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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.
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Thanks :razz:

 

it seems to be agreed on the thread that with the cheque they gave me with 4 weeks pay and one weeks holiday pay which took me up to 30th June, this was enough to put me over the 12 months and allow me to claim unfair dismissal.

 

I have put my paperwork in and it has been transferred to Manchester as this is my closes tribunal and they will get back to me within 10 days, so fingers crossed.

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Hi all,

 

I have had an email today from the Tribunal service and they have accepted my claim :-D I have a claim number and the hearing is set for the 16th Jan 2012.

I have a list of case management orders:-

By no later than

The following shall be done

27 September 2011

The claimant shall set out in writing what remedy the Tribunal is being asked to award. The claimant shall send a copy to the respondent. The claimant shall include any evidence and documentation supporting what is claimed and how it is calculated. The claimant shall also include information about what steps the claimant has taken to reduce any loss (including any earnings or benefits received from new employment).

11 October 2011

The claimant and the respondent shall send each other a list of any documents that they wish to refer to at the hearing or which are relevant to the case. They shall send each other a copy of any of these documents if requested to do so.

25 October 2011

The respondent shall then prepare sufficient copies of the documents for the hearing. The documents shall be fastened together in a file so as to open flat. The file of documents shall be indexed. The documents shall be in a logical order. All pages shall be numbered consecutively. The respondent shall provide the other parties with a copy of the file. Four copies of the file shall be provided to the Tribunal at the hearing (and not before).

8 November 2011

The claimant and the respondent shall prepare full written statements of the evidence they and their witnesses intend to give at the hearing. No additional witness evidence may be allowed at the hearing without permission of the Tribunal. The written statements shall have numbered paragraphs. The claimant and the respondent shall send the written statements of their witnesses to each other. Four copies of each written statement shall be provided for use by the Tribunal at the hearing (and not before).

9 January 2012

Where the claimant and the respondent are both professionally represented, the professional representatives shall prepare a draft statement of issues or questions that are to be decided by the Tribunal at the hearing. The draft statement of issues shall be subject to the Tribunal’s agreement at the commencement of the hearing.

 

The first deadline is 28 days from today.///

Would it be possible to get some advice regarding the first deadline please.

it asks for evidence and documentation supporting what is claimed and how it is calculated. I have not been able to get a job since being sacked and i have applications and letter i have sent and received, should i include these at this stage? Also in terms of loss of earning can i claim up to the hearing date or just the time from being sacked till the application being accepted?

Sorry for so many questions

 

Thank you in advance

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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To start with I would very strongly advice that you get in contact with the CAB if you are not in a Trade Union as they have expects in this kind of field.

 

I am not 100% sure on employment trubinal stuff as through all my years of being a union rep I've never had to deal with a tribunal case but my best guess on your question would be for you to send to the tribunal and your ex employer what you would like done be it compensation for loss of earnings from the time you were unfairly dismissed to now, you may also want to request that you are given your old job (the ET can award your old job back).

 

In terms of evidence I would provide a break down of what your earnings were when you were employed (include bonuses, shift allowance, any unsocial hours enhancements etc) and also mention about being deducted for annual leave you had taken which put you over your limit at that moment in time.

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Gaz, check your house insurance to see if you are covered for legal advice and if so ring them straight away. A friend of mine got a solicitor through his insurance company who dealt with the whole tribunal claim.

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My advice is based on my opinion and experience only. It is not to be taken as legal advice - if you are unsure you should seek professional help.

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Thanks :razz:

 

it seems to be agreed on the thread that with the cheque they gave me with 4 weeks pay and one weeks holiday pay which took me up to 30th June, this was enough to put me over the 12 months and allow me to claim unfair dismissal.

 

I have put my paperwork in and it has been transferred to Manchester as this is my closes tribunal and they will get back to me within 10 days, so fingers crossed.

 

Are they legally represented? What was your final day of employment according to the company?

 

It seems you won't be over the 12 month mark from what I've read and if the other side is represented they may try and strike the claim out...

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  • 2 weeks later...
Are they legally represented? What was your final day of employment according to the company?

 

It seems you won't be over the 12 month mark from what I've read and if the other side is represented they may try and strike the claim out...

 

Hi Becky,

 

in terms of 12 months service it seems with the PILON payment and the holiday paid up till the 30th June, this was enough to put me over the 12 months service and the claim has been accepted by the ET on this basis so far. (thanks HB your right it is this one lol)

 

Ell-enn, I have checked the insurance but i am not covered on it :-( so it is up to me to defend myself.

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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I know :oops: thanks HB, sorry not been on much been trying really hard to find another Job but will post my statement of loss and statement later tonight for some feedback :-)

 

Is it best to post these out to them or take it to them as they are not that far away from me to do it???

I will post to the ET of course :razz:

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Hi Becky,

 

in terms of 12 months service it seems with the PILON payment and the holiday paid up till the 30th June, this was enough to put me over the 12 months service and the claim has been accepted by the ET on this basis so far. (thanks HB your right it is this one lol)

 

Ell-enn, I have checked the insurance but i am not covered on it :-( so it is up to me to defend myself.

 

Hello,

Unfortunately I think you may face a problem if the Respondent seeks legal advice. Despite previous advice and the consensus on here, the only thing that can push you over the 12 month mark is statutory notice (not contractual notice), and the pay in lieu of notice doesn't affect it at all (unless the company gave you an EDT which pushed you over the 12 month mark in light of the above, which would be an unfortunate error on their part but very handy for you).

You don't have 12 months' service in law if you're working on statutory notice periods, but as they've accepted the claim already, I hope they don't pick up on the point as technically the Tribunal does not have jurisdiction to hear your unfair dismissal claim (if its standard unfair dismissal)!

I'd send them the Schedule of Loss by post... recorded delivery... then they can't deny they haven't received it!

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Hello,

Unfortunately I think you may face a problem if the Respondent seeks legal advice. Despite previous advice and the consensus on here, the only thing that can push you over the 12 month mark is statutory notice (not contractual notice), and the pay in lieu of notice doesn't affect it at all (unless the company gave you an EDT which pushed you over the 12 month mark in light of the above, which would be an unfortunate error on their part but very handy for you).

You don't have 12 months' service in law if you're working on statutory notice periods, but as they've accepted the claim already, I hope they don't pick up on the point as technically the Tribunal does not have jurisdiction to hear your unfair dismissal claim (if its standard unfair dismissal)!

I'd send them the Schedule of Loss by post... recorded delivery... then they can't deny they haven't received it!

Hi Becky,

Thank you for the advice :-D

In terms of Contract or terms in the contract, there is not one. :-x

With them paying one months money plus paying holiday pay up past the 12 month period then it was consensus in the thread that without any contract then this had to be that one months notice period had to be right as without a contract how would we know what the notice period would be???

 

Thank you for your reply

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Sorry Gaz, I don't know. Someone will, I'm sure.

 

How's the job search going?

 

My best, HB

 

It's going ok thanks HB, still looking :oops: but will get there i am sure, hows things with yourself?

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Hi,

 

On my schedule for loss can i claim from the date of dismissal to putting a claim in or from dismissal to date of hearing???

Also can any claim be made for damage to feelings (vento guidelines) or is that just for discrimination claims???

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Hi,

 

On my schedule for loss can i claim from the date of dismissal to putting a claim in or from dismissal to date of hearing???

Also can any claim be made for damage to feelings (vento guidelines) or is that just for discrimination claims???

 

Hi

 

You're right that vento only applies to discrimination cases. As you didn't have a contract though you could try for 2 to 4 weeks pay for a failure to provide written particulars.

 

If there's no contract then you'd use your statutory notice period of a week for each year of service. If they've paid you past the 12 months in lieu or written to you with a termination date after 12 months you could argue you have over 12 months service but I would stress that it's unlikely!

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Thanks Becky,

 

I think the question is which way to go :???:

When I put in the POC to the ET i put down that i was terminated on 31th May 2011, ( 28 days short of 12 months) but they had payed me 4 weeks pay (taxed) and one weeks holiday (only due on the 30th June 2011) and the claim was accepted. If i remember right back in the thread that Ell-enn had some case law to support this claim but i would have to go back and look. The thing that worries me now is that I go down the line and get to the hearing for them to turn around and say it should not have been accepted as there is no way there was 12 months service even if it was wrong what they did :-(

what to do and where to go :???:

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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Does the Respondent have a legal representative? The Tribunal may not flag it up but I'm not really sure... A solicitor definitely would though!

 

Regarding the sol... Aim to claim loss of earnings from the date of dismissal for 26 weeks. They're usually happy to award this, subject to proof of mitigating your loss.

 

Could you let me know the name of the case that you're relying on and I'll check it?

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The issue here is the Effective Date of Termination. Had the company terminated your employment and handed you a single wage slip with May's wages plus a further amount EQUIVALENT to a month's wages, making it clear that your termination was immediate and that the extra money was in compensation for not being given notice, then the EDT would be the date on which you were told to leave. In giving you two separate wage slips, two separate payments, and no explanatory letter to say that the June wage slip was anything other than a payment AS IF YOU WERE WORKING THE NOTICE PERIOD REQUIRED, then the employer have in essence given written confirmation that this was a normal notice payment (they have even deducted Tax & NI so there can be no claim that this was a payment of 'damages'. That would mean that the EDT becomes the last date for which you receive wages - ie at the end of June.

 

The relevant case law for this is Adams v GKN Sankey Ltd [1980] IRLR 416, EAT where the issue was addressed of what inference should be drawn where an employee is dismissed without notice and whether any payment given in lieu of notice should be taken as extending the length of service of the employee or otherwise. In the Sankey case, the Tribunal decided that the letter of termination made clear the effective date of dismissal, and the fact that the final payslip and associated deductions had been made using the date of dismissal rather than the later date as a base as the clincher. In your case, although the letter of termination may say that the DISMISSAL was immediate, they have provided sufficient contradictory evidence by way of a payslip stating that it represents a payment for JUNE - and that normal deductions have been made from that payment as if you would have been working.

 

This is at the core of your ET1 - that the employee had worked for [Company] since [Date] and having had his employment terminated unfairly with an Effective Date of Termination of [Date on which the June pay period expired], witnessed by the payslip handed to the Plaintiff clearly demonstrating that the employer had made allowance for the four week notice period which was understood to be the contractual entitlement.

 

The ET1 will then go on to detail how and why the dismissal was Unfair in that instant dismissal was not a sanction reasonably available to the employer for the reasons given for dismissal. The issues stated by the employer would be examples of misconduct where a warning and target for improvement would be appropriate.

 

The Plaintiff had never previously been warned that either timekeeping or performance were a matter of concern to the employer - indeed the references included in the evidence bundle are testament to the fact that the employer has never had anything other than praise.

 

The Plaintiff asserts that the employer dismissed the Plaintiff unfairly solely as it was convenient to do so in the belief that the requisite length of service had not been accrued to bring a claim for Unfair Dismissal and in order to create a vacancy for another. The Plaintiff has become aware that another person had been employed specifically for the Plaintiff's role before he had even learned of his dismissal.

 

NOTE - I am not necessarily saying that these SHOULD be the POCs or that they are the only POCs - they are merely examples off the top of my head (and don't forget that you will also need to include the fact that the employer never gave a written Statement of Employment Particulars as you will be claiming for that as well). Others will no doubt have suggestions for the POCs and these will no doubt be better with more time to consider them. This should though give you an idea. There are notes here http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/Employmenttribunals/DG_180301 which may also assist you.

 

I think this is the case Becky Adams v GKN Sankey Ltd [1980] IRLR 416 - the quote above is what Sidewinder wrote at post 121.

I forgot to say they issued me another pay slip as well as my may payslip :oops:

IT'S TIME FOR US LITTLE PEOPLE TO FIGHT BACK:)

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