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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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Holiday pay and on call allowance


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For several years I have claimed a small daily "on call" allowance in addition to my salary, reflecting the contracts I cover for my employer and that I am their only employee for about 150 miles. Effectively I am on call 24/7, and while this is generally not onerous and doesn't prevent me doing things like going to the pub (enquiries can on the whole be dealt with over the phone or next day), the fact remains that I am "expected" to be available by both the company and their clients.

 

To date, when I have gone on holiday I have not claimed this allowance for those days - I am clearly not available for work so logically can't be on call - and the company have never said a word about this. Reading around recently though, it seems like my holiday pay should reflect my normal pay. The on call payment is marked as such on my payslip, it isn't part of my salary, but I do rely on it - especially as I haven't had a pay rise in 6 years!

 

I read on this page: http://www.sherbornesllp.co.uk/2011_06_20.html

The Advocate General has stated that a week's holiday pay must correspond with the workers normal remuneration. In short, this means that holiday pay must take into account basic wages, and any other consideration whether in cash or in kind which the worker receives. This appears to include bonus's and ex-gracia payments as well as allowances for overtime and shifts.

Is this correct? Should I be writing to Payroll with a breakdown of this missing pay?

 

Thanks as ever for your help,

Loz

I hate Alliance + Leicester

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The Advocate General has stated that a week's holiday pay must correspond with the workers normal remuneration. In short, this means that holiday pay must take into account basic wages, and any other consideration whether in cash or in kind which the worker receives. This appears to include bonus's and ex-gracia payments as well as allowances for overtime and shifts.

 

I think you've answered your own question Loz; this seems a pretty definitive answer to me.

I would be inclined to check your contract or written particulars if engagement and staff handbook to see if it specifically mentions this. If not, write to HR/payroll or your manager (whatever the escalation route is in your company) advise them that your "normal" pay whilst on holiday should include your on call allowance, request that you would like it repaid to you and see what they come back with.

Gbarbm

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Thanks for your reply - I added up the days I missed out on this allowance due to taking holiday and it comes to over £2000 since the start of 2007! Some days are weekends which aren't part of my 20 days per year, however they were consecutive to holidays I did take so IMHO I am entitled to be paid them.

Forgot to dig out my contract this morning..

I hate Alliance + Leicester

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Well when you get the contract, come back here and we can go through it and see what details it provides (you'll probably need the employment law specialists on the forum at that stage)

Gbarbm

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Hi Loz,

 

Hmmmm now this is interesting. We have looked at this on a past post in some detail (http://www.consumeractiongroup.co.uk/forum/showthread.php?176506-Working-more-than-my-contract-consistantly.)

 

There are 2 elements to your question:

 

a) How much leave are you entitled to?

b) How holiday pay should be calculated when such leave is taken?

 

In respect of point (b), I just wanted to add one caveat to the above.

 

Let's look at the law. A worker is entitled to be paid for any period of leave at the rate of a week's pay for each week of leave. Sounds simple right?

 

A week's pay is calculated, as SW rightly says by WTR (reg 16) referencing you to ERA 1996 ss 221-224

 

This means that, "...where an employee has normal working hours, overtime only qualifies as part of a week's pay where the overtime is fixed under the contract of employment. The effect is that only contractual hours are included and, for example non-contractual overtime hours are not. This can lead to situations where, although the employee regularly works substantial periods of overtime, pay while on holiday is based upon the lower number of contractual hours.".

 

See for example Bamsey v Albion Engineering [2004] ICR 1083 - employee worked on average 58 hrs per week only received hol pay bassed on contracted 39 hours per week.

 

The starting point is - Are you, in law, an employee with normal working hours who regularly works non-contractual overtime or genuinely an employee with no normal working hours? If the later then you should get a 12 week average

 

NB - Of course I do note that your case is not exactly mirrored by the above as Bamsay related to overtime and your seems to relate to, 'an on call allowance'

 

AND it is noted that since I wrote the original post above some complicated things have happened. I'll try not to bore you but since then this area has received judicial attention in the BA case where the UK Supreme Court asked for guidance from the CJEU

 

The questions put relate to the extent to which the Directives define requirements as to the nature and/or level of payments required to be made in respect of annual leave, and in particular whether the rate of payment must correspond precisely to, or be broadly comparable to the worker's 'normal' pay, and if so how such a concept should be assessed.

 

The answer proposed by Advocate General Trstenjak was that holiday pay, both under art 7 WTD and under the Civil Aviation Directive, are to be calculated in accordance with national legislation and/or practice, but that:

 

'' … holiday pay must, in principle, be determined in such a way as to correspond to the worker's normal remuneration''

 

and that in particular, where the level of remuneration varies (as in the instant case, because pilots' pay is supplemented by allowances for flying time and time away from the home base), a worker is entitled to holiday pay 'corresponding to his average earnings' based on 'a sufficiently representative reference period'.

 

However in the UK we don't use the Working Time Directive directly (as such) to say what the law is on holiday pay but we use the Working Time Regulations and a consequential statutory formula in the ERA 1996.

 

"One consequence of the requirement to use the ERA 1996 formulae for calculating a week's pay is that significant elements of actual remuneration may be excluded from consideration in the calculation, particularly so if the worker is paid commission in addition to a salary"

 

So now it appears to me that we are in some flux in this area, as the court could or could not follow the advocate's opinion, and this relates to employees (pilots) who are covered by a slightly different law, but nonetheless,"... has implications outside the aviation sector both for those whose working time is governed by other sector-specific regulations and for the calculation of payment annual leave under the Working Time Regulations where currently payments such as non-contractual but regularly paid overtime payments are excluded." http://www.oldsquare.co.uk/news/1/?c=30224

 

Of course all the above only applies to statutory holiday pay (i.e. the 28 days for most people), and not any right to contractual holiday pay.

 

How are these shift allowances described in your contract? and how much holiday entitlement do you get each year?

 

Che

Edited by elche

...................................................................... [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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Hi elche,

It does all seem clear as mud doesn't it... anyway I dug my contract out, which is a company standard one dating from 2004 - it sets out several things which have since changed (though no new contract has been issued) including my salary and line manager.

Your normal hours of work will be dictated by the shift roster in effect, but will not exceed 162.5 hours per month on average. Each shift allows for a minimum of an hour rest period per day.

In certain circumstances it may be necessary to adjust or exceed these hours in order to ensure that your duties in accordance with the terms of the employment are properly performed.

My paid holiday entitlement is 20 days plus 8 statutory holidays.

 

We also have a "staff handbook" which is updated occasionally, and although it does not form part of our contract of employment, we must comply with its contents. In here I have found this:

When on annual holiday you will be paid at your basic rate of pay plus your fixed rate shift premiums, if applicable.

So my question is, does my "on call allowance" count as a "shift premium"?

I hate Alliance + Leicester

BT: No longer a customer :)

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I'm sure Elche will confirm or deny this, but to me it seems preety clear cut;

 

"When on annual holiday you will be paid at your basic rate of pay plus your fixed rate shift premiums, if applicable"

 

I would say the on call counts as a fixed rate shift premium.

 

I would certainly be inclined to hoist the flag up the flagpole and see who salutes it! :-) by that, I mean write to your employer requesting the payment of it and see what they comeback with!

Gbarbm

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Hi Loz,

 

Sorry for taking so long to get back to this.

 

It's been a long day and I would like to check more on this as I'm currently being driven mad by ss.221-229 of the ERA 1996

 

Would you say you worked, "....under the contract of employment ..... to work during normal working hours on days of the week, or at times of the day, which differ from week to week or over a longer period so that the remuneration payable for, or apportionable to, any week varies according to the incidence of those days or times."?

 

i.e. did the times of the shifts vary? and did your weekly pay vary?

 

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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I usually work 9-5 but this is not specified in my contract, and my basic pay is based on 37.5 hours per week. I make my hours a little flexible depending on what I am dealing with and where I am working. I find myself working overtime (and claiming for it) fairly regularly so it could be said that my hours and pay vary.

 

Can't recall when the policy change was implemented but some time last year the company stopped paying for overtime worked during "normal shift days", giving time in lieu instead. Overtime worked on "days off", weekends in my case, is still paid.

 

I haven't started the conversation with my manager yet, wanted to get my head round it properly first!

Thanks again elche :-)

I hate Alliance + Leicester

BT: No longer a customer :)

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Loz,

 

Once again sorry for the delay in replying work has been crazy.

 

I do not want to overcomplicate this (too late me thinks), but the way I see it there are 2 ways to look at your claim:

 

a) The way the law is worded gives us a formula for calculating holiday pay depending on different classes of worker and via this statutory formula you have been consistently underpaid holiday pay and / or

 

b) Your contract on the interpretation of its terms provides you with a contractual rate of holiday pay that exceeds the statutory amount, and you have consistently been underpaid this

 

Both of the above claims could be pleaded as a deduction of wages, and as such you could in theory link a series of deductions (one every 3 months) to make a chain going back 6 years (me thinks).

 

Whether you decide to go route a or b (you could plead both in a statement of claim), the starting point will be to informally ask for this, then formally ask for this e.g. a grievance, then if not settled internally claim in a tribunal or (if relevant) a county court.

 

If you claim against your employer and stay in the job, whilst in theory protected from reprisal, in reality your relationship with your employer is unlikely to be the same.

 

Thus, if your still following this thread, I have to ask, "Are you going to try and claim this?"

 

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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Hi Che,

I think I am going to try this... I want out anyway so if everything goes wrong it's not so bad - as long as I can find another job!

 

Cheers

Loz

I hate Alliance + Leicester

BT: No longer a customer :)

HSBC: £1222 refunded 28/5/06; Second claim of £737-24 refunded 9/11/06; PPI + interest on personal loan refunded 27/7/08

MBNA: £100 refunded on first claim of £112; £208 refunded on second claim for £108 24/9/07; PPI £256-28 refunded 8/4/08

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Hi Che,

I think I am going to try this... I want out anyway so if everything goes wrong it's not so bad - as long as I can find another job!

 

Good on ya Loz. What do you think you will do initially some kind of letter asking for the money e.g. a grievance or straight demand?

 

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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Kinda informal at first I think, give them chance to discuss this amicably. My manager is visiting site next week (first time in a year!) so I'll see what he has to say then.

I hate Alliance + Leicester

BT: No longer a customer :)

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MBNA: £100 refunded on first claim of £112; £208 refunded on second claim for £108 24/9/07; PPI £256-28 refunded 8/4/08

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Kinda informal at first I think, give them chance to discuss this amicably. My manager is visiting site next week (first time in a year!) so I'll see what he has to say then.

 

Sounds a reasonable first step. Best of luck, and do let us know how it goes.

 

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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I made an error, thankfully before I put the question to my manager... this morning while I was looking for something else, I found a revised "Particulars Of Employment" dated 2008 (!) - No idea why I didn't file this properly, but it's signed and all that..

 

It is more personalised (general stuff is in the Staff Handbook as mentioned earlier), including my normal working hours which are stated as M-F 9-5:30.

Also it says

When on annual holiday you will be paid at your basic rate of pay. Shift premiums will not apply.

I feel like my theory may have a hole :???:

I hate Alliance + Leicester

BT: No longer a customer :)

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Argh, the handbook says

When on annual holiday you will be paid at your basic rate of pay plus your fixed rate shift premiums, if applicable.

which contradicts my POE :???::???::???:

I hate Alliance + Leicester

BT: No longer a customer :)

HSBC: £1222 refunded 28/5/06; Second claim of £737-24 refunded 9/11/06; PPI + interest on personal loan refunded 27/7/08

MBNA: £100 refunded on first claim of £112; £208 refunded on second claim for £108 24/9/07; PPI £256-28 refunded 8/4/08

NatWest: £1581-71 refunded 16/12/06; personal loan CCA agreement not provided

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Argh, the handbook says

which contradicts my POE :???::???::???:

 

Contra proferentem?

 

Advantage you me thinks as regards the purely, "on the contract as it is" argument..

...................................................................... [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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  • 1 month later...

Company response to my initial query, which I sent before I went on hols:

Call out is not a fixed rate shift premium it is a variable allowance and not contractual like shift premium.

 

Thoughts anyone?

I hate Alliance + Leicester

BT: No longer a customer :)

HSBC: £1222 refunded 28/5/06; Second claim of £737-24 refunded 9/11/06; PPI + interest on personal loan refunded 27/7/08

MBNA: £100 refunded on first claim of £112; £208 refunded on second claim for £108 24/9/07; PPI £256-28 refunded 8/4/08

NatWest: £1581-71 refunded 16/12/06; personal loan CCA agreement not provided

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  • 1 year later...

I came across Neal vs Freightliner (tribunal), which I have not seen mentioned on this forum, and I think it will help me with this. I appreciate that there is an appeal pending by Freightliner, and that the verdict of the tribunal is not binding, but this could net me around £3000 going back to 2007.

It was held that holiday pay should represent what the worker would have received if they had been at work, and that therefore employers should take an all-inclusive approach when calculating holiday pay.

I hate Alliance + Leicester

BT: No longer a customer :)

HSBC: £1222 refunded 28/5/06; Second claim of £737-24 refunded 9/11/06; PPI + interest on personal loan refunded 27/7/08

MBNA: £100 refunded on first claim of £112; £208 refunded on second claim for £108 24/9/07; PPI £256-28 refunded 8/4/08

NatWest: £1581-71 refunded 16/12/06; personal loan CCA agreement not provided

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Hi Honeybee,

Since my previous update where I was told

Call out is not a fixed rate shift premium it is a variable allowance and not contractual like shift premium.

I haven't progressed this, as I didn't know what I should do. I don't see how they can claim it's a variable allowance when I get it every day of the year just for existing.

I hate Alliance + Leicester

BT: No longer a customer :)

HSBC: £1222 refunded 28/5/06; Second claim of £737-24 refunded 9/11/06; PPI + interest on personal loan refunded 27/7/08

MBNA: £100 refunded on first claim of £112; £208 refunded on second claim for £108 24/9/07; PPI £256-28 refunded 8/4/08

NatWest: £1581-71 refunded 16/12/06; personal loan CCA agreement not provided

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  • 9 months later...

Very interested in the EAT ruling on holiday pay, though not so much the thing about 3 month gaps between holidays. I did however see this quote after the ruling:

They [employees] would have to try and argue that the entitlement to holiday at the right rate was part of the contract and bring a breach of contract claim. Those claims can go back 6 years

I have emailed HR today asking for the company's view on the ruling, in relation to my own situation of being on 24/7 standby for over 7 years...

 

[edit]

I just recalled that their own handbook says

When on annual holiday you will be paid at your basic rate of pay plus your fixed rate shift premiums, if applicable

So maybe the breach of contract angle would work..?

I hate Alliance + Leicester

BT: No longer a customer :)

HSBC: £1222 refunded 28/5/06; Second claim of £737-24 refunded 9/11/06; PPI + interest on personal loan refunded 27/7/08

MBNA: £100 refunded on first claim of £112; £208 refunded on second claim for £108 24/9/07; PPI £256-28 refunded 8/4/08

NatWest: £1581-71 refunded 16/12/06; personal loan CCA agreement not provided

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  • 2 months later...

Just sent this email:

Dear *employer*,

As we have had no clarity on this I thought I would state my case. My pay slip today has had £144 gross taken from my overtime claim, representing 9 days’ on call payments for December. This would appear contrary to the EAT ruling that holiday pay should be in line with normal remuneration.

Historically I have now missed out on 241 days worth of such payments, dating back to June 2007, and I am obviously keen that I should recover as much of the £3856 deducted as possible.

I hate Alliance + Leicester

BT: No longer a customer :)

HSBC: £1222 refunded 28/5/06; Second claim of £737-24 refunded 9/11/06; PPI + interest on personal loan refunded 27/7/08

MBNA: £100 refunded on first claim of £112; £208 refunded on second claim for £108 24/9/07; PPI £256-28 refunded 8/4/08

NatWest: £1581-71 refunded 16/12/06; personal loan CCA agreement not provided

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