

Start your own new thread

That way you will attract more attention to your story and get more visitors and more help 

 

Thanks

Recommended Posts

Need to help a friend with an employer problem. My friend has been asking for days, hrs change or moved to a department with lighter duties due to a disability for over a year. Employer keep saying that this it is not possible. Friend had many meeting about this and in the end the manager asked my friend to put in an application for access to work form to assessment to be done.

 

After my friend completed this process and got an appointment for assessor to call to make an assessment and also advised manager that this would be happening very soon. The manager then said that she would see if she could get my friend move to another department.

 

This dreadful manage keep saying to my friend at a meeting that hrs or days change could be made for staff, but the next day after a meeting with the manager my friend was told by two of colleagues in the workplace that they had their hrs and days changed. This was the next days after my friend had been told at a meeting that this was not possible for staff. :mad2:

 

Would this be classed as discrimination and or breach of disability act by employer? :madgrin:

 

Friend was told by manager at the meeting that she would make contact by phone at her home regarding the change to another department. Should it be mentioned to her about the other colleague’s hrs and day changed if this dreadful manager does make contact by phone :?:

Link to post
Share on other sites

As far as I am aware the colleagues that had their hrs/days changed have no disability and wanted change in days hrs for social reasons. My friend can do like other colleagues do but due to no minor adjustment beibng made by employer for nearly 18mth this has made disability worse and would like hrs or days to help with condition.

Edited by Allwood
Link to post
Share on other sites

Hi Allwood. Your friend must lodge a Grievance as soon as possible on the basis that she feels unfairly treated. The employer must respond with justification for allowing colleagues to change their hours for apprently social reasons, when she has been consistently denied the same and now has to jump through hoops in order to assess whether she may make the same change but for reasons of disability.

Any advice given is done so on the assumption that recipients will also take professional advice where appropriate.

 

PLEASE HELP US TO KEEP THIS SITE RUNNING

EVERY POUND DONATED WILL HELP US TO KEEP HELPING OTHERS

DONATE HERE

 

If I have been helpful in any way - please feel free to click on the STAR to the left!

 

Link to post
Share on other sites

Hi... this does sound like Disability Discrimination. What is the disability and how would the change help your friend? I agree that a grievance should be lodged about the unfairness of it all. Your friend should detail exactly what has happened (and not happened) detailing dates and what was said and to whom. What the 'colleagues' had asked and what was given to them and for what reasons. Once we know what the disability is and the reasons for why it would help in changing what was asked for then we can detail what under the DDA the employer may have breached.

 

However your friend must be aware that when you start complaining about managers things may start to 'hot' up for your friend. Ensure your friend has Legal Protection Insurance for employment disputes in place before any grievance is put in. They cost £20 & £30 either as a stand alone policy or attached to some other insurance eg Home contents insurance.

Link to post
Share on other sites

My friend had a union rep with her during the meetings and he was just drooling over the manager low cut dress.:smile: The company has started to hot up over the many letter/grievances that she has made to manager and feels now that she cannot not work theremuch longer in these conditions. She has had her salary stopped and without any explanation. She wants to take out insurance for this but does not know what or where she can get the best company for this purpose. She brought the fact that other member of staff had days, hrs changed at a meeting recently with the union rep there. The manager refute this, but the next day another colleague said that she had hrs and days changed as they did not suite her.

 

my friend is now thinking of taking time off unpaid, this was refused a couple of years ago for caring purpose but she is going to put in a request for it again and hopefully this time she will get it for 9to 6 months which is in the company's handbook hoepfully by the time she get back that dreadful manager will have been transferred. :sad:

 

It will be interesting to see if this manager will phone with details of a move to another department next week. This is only being done because the person from access to work is calling next week to make assessment for my friend at the workplace.

Link to post
Share on other sites

Well my friend got no phone call from manager regarding changing jobs in the business, but on the day of the accessory calling to make assessment for minor adjustment my friend was told that she would be moving up to another floor the following week. :x

 

She advised the manager that access to work person would be calling to the office to access her needs for minor adjustments later that day and also would want to speak to the manager that asked my friend to make arrangement for this to happen and was told she was not in.

Dreadful HR person went to my friend when on her break and said rudely what have you being doing!! She said there is someone on the 5th floor and she been waiting for you and been there ages.

 

Went up to the 5th floor and the person waiting there was not happy after waiting for over an hr. My fiend told her that she did not know what was happening as she was told earlier that day that she would be moving from next week to another floor. :shock:

The HR person that got my friend was leaving the room the assessor asked her to stay as the wanted to speak to my friend and as the manager that was asked my friend to arrange this was away not in the office the assessor asked the HR person to stand in. The dreadful HR person said ’no’ I do not want any part of it. The assessor said she needed someone there during the interview and then the HR person I will go and see if I can get someone else to sit with me for this.

The assessor asked my friend what the duties would be on 5th floor, my friend did not know as she only hear about the move about a couple of hrs earlier. The assessor want to see where my friend would be working and the seating there. She was taken there with my friend and the 2 HR persons. The assessor wanted to take a photo of where my friend would be working but the HR person told her that she could not take any photos.

The assessor was confused and said that it was needed to make the assessment. The HR person said I will make a phone call to get someone up here to see you.

A good manager can up to the recues and said of course she could take a photo. :-x

My friend does not know what is happening now as she is suppose to moving to a different floor next week but does not know her duties will be there.....she has not asked for time off unpaid as she is sure this would be refused as it was refused before when it was needed for caring. Other have had this leave without any problems. :sad:

Link to post
Share on other sites

HB, considering that the government main agenda is getting disabled people into work and this is how they are being treated by employer. which union condons. Now this is not a small employer that cannot accommodate disable people. If a disable person is not able to defend

themselves from victimation and discrimination in the workplace then they will have to leave would they loose benefit becasue of it....:shock:

 

Maybe I am wrong and this is not discrimination. Also, HB how can an employee find out what insurer that an employer has to conver disable peoples in their employ:sad: as there has been an awful lot of deductions made from my friends salary.

Link to post
Share on other sites

I know, we see it often on the Benefits forum and it's not fair. I'm not sure what to suggest, except have you spoken to the Disability Rights people [i forget the exact name] and the Equality and Human Rights Commission? They might have further advice.

 

HB

Illegitimi non carborundum

 

 

 

Link to post
Share on other sites

I know, we see it often on the Benefits forum and it's not fair. I'm not sure what to suggest, except have you spoken to the Disability Rights people [i forget the exact name] and the Equality and Human Rights Commission? They might have further advice.

 

HB

 

What is the Equality and Human Rights commission roll regarding employement, I have never head of them before, but that is not surprising..:?:

Link to post
Share on other sites

Hi Allwood. I think it was the Equal Opportunies Commission and then after the Human Rights Legislation was brought in, it started dealing with both and changed its name. Before that, I think it dealt with racial and gender discrimination to, which I imagine it still does. I just thought it might cover inequality through being disabled or various other factors. I'll see if I can find a link.

 

HB

Illegitimi non carborundum

 

 

 

Link to post
Share on other sites

  • Recently Browsing   0 Caggers

    • No registered users viewing this page.

  • Have we helped you ...?


×
×
  • Create New...