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    • Write to the IPC complaining that UKPC have not observed the requirements of PoFA . IPC  Waterside House, Macclesfield SK10 9NR Dear IPC, I am writing to complain about a serious breach of the Protection of Freedoms Act 2012 by UKPCM. I feel that as it is more a breach of the Act rather than not just  complying with your Code of Practice which is why I am bypassing your operator. Should you decide to insist that I first complain to your operator, I will instead pass over my complaint to the ICO and the DVLA . My story starts with being issued a windscreen PCN on 8/3/24 which was almost immediately removed and a second  PCN was then  sent by post on 13/3/24  [deemed delivered 15/3/24] which I did not receive and had to send an sar to have that particular mess revealed later  but that is not the reason for my complaint. UKPC then sent a Keeper Liability Notice dated 12/4/24 warning me that as 28 days have now elapsed, I as keeper am now liable for the charge.  This is in direct contravention of PoFA since the keeper does not become liable to pay until the day after the original PCN is deemed to have been given which would have been 13/4/24 -a Saturday ]. Not only does it not comply with PoFA but it fails to adhere to your Code of Practice and is in breach of their agreement with the DVLA. You will be aware that this is not the first time that UKPC have fallen foul of the DVLA and presumably yourselves. I have included copies of both Notices for information. You will realise the seriousness of this situation if this is standard practice from the UKPC to all motorists or just those where windscreen tickets are involved since the Law regarding PoFA is being abused and is unfair to misguide motorists. I await your  response which I understand will usually be within a week. -------------------------------------------------------------------------------------------------------------------------------------------------------I would think that should be sufficient for the IPC to cancel your PCN though  you should await comments from the Site team before sending your complaint. Don't forget to include both PCNs.  
    • Hi DX, Sorry, fell asleep as I was up all night last night writing that statement. Yes, I attached the rest of the witness statement on post 50, bottom of webpage 2. That's the important part.  It looks like the lawyer who wrote Erudio's Witness statement does not work for them any more. So, I'll have another lawyer representing instead. Not sure if I can use Andy's hearsay argument verbally if that happens.... I did not put it in writing. Apart from not sending deferral forms, my main argument is that in 2014 Erudio fixed some arrears mistake that SLC made and then in 2018 they did the same mistake, sent me confusing letters. What is the legal defence when they send you confusing material?
    • Chinese firm MineOne Partners has been ordered to sell land it owns near a US nuclear missile site.View the full article
    • That isn’t actually what the Theft Act 1968 S1 actually says, BTW. https://www.legislation.gov.uk/ukpga/1968/60/section/1 (1)A person is guilty of theft if he dishonestly appropriates property belonging to another with the intention of permanently depriving the other of it;   The difference between what you’ve said and the Act? a) intent to permanently deprive rather than  just depriving (which is why the offence of “taking without consent” was brought in for motor vehicles, as otherwise "joyriders" could say "but I intended to give it back at the end") b) dishonesty : If I honestly believed A's pen belonged to B, and took it and gave it to B - B might be found guilty of theft but I shouldn't be. 
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Re-instaed after procedural error


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Some of you may remember I was dismissed from my employer after a false accusation being made against me.

 

I was told yesterday my appeal was successful due to a number of "procedural flaws" in the investigation and the original accuser was caught out.

 

I explained to my appeals manager I would be able to start back on Monday to allow time to arrange child care again and he said that was ok.

 

My own manager has called me today and asked why I was not in work today and if I will be in tomorrow (I spoke to him yesterday and told him it was Monday - he also was fine with that)

 

He is now saying that my back dated wages will not include today or tomorrow because I have already been re-instated.

Surely given the circumstances, they can't expect me just to drop everything with regards to looking after my child.

They are the ones that caused me to be in this situation.

 

Can they legally retain the 2 days money I am due?

 

Remember....they are the ones who made the error of wrongfully dismissing me.

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It depends...

 

Were you informed yesterday that you were reinstated with immediate effect and was this before yesterday's shift was due to begin?

 

If so, I believe that they can lawfully not pay you for these two days absence.

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They advised me I was being re-instated after my shift that day had begun.

 

I could not return the next day or the day after because I had no one to look after my daughter at such short notice.

 

The regular carer had went on holiday after I was dismissed and as such told them it would be fine.

 

Bearing in mind it was established at my appeal hearing that I was wrongfully dismissed.

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What the appeal found isn't relevant. You were reinstated and that means that your contract continued just as if it had never been terminated. On this basis you were entitled to be paid for those days when you were prevented from attending work as a result of your employers actions - but from the moment of reinstatement, if you were preented from attending for personal reasons, you weren't entitled to be paid for time that you did not reprt for work. Morally you may have an argument - legally you don't.

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Those two days could be reagrded as time taken for "holiday" so although you lsoe 2 dasy holiday, they should still pay you as reinstatement means as if you never left. Hopefully they have paid out holiday pay when you were dismissed. Even so the two days could be for the new period of employment.

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