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    • Yep, I agree with what you are saying, I only mentioned the governing body code of practice as a nod to the fact that I wasn't dismissing the BPA or whoever out of hand, thought that would go in my favour before a judge. I wrote a long post about the BPA CoP earlier but then deleted it because I realised I wasn't talking about points of law but a set of guidelines drawn up by one bunch of charlatans for another bunch of charlatans. It is ludicrous that the 5 minute consideration period doesn't apply if the motorist parks, such nonsense. As for legislation, I was referring to the government legislation (if it is legislation?) document which has been withdrawn. Does that stand until it has been reintroduced? In the explanatory document it is quite clear. Otherwise, how does one hold them to the consideration and grace periods? Or is that at the discretion of the judge?
    • Thank you all   JK, I agree; if they were to accept my full claim today, then the interest would be around 8-9 pounds. If I were them, I would have offered to pay the interest and said no to the 12 pounds for the letters. These have not been mentioned, which is my mistake.   As you pointed out, if the judge were to award at 4% and I did not get the letters, I would get less.   Bank, thank you. I do hear what you are saying. If I am to continue with this, then I will need to pay an additional trial fee of £59. If I win everything, then great, but if I win less the claim and court fee, then I lose out. I am not sure what the judge will think about the interest. I think we have to remember that I won the item and, therefore, did not pay a penny for it. Yes, I have had to purchase an additional one, but maybe the judge will hold this against me. I am content that this is a win. I have not signed any non-disclosure clauses, and they do not ask for this either in their offer. 
    • Are you saying that both businesses were closed? Yet you stayed there for over two hours. . If both were closed than to charge £100 is a penalty since Horizon had no legitimate interest in keeping spaces clear for the company. sake as there were no customers..
    • Well you would think that would be the case. Sadly i doubt there is one honest broker within the BPA or IPC and most of their members. they are there to take as much money as they can from motorists regardless of PoFA.   Take the Consideration  period for example. This is a minimum of 5 minutes to allow motorists to find a parking space, read the T&Cs giving them enough time to leave the car park without having to pay if they decide not stay. Simple. Well it would be simple if it were any other company than BPA [or IPC who have now fallen into line with BPA's "reasoning"].  You see if you decide to stay then despite the fact that during the Consideration period when you still weren't classed as parking , once you accept the terms [with all the underhand little tricks designed to trip you up] that five minutes is now included in your parking time. [No not the parking period because the poor dears who ANPR cameras are apparently unable to work out what the exact parking period is since their ever so infallible cameras [yeah right] are incapable of tracking cars once they are in a car park]. After 12 years they still haven't worked out a way of doing it. Some of them fudge and the majority [with a wink fro their ATA [Accredited Trade Association though it should be Discredited Trade Association] just ignore the parking period all together. This is what BPA claim is the Consideration period Entrance grace period: This is for when motorists enter a car park, read the signs and/or attempt to make payment then leave. In these instances, motorists must be offered a reasonable amount of time before an operator takes enforcement action, but we do not define this time, due to the variance in size and layout of car parks. An entrance grace period for a small, permit-only car park could be below 5 minutes, whereas for a large multi-story this could be 15. But  heaven forbid that anyone should leave 6 or 7 minutes after entering  their member's car parks. . They are dutybound to receive a PCN. This is regardless of how busy the car park would be [Christmas eve for example ] .Our minimum is their maximum. Moving on to Grace periods. Again BPA gobble degook. Exit grace period: This must be a minimum of 10 minutes and this is when a motorist intends to stay – for example, if you paid for an hour but spent a total of 1 hour 10 minutes on-site, you will not receive a PCN. It is important to note that the grace period is not a free period of parking however and should not be advertised as such. If that ten minutes in not free parking what is it. their members all think they can send out PCNs for anything after 1 minute after the exact time never mind ten minutes. Our snotty letters have stood the test of time. Do not try to reinvent the wheel -especially with DCBL . They don't even know what a non compliant PCN is for goodness sake! You already know more about PoFA then they do. However if you include that they will find a way to disabuse the Judge of your logic and the law. So don't give them the chance.  I am sure you have the Parking Prankster going on about the rogues misusing the rules on planning permission by lying and stating that they had "retrospective permission". There is no such thing in English law yet Judges were swallowing it until one Judge pulled up Parking Eye about one of their Witness Statements alluding to "rp" by claiming it was "tantamount to perjury".  It wasn't tantamount,it was plain and simple perjury. Parking Prankster: The great private car park planning approval scam PARKING-PRANKSTER.BLOGSPOT.COM Guest blog from shuteyepark, from the Consumer Action group forums In December 2013 my daughter received a Parking Charge Notice (PCN) fro... Hope it wasn't too long winded Nicky Boy.🙂
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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.
      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.

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      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
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Sexual discrimination?


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HiI have worked in a job for 7 months. It is in the motor trade and i have 20yrs experience.The guy I worked with has now left and when he left I asked him what money he was on as I know my pay was low.I was shocked to find out he was on £6k a year more than me! I was constantly told how useless he was too!I have been told they are looking into my pay, but my question is, can I point out that I know what he was on and ask why that was? I wasn't expecting that sort of money, just a fair wage for all the hours I do - at least 45 per week & some saturdays.Thansk

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To be clear you are female and the other was male. You were doing the same job or one comparable? What do you want to achieve?

Yes that's correct. Apparently he was senior to me but they want me to now do his role. I guess I'm just scared of asking for a fair pay rise!!

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You need 'steel' and stand up for yourself. if you don't think that you can do this verbally, and in any case these things are better done in writing, you should prepare a letter stating what you would like and why you want it. "Going forward you have evidence that there was a disparaging gap between the pay for Female v Male employees. You have no desire to cause offence or trouble but that you would want to address this inequality in these pay negotiations" See how that or words along those lines go down.

 

The problem being that if there is a discrimination going on you either have to fight it or walk away. Sometime both. The good thing is that you have only been there 7 months so not much is lost at this stage.

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It's possible that he was at the higher end of his pay scale if he was there for longer than you. In a lot of jobs these days, there are pay scales where new members of staff start at the bottom and work their way up to the top of the scale with yearly increases. My co-worker earns £4000 more per annum than I do, for the same job and the same hours. That person has been in the role for 16 years longer than I have and is at the top of his scale, even though in my opinion, I could train a dog to do the job better than him. I, and indeed others that haven't been there as long as him know far more about the job than he does, despite his lengthly service. It's grossly unfair as time served does not always mean that the person is competent. I'm in the middle of my scale, anyone new that comes in will be at the bottom of the payscale. It's nothing to do with gender, but to do with length of service.

My advice is based on my opinion, my experience and my education. I do not profess to be an expert in any given field. If requested, I will provide a link where possible to relevant legislation or guidance, so that advice provided can be confirmed and I do encourage others to follow those links for their own peace of mind. Sometimes my advice is not what people necesserily want to hear, but I will advise on facts as I know them - although it may not be what a person wants to hear it helps to know where you stand. Advice on the internet should never be a substitute for advice from your own legal professional with full knowledge of your individual case.

 

 

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It is possible that its discriminatory, as there is equal pay legislation now written into the Equality Act. Clauses in contracts stating employees cannot discuss their salaries are now not valid for the purpose of calculating whether your salaries are equal.

 

If it is done on a payscale and you have only been with the company 7 months, then it could still be fair. What was his length of service?

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He was only here a year in total. There are NO pay scales in this company I can assure you! To be honest I have more experience than him.I just know they will try and fob me off. I will put something in writing then and see what happens. Thanks for your answers. Happy Christmas to you all!

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He was only here a year in total. There are NO pay scales in this company I can assure you! To be honest I have more experience than him.I just know they will try and fob me off. I will put something in writing then and see what happens. Thanks for your answers. Happy Christmas to you all!

I would not be keen to go the formal grievance route as you have a good relationship with your employer and are up for promotion.

 

However, I do feel that you have an equal pay claim. With equal pay or equal access to promotion or training opportunities, I think it is important to pick a counterpart of the opposite sex and peg your progress or wages against theirs.

 

For example, Mr B started a year later than me, he has the same skills and does the same work but he is getting more money/ training and is overall doing better than me. I think the man whose shoes you are about to fill is a fitting counterpart.

 

I brought this up informally and it worked for me.

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By raising the issue at all is in effect raising a stage 1 grievance. Issuing a 'formal' grievance is when the informality of the first approach has been stalled or not dealt with. It is a matter for you to judge how discriminatory they are being. The point about raising the formal grievance is that you are protecting your legal position and directly challenging the illegality of it. If you don't intend to make a stand against this but comply with management and their decisions then perhaps it would be better to keep your head down. The grievance route is very stressful and may ultimately mean you lose that particular job. This is because positions become entrenched and only are resolved by legal action in the Employment Tribunal. It does ultimately come down to how p**sed off you get with the company.

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