Jump to content


  • Tweets

  • Posts

    • 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.
    • Women-only co-working spaces are part of the new hybrid working landscape, but they divide opinion.View the full article
  • 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

Employment Tribunal .....LOST


style="text-align: center;">  

Thread Locked

because no one has posted on it for the last 4760 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

Hi all ,

 

Well the tribunal is finally done and dusted and not the result I'd hoped for .

Still trying to get my head around the desicions the judge come up with .

 

It seems that virtually all my evidence and witness statements were dismissed even though the witnesses swore on oath to the facts , yet my ex-employers witness statements were accepted on face value without them even being at the tribunal to back up their claims.

 

The reason given for writing me out of the works roster before my disciplinary was that I was to be sent on an lengthy training course but they decided to dimiss me .

This excuse was accepted by the judge .

 

My statement and that of my rep stating that the appeal manager implied that by admitting the offence I would keep my job were not accepted .

 

I find it bizarre that a witnesses testimony explaining that they were given verbal and written warnings can be dismissed because there was no statement from my ex-employers managers giving their side of the story .......it seems that swearing on oath isn't good enough .

 

They did agree that my dismissal was 'harsh' and that disciplinary procedure was flawed but that my ex-employer were within the rights to dismiss me for gross misconduct .

 

At least they didn't try to go for costs .

 

As I've said , not the result I'd hoped for but I'm glad I took a punt and went for it , just a shame the judge fell for their BS.

 

I'd like to thank everyone for their comments and advice .

Link to post
Share on other sites

Oh that is bad news. I suppose all that can be said now is at last you can move on.

 

I find it bizarre that a witnesses testimony explaining that they were given verbal and written warnings can be dismissed because there was no statement from my ex-employers managers giving their side of the story .......it seems that swearing on oath isn't good enough .

.

 

I do think I recall warning you on this one. Comparing disciplinary cases is poor law - no two are the same, and a tribunal is generally wary of accepting comparative cases.

 

I hope you'll stick around - at least you can advise others after all you have learned.

Link to post
Share on other sites

Greendollar.... commiserations to you. Please stick around and give the wisdom of your experiences to others. Your stand will not have been in vain. Perhaps your ex employer will be more wary in the future, after all they have a big legal fee to pay and they won't want that again if they can avoid it!!

 

Have a good drink tonight and wake up in the morning thinking you were true to your beliefs. By next week you will wondering how much time you have on your hands.

Link to post
Share on other sites

A big thanks for all your support and I'll certainly be keeping tuned in to the CAG employment threads , my experience has certainly opened my eyes at just how devious employers can be and what depths that they're willing to sink too . This was the first major employer/multi national company I've worked for and I'll think twice before working for such a large company again ........much better to be employed by a firm that appreciates your hardwork and doesn't just look at you as a number that can be discarded on a whim .

Link to post
Share on other sites

........much better to be employed by a firm that appreciates your hardwork and doesn't just look at you as a number that can be discarded on a whim .

 

Really? You mean, like a small family firm? Or perhaps a voluntary organisation? A public sector employer? You have been reading the other threads, haven't you?

 

Try a lottery ticket :wink:

Link to post
Share on other sites

Really? You mean, like a small family firm? Or perhaps a voluntary organisation? A public sector employer? You have been reading the other threads, haven't you?

 

Try a lottery ticket :wink:

Do you think any are better than any other, SE?

Link to post
Share on other sites

I must say I'm still abit baffled as to why written witness statements I provided were disregarded because the colleagues in question weren't present to be cross examined yet written witness statements from my ex-employer were allowed even though dates and times of events were clearly wrong . Even the witnesses that did attend and give evidence saying they had received verbal/written warnings had it disregarded because we didn't obtain statements from the manager that disciplined them stating that they had received lesser punishments ( and for the tribunal to expect managers who work for the firm I'm making a claim against to write statements or attend the tribunal in my defence is laughable).

Surely the same rule applies to both respondants and claimants regarding witness statements ?

I thought it would be hard but the tribunal made it pretty much impossible for me to win .

Edited by greendollar
Link to post
Share on other sites

That is strange, in my wifes case, there were 3 witness statements from the other side that were allowed despite the fact that the people in question did not attend (one of those being from the person that made the accusation against my wife in the 1st place, they admitted that they didn't even bother to try to contact her?).

Link to post
Share on other sites

Elpulpo got it in one. Witness statements which the employer relied on in a disciplinary hearing are not witness statements at a tribunal - they are evidence of the reasons why the employer made the decision they did. Witness statements that you produce are not evidence, they are witness statements and therefore the witness must attend. You are getting this idea because you have misundertsood what tribunals do - they do not re-hear the case and come to their own decision. They hear the process which the employer took to come to a decision, and then detrmine whether that decision was justified based on that process. It is a confusion that many people have about tribunals.

 

And HB is correct. Appeals can only be lodged on points of law.

Link to post
Share on other sites

Thanks for clearing that one up , if I had known that beforehand I would have tried to ensure that all the relevant witnesses were present at the Tribunal and not wasted my time with , what turned out be , worthless statements .........lesson learned the hard way ......if I'd have known what I know now I would have destroyed my employers case for dismissal at the appeal . 2 years too late though

 

One other question if I may , although I was threatened with substancial costs during my claim my ex-employers solicitors never bought up the subject at the Tribunal . Is this threat now over ? I'm half expecting a letter in the post from them containing their (rather large) legal bill .

Edited by greendollar
Link to post
Share on other sites

No they can't do that. The tribunal would have to order it (and you would have to be there), and that isn't likely to happen. You may have misunderstood some things, but you were not being vexatious. Don't worry about it.

Link to post
Share on other sites

No they can't do that. The tribunal would have to order it (and you would have to be there), and that isn't likely to happen. You may have misunderstood some things, but you were not being vexatious. Don't worry about it.

 

Well thats it then , that little episode in my life is now over , unless SarEl would like to take on my appeal ......I'm sure if I forward all the paperwork over to you SE you should be able to find a point of law that I could appeal on ?????? thats if your not busy (not to be taken seriously , I've had enough of employment law to last me a lifetime)

 

I know I've said this before but a HUGE thank you to CAG and all that have taken the time to read,comment and advise on my thread/s . kind regards Greendollar

Link to post
Share on other sites

Sorry to hear you were not sucessful at ET. Dont beat yourself up about missunderstanding stuff etc, its a REALLY hard thing to get your head around, its overwhelming.

 

I am with SarEl on the issue of the lottery ticket. I just got dismissed from my "small friendly company" - and had a bad experience previously with another small company. Am now thoroughly put off working for small one-off businesses, they can be the worst for bullying. I only want a position in a larger more professional organisation from now on.

Link to post
Share on other sites

Hey Greendollar,

 

Just got back from holiday and searced for your result. (Knew your case was imminent).

 

I'm so sorry to hear the outcome.

 

I started off thinking along the same lines, trying to show what lying toerags everyone is from the employers own investigation evidence.

 

I quickly realised that the real way to attack it, is to show what a pig's ear they made of following both their own and ACAS procedures.

 

In my wife's case we're sure we can show that, among other things, evidence was manufactured / concealed / withheld.

 

We're now at disclosure. I sent a request for some stuff we can prove exists, but have never seen.

 

Lo and behold, the respondent have suddenly appointed a representative!

 

I'm an optimist and see this as a sign that they are less sure about things.

 

Anyway, all the best for the future.

(Are you back in work yet?)

 

Nick.

I have squandered my resistance for a pocket full of mumbles, such are promises.

Link to post
Share on other sites

  • Recently Browsing   0 Caggers

    • No registered users viewing this page.

  • Have we helped you ...?


×
×
  • Create New...