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    • Good luck today, TD. Please let us know how it goes. HB
    • That is different to my PCN issued by Highview. I am not by any means an expert so I would leave it to the experts to check what I say and maybe delete this if it is not helpful. My thoughts on this are In the PoC they state you are liable as Driver or Keeper. Firstly, I would challenge that .... are they pursuing you as Driver or as Keeper? They don't know who the driver is, as stated on the NTK and, they don't know if you didn't tell them, so I would think that they can not pursue you as the driver. The NTK is not fully compliant with POFA 2012 as LFI stated but specifically, and correct me if I am wrong, Section 9 [2][f] states that:   Section 9 (2) The notice MUST— (f) warn the keeper that if, after the period of 28 days beginning with the day after that on which the notice is given— (i) the amount of the unpaid parking charges specified under paragraph (d) has not been paid in full, and (ii) the creditor does not know both the name of the driver and a current address for service for the driver, the creditor will (if all the applicable conditions under this Schedule are met) have the right to recover from the keeper so much of that amount as remains unpaid;   All the applicable conditions under this Schedule (Schedule 4) are NOT met, specifically warning the keeper as in (f) .... As far as I can see, the creditor has NOT warned the keeper on the NTK, as they MUST do in accordance with S9 [2](f). So, as far as I can see that prohibits them from having the right to recover from the keeper.   I put it to you M'Lord, given the facts stated, the creditor does not have grounds to pursue the Driver, nor the Keeper!! 😂🤣😂 Maybe that's why you've not heard from the courts, what does it say on MCOL ?
    • at the time, if both owners signed a voluntary charge it can not be a restriction k.  but it looks like one? as above ..... if you re mortgage with the same lender is doesn't need paying if you re mortgage with a new lender then most probably you will have to settle it.
    • The move comes after Tesla reported a sharp fall in its deliveries in the first three months of 2024.View the full article
    • please dont post up unredated court docs!! done now... it looks like: you paid for then cancelled a PC from mac group ltd however the PC still got delivered but not to you. you got issued a court claim but totally ignored it. DCBL HCEO Bailiffs attempted to enforce the CCJ...they failed..you had moved. The Claimant was Granted Permission by the Court to Serve A Statutory Demand and latterly did so. you had attempted to set aside the Original CCJ but failed to attend it's hearing and it got struck out you subsequently have have received a statutory demand for the CCJ sum. you applied to set that aside there was a hearing on 18th Apr which you did not attend. ...............   not quite sure but i think thats the story. ............. same as your other thread.. stop worrying about the house.. you ought to deal with this at some point as if the claimant does go for and manage to you BK. it might not be good. have a think about things , it might pay you to look toward putting an N245 variation to the court and offer a very low £PCM to the court, esp if you have little to no income etc like on benefits/pensioner etc...you might even get it all done for free as there is a small charge for the N245 process.        
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Bank Holidays - Do I Have to Work? - ** accurate as of November 2015 **


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The subject of Bank Holiday working and the question of whether an employee is entitled to time off work on a Bank Holiday occurs frequently

Bank Holidays have no special status in employment law. There is no automatic right to a paid day off work, and whether you benefit or not will depend on your contract of employment rather than any legal right. An employer is only legally obliged to give an employee the minimum statutory paid holiday entitlement each year. Currently this amounts to 5.6 weeks holiday (or 28 days in the case of an employee working five days a week), and importantly this can include Bank Holidays. A contract of employment can give you more than this entitlement, but not less.

 

As to whether you are required to work on Bank Holidays will depend on your contract. You may, for example have a contract which specifies that you are not required to work on normal Bank Holidays (of which there are eight), and if this is the case then it is perfectly in order for the employer to not recognise an 'extra' Bank Holiday as a day off for staff, particularly where the business will operate as normal on that day. If however your contract is less specific and does not require you to work on Bank Holidays (ie without specifying whether these are the 'normal' Bank Holidays or 'special' ones), then you might reasonably expect not to have to work on that day. Sadly if you do have to work, then the employer is not obliged to pay you more money, or give you time off in lieu, unless again, there is a clause in the contract which specifies enhanced pay or compensatory time off for working on a Bank Holiday.

 

It is also worth remembering that a contract need not necessarily be in writing, as depending what is 'the norm' for the organisation, an entitlement can be built up through Custom and Practice, or by what entitlements are given to other staff in the organisation.

 

The starting point in answering the inevitable 'can they do this' question will always be the terms in the contract, or what is customary for the business in the absence of a specific clause. A good employer will discuss the matter with the workforce so that everybody knows what is happening, and who is affected.

 

The following sites have some useful information relating to Bank Holidays:-

 

http://www.direct.gov.uk/en/Governmentcitizensandrights/LivingintheUK/DG_073741

http://www.direct.gov.uk/en/Employment/Employees/Timeoffandholidays/DG_10029788

http://www.adviceguide.org.uk/index/life/employment/faq_index_employment/faq_employment_entitlement_to_bank_holidays.htm

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

 

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Nice stuff SW.

 

ACAS has (or indeed had as right this minute it doesn't see to be working!) some specific guidance on this 'extra royal bank holiday' this year.

 

http://www.acas.org.uk/index.aspx?articleid=3197

 

From what I recall when I read it, I for a nice change, agreed with ACAS and they basically made the point you make above;

 

i.e. it is basically a contractual matter, as the underlying legal right, the WTR will not be amended, and will still say 28 days for qualifying worker in one complete holiday year.

 

I see the argument as being the following - (in theroy);

 

a) What is the contractual definition of a BH for the purposes of MY contract of employment (written or otherwise), then,

 

b) Does the Government 'declaration' of the extra day (unsure how this has been made is this via delegated legislation or merely a Governmental 'aspiration'??); more likely the later me thinks; mean that such 'extra day' falls within the definition of a BH in your contract.

 

e.g. if your HR dep't were lazy and contract just said, "20 days per year + each BH' then I can see the argument that it should be given if it is within the contractual definition of a, 'BH' - especially when contra proferentum is applied. But;

 

c) assuming the above applies and boss says NO. Are you willing to push for this in the current economic climate?

 

d) even if you got it the next argument would be to look at what the exact wording of the contract is as regards payment of this 'special' BH holiday; as, again, this will be a BH outside the WTR - could it be even unpaid ???? an open question not a statement.

 

Surely in reality most ER's will be sensible? To avoid problems and bad publicity from Royalist media outlets they will give the day.

 

Be interesting to see if a substantial number of ET claims are made as a result?

 

Watch this space I suppose.

 

Che

...................................................................... [FONT=Comic Sans MS]Please post on a thread before sending a PM. My opinion's are not expressed as agent or representative of The Consumer Action Group. Always seek professional advice from a qualified legal adviser before acting. If I have helped you please feel free to click on the black star.[/FONT] [FONT=Comic Sans MS] I am sorry that work means I don't get into the Employment Forum as often as I would like these days, but nonetheless I'll try to pop in when I can.[/FONT] [FONT=Arial Black][FONT=Comic Sans MS][COLOR=Red]'Venceremos' :wink:[/COLOR][/FONT][/FONT]

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  • 3 weeks later...

i have signed a contract at work which entitles me to have 20 days paid holiday and bank holidays....it doesnt state eight bank holidays now this week my boss has said we have to work with no extra incentive ie day in leiu or extra cash is this right?myself and eight others are in the same boat!

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In that case your employer should have taken action to notify a variation of contract when the extra Bank Holiday was announced.

 

How far are you prepared to upset your boss? You need to raise a grievance and point out that your contract would seem to indicate that next Friday should be a paid day off and asking for an assurance that in the absence of compensatory pay that you will receive an additional day's leave at a later date.

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  • 8 months later...

my employer has stated i do not have 'enough' hours to have bank holiday entitlement, despite my contract stating i have 8 paid hols, i work 39 hour week and have been told my hours are part time, some day shift, some night shift? but it is all complusary, i.e no option, so why cant i take my bank holidays, xmas day, boxing day and new years day (rota system so take in lieu)??

'rise like lions after slumber, in unvanquishable number, shake your chains to the earth like dew, which in sleep had fall'n on you, ye are many, they are few.' Percy Byshse Shelly 1819

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  • 11 months later...

queens diamond jubilee holiday-- my company added a days annual leave to everybody, great except that around half the workforce work shifts so really cant have a day added. can they give out extra holiday to office staff and hourly paid workers but not give the salaried/shiftworkers anything?

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