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    • He was one of four former top executives from Sam Bankman-Fried's firms to plead guilty to charges.View the full article
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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.   
    • Well the difference is that in all our other cases It was Kev who was trying to entrap the motorist so sticking two fingers up to him and daring him to try court was from a position of strength. In your case, sorry, you made a mistake so you're not in the position of strength.  I've looked on Google Maps and the signs are few & far between as per Kev's MO, but there is an entrance sign saying "Pay & Display" (and you've admitted in writing that you knew you had to pay) and the signs by the payment machines do say "Sea View Car Park" (and you've admitted in writing you paid the wrong car park ... and maybe outed yourself as the driver). Something I missed in my previous post is that the LoC is only for one ticket, not two. Sorry, but it's impossible to definitively advise what to so. Personally I'd probably gamble on Kev being a serial bottler of court and reply with a snotty letter ridiculing the signage (given you mentioned the signage in your appeal) - but it is a gamble.  
    • No! What has happened is that your pix were up-to-date: 5 hours' maximum stay and £100 PCN. The lazy solicitors have sent ancient pictures: 4 hours' maximum stay and £60 PCN. Don't let on!  Let them be hoisted by their own lazy petard in the court hearing (if they don't bottle before).
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      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.

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    • Housing Association property flooding. https://www.consumeractiongroup.co.uk/topic/438641-housing-association-property-flooding/&do=findComment&comment=5124299
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    • 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
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Developments the day before an ET!!!!! *************Won********* ******


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Ill give the ET a tinkle on monday, just the last thing I want is for the other side to be awarded a continuance or anything. I want this over and done with, its been dragging on too long.

 

Have they made you an offer? Is there a chance that they will settle on Monday?

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The ET itself isnt till thursday. And no theyve made no offer to settle, but the amusing thing is that the head of HR STILL hasnt retained legal advice. They refused to even talk to ACAS when ACAS contacted them, and in the initial case management discussion the head of HR turned up with some junior clerk to carry her bag and nowt else. Ive got the distinct impression that they are so arrogant that theyd rather get risk getting beaten than make any sort of offer and admit they were wrong.

 

Or maybe they are saving their pennies to pay you off (I am ever the optimist) or just plan not to show up. It would be so lovely if your could stay the course and defeat these stinkers.

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Marieleeza, you're an evil genius! You'll fit in well here.

How about someone playing the violin whilst he reads his witness statement? Nah, that's too much .:madgrin:

Love it! Anyone know a thin, shoeless urchin for hire?

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Ok so following me chasing up the SAR, they have finally responded with an HR official asking me to send him the original request that I sent back on the 28th April.

 

I have sent him a copy, reminded him that I have told the ET service that they hadnt responded in due time, and I have recorded a phone call another HR official where the phone conversation I wanted confirmation of had indeed taken place.

 

No response yet.

You seem to be getting on top of them. I hope they get scared and cough up the cash. Best of luck!
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It seems that, as other CAGGERS say, the ET is overly accommodating to the tardiness of the employer. However, it does appear that your ex-bosses are losing the plot.

 

 

I really admire the way you have kept after them. May the Force be with you.

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Well Ive reapplied for the closure of their defense, with the words 'strongly object'this time, I wonder if theyll get the hint. Im starting to wonder if they may be thinking maybe going down the path of discussing a settlement may be a smart move.

 

I need to check something tho, I think that under section 7 and rule 34, if the tribunal strikes out their defence, it means they cant use anything in their defence, effectively meaning they have to sit there and take whatever I chuck at them, and cant defend themselves. Doesnt that mean that effectively even the slightest suspicion of them pulling a fast one can be taken as gospel as they cannot disprove it?

 

I cannot say about the strike out of the defence as I have no experience. Papasmurf or Sidewinder might be able to help you with that.

 

Have you got a schedule of loss including aggravated damages? I saw a case recently where 2 guys got 5 -7.5K for the rotten way they were sacked, this was just the injury to feelings component.

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My schedule of loss about 2 and a half months ago was 10k in lost wages, its increased at 500 a fortnight since. Theres also the question of interest, costs and future earnings, but to be brutally honest, Id take the lost earnings and walk away happy right now.
Oops! I just noticed this on Emplaw.

 

 

"In unfair dismissal cases, an employment tribunal has no power to award either aggravated or exemplary damages"

 

Sorry to get you hopes up! Those 2 guys were claiming religious discrimination which is why they got the dosh.

Edited by Marieleeza
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Ive no idea how to work out stuff like that.I will be asking for compensation for them effing up my chance of employment elsewhere, no idea whether the judge will pay any attention to it or not. Im also aware of the potential for future earnings to be awarded wgich would be nice, but Im not one for counting my chickens no matter what.

 

I used piCalculator. You can sign up for free and it works it all out for you

http://www.picalculator.co.uk/default.aspx?adclick=GAD02&gclid=CLfyn7XX8qkCFdQKfAod4kqraw

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Ok, a phone call today and an offer of £500 was duly refused, especially when they refused to even consider giving a reference. Think they are getting worried.
Yes I do. Take them to the fr*gg*n door of the ET. That's where they will cough up. I believe the ET judges will help draw up the settlement papers too if you settle before the hearing.
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I didnt even mention the fact that they still hadnt given me the documents Im waiting for. Hopefully the EJ will batter them for not doing that when it comes to it.
Maybe it won't matter, if they crack before the hearing. Have a figure in mind that you would be happy with and know that you deserve it.

 

I have bottled out a couple of times in such situations and I know it is not easy when they offer more than 1 or 2K and you are hard up but try to hold out as your case seems to have merit.

Edited by Marieleeza
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From a purely moral stand point, on the basis of right and wrong, yes my case does have merit. In the eyes of employment law its not so clear cut unfortunately. Its that bloody 12 month rule thats gonna be the biggest hurdle. Still, like Ive said, Ill take just my back pay from the day I was fired and a reference, but by the time the et roles around itll stand at 17.5k which theyll never pay, so its gonna be a matter of getting a deal struck. Theyll not want to lose, but they wont want to pay either.
That is what I mean about getting a figure in mind.

 

Try to estimate the least you would get from the tribunal and do not take less. This is not a straigtforward unfair dismissal as there is a bit of discrimination there too so you might be viewed sympathetically.

 

The bargaining phase is very like gambling and there is a need to take a risk.

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Ive always said from the outset that the money side of it isnt as pressing as other things. Ie, getting the spectre of dismissal off my cv and maybe even reinstatement would be more important. However, if they agree to reinstate me (never gonna happen) they would automatically have to repay all back pay anyway.

 

I just want a fair shout to get my life on track and with the wife 11 weeks away from giving birth things are sharply in focus right now.

You have to remember that there ain't no justice in the legal system. You just get a bit of money and what was done cannot be undone.

 

Forget them principles and focus on the cash as it will buy you some lovely baby stuff and that will be the up side.

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The up side would just be to win. I dont care about the money anymore, My reputation has been destroyed by this, and Ive been out of work since last augaust because of it and found it impossible to get a job. Ive already got everything the baby could possibly need so money is not any kind of motivating factor for me.

 

Of course, it would be nice, Id be a buffoon not to take a nice wedge if I can get it, but Id rather rather be awarded less and clear my name, than take a higher 'dirty' offer.

 

That suggests that the reference is very important to you. Why not write one and get them to approve it as part of your settlement. A phrase I like is " he was admired for his ......(persistence, professionalism, diligence or whatever).

 

Get the reference and the cash too. When you make a settlement the other side have to agree to make no comment to other employers other than what was agreed in the text of the reference.

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Thats the thought that Im going with as well. Mind you, if they dont retain legal counsel, they may make a higher offer depending on how it goes on the day, if they are clearer getting kicked all over the court room, which provided I can beat the 12 month rule, I have ample evidence to do, they may try me during the break, or a recess.

 

On the point of the reference, If I do provide one and they agree to it, can they put anything else on references other than what is agreed to?

 

I mean, unofficially theyve already screwed me once.

I have some experience of this and they cannot add anything. You can get the judge to make that clear in the paperwork. However, if you are dealing with low-lives it is hard to have confidence in their ability to stick to any agreement.
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The offer went up to £600 today along with a warning tht if I dont take it then they are going to file for costs against me. They STILL havent released documents to me.
I would say that they have no chance of costs. You have a genuine case which you have conducted in an orderly fashion so they have NO HOPE.
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I think if they carry on with the arrogant way they have behaved, then surely the judge will have no choice? If they keep refusing to send me any documents right up until the death, and I keep asking the judge for it and making them aware that the other side arent doing what theyve been told, then surely the judge WOULD have to issue default judgement right?
Oh I do hope so. I see a vision of 17.5K but then I always was a greedy bu**er.

 

The pressure of court is very great on those who are telling porkies so they will crack before you do.

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Good grief Im never gonna see anywhere near anything like that, Ive known that from day 1

 

The fantasy is that you get the default judgement and all the money you asked for. I thought you mentioned 17.5 earlier!

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Thats what my loss of earnings will be by the day of the ET, but if I get offered a decent settlement Ill take it. With a baby due in ten weeks and a new house in the next fortnight or so, I have to think of my responsibilities first and minimising the risk of winding up with nothing.
Oh yes but if all you are being offered it a few hundred, you might as well go along and see what happens. The pressure on them is building and they could bottle out totally.
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Because as with every piece of legislation, you as a tribunal have the power to relax those rules. In the interests of justice and basic fairness, this is clearly one of those cases. And even in the case of the 12 month rule, there is breaches of several acts by this employer, breaches which clearly infringe on statutory rights such as the right to rest periods, the right to have a family life, and perhaps the most important of all, while not outlined in employment law, but most definitely outlined in the most basic of human rights, the right to not be punished for a crime that I did not commit.
I agree. Where an allegation is highly prejudicial to future employment, it is unacceptable for an employer to be allowed to accuse and "convict" a worker unjustly just because they have not completed a year's service.

 

They could of course counter with the old "reasonable belief" but as they refused to mitigate the decision in light of testimony from reliable witnesses and CCTV, I think they demonstrate "wishful thinking" rather than "reasonable belief".

 

They were probably only following company policy "When caught out - just lie - we will back you all the way". This is the policy in so many workplaces.

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Well they had ample room to mitigate. Their options were to NFA it, First verbal warning, first written warning, final written warning, or in extreme cases, a final written warning and a weeks unpaid suspension.

 

So its not like there wasnt ample other options other than dismissal.

In their contract they also have an interesting clause that says an employee will not be dismissed for a first breach of discipline, excepting in the cases of gross misconduct.

 

I had a completely clean employment history, so clearly being dismissed was epicly harsh.

 

I think you have got them hhh_88873 (lovely name!), the 12 month biz is irrelevant.

 

With all my psychic powers I am putting the mockers on them for you.

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Well I wish I could as optimistic as you, but I dont think the judge is going to see it as irrelevant. Im fully anticipating a fight to get it heard.

You fit the criteria for wrongful dismissal but that is not a lucrative claim as there is no compensation available for injury to feelings or lost earnings.

 

How are you planning to argue against 12 month rule for unfair dismissal?

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Breach of statutory rest periods, employee was named as a driver, but regularly only got 4-5 hours rest between shifts, sexual discrimiation, employer agreed to allow employee time off for birth of daughter but 6 months later point blank refused any leave, or to even take already accrued holidays, breach of european human rights section 6 & 6.2 right to trial by jury and right to be inccocent until proved guilty. The EHA is gonna be tricky/impossible, but its worth a shot.
What legal advice have you had?
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Even wrongful dismissal I can file for reinstatement I imagine, and if I win that, automatically I should get lost wages back at least.
Does this Emplaw information help?

 

It is probably true to say that, as a general rule, wrongful dismissal has little relevance in most employment disputes. However, if it is relevant it is usually extremely important. Wrongful dismissal cases were traditionally dealt with by the courts. However since 1994 Employment Tribunals have had jurisdiction to deal with all wrongful dismissal cases but are not allowed to award more than £25,000 - see Employment Tribunals/jurisdiction of/extension to breach of contract cases . This contrasts with unfair dismissal cases where tribunals can award much greater amounts and discrimination cases where there is no limit on what an employment tribunal can award (see eg Compensation/2009 limit increases ).

 

Cases of wrongful dismissal typically occur when an employer dismisses an employee without giving the notice required by the employee's contract, and without adequate compensation in lieu. In practice it is usually only worth while for the employee to sue if the contract provides a fairly long notice period. This is because damages will be assessed by reference to loss suffered which will normally be limited to the value of lost remuneration and lost "perks" for the period of notice which the employer should have given.

However dismissal without contractual notice is by no means the only way in which wrongful dismissal can occur. If the employer is in breach of any significant term, whether express or implied, of an employee's contract then that employee may be able to resign and claim that he has been constructively dismissed (see notes at constructive dismissal and/or Implied terms in employment contracts ). Depending on the circumstances, the employee may then decide to claim damages for wrongful constructive dismissal (ie breach of contract) rather than compensation for unfair dismissal (see Wrongful dismissal/unfair dismissal and wrongful dismissal compared ). The converse is also true - if an employee is in breach of a fundamental term of his employment contract, it will not be wrongful dismissal (or unfair dismissal) for the employer to dismiss him or her without notice (for an example see Dunn & anr v AAH Ltd [2010] EWCA Civ 183, Court of Appeal on 25th January 2010).In recent years there has been a trend for the distinction between unfair dismissal and wrongful dismissal to be blurred and for the practical importance of the distinction to be gradually whittled away. Nevertheless the distinction is still of great importance even if less so than in the 1980's or early 1990's. The blurring of the practical effect of the distinction is exemplified both by statute (eg the huge increase in 1999 in the maximum unfair dismissal compensatory award from £12,000 to £50,000) and by the courts (see Compensation/£50,000 new limit and Transco plc v O'Brien 2002 ICR 721, CA).

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