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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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Offered Compromise Agreement - redundancy/unfair dismissal/sex discrimination case


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Hi All

 

Can you give me some advice on dealing with a Compromise Agreement, Please.

 

I got made redundant yesterday (unfair dismissal) and during the meeting was (verbally) offered 3 months salary if I signed a CA. I spoke to my solicitor today and he says it should be more like 12 months due to the severity of the claim and the fact I cant work for 6 months (for a client or competitor - which is virtually everyone).

 

I'm currently unable to even apply for the 2 or 3 roles I'm legally allowed to apply for because of anxiety and depression (due to work related stress). But I can see my former employer ever going as high as 12 months salary.

 

Do I just email them to say NO and let them come back to me if they want? I'm meeting with my solicitor again in 2 weeks to start the ET process. He's suggested sending a Letter Before Action before the ET1 and he'll manage the Compromise Agreement negotiations if there are any.

 

So first step email saying NO or should I be letting them come to me?? Help

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They've not said anything other than "we'd like to make an offer of 3 months pay in exchange for a CA. Is this something you would be interested in?". I said I'd speak to my solicitor. I didn't have a clue what I should be expecting and knew not to say too much before seeking legal advice.

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I suppose the best thing is to take the solicitors advice.

There are employment law specialists on the forum who will hopefully look in and offer some further advice if necessary

Gbarbm

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how long have you been there ?

there are set 'minimums' they should offer

 

also THEY should be paying your legal costs too as advised.

 

 

also i think if you accept a CA , you negate any tribunal claims

 

dx

please don't hit Quote...just type we know what we said earlier..

DCA's view debtors as suckers, marks and mugs

NO DCA has ANY legal powers whatsoever on ANY debt no matter what it's Type

and they

are NOT and can NEVER  be BAILIFFS. even if a debt has been to court..

If everyone stopped blindly paying DCA's Tomorrow, their industry would collapse overnight... 

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I've been there 7 days less than 2 years!!!! Its a sex discrimination case with hurt to feeling too. I cant work for 6 months and I cant fully qualify as I should have been in 4.5 months time. Whats the minimum for something like that??

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ok

not really my bag

 

just gathering Info for the troops

when they come.

 

tell us more if you want.

dx

please don't hit Quote...just type we know what we said earlier..

DCA's view debtors as suckers, marks and mugs

NO DCA has ANY legal powers whatsoever on ANY debt no matter what it's Type

and they

are NOT and can NEVER  be BAILIFFS. even if a debt has been to court..

If everyone stopped blindly paying DCA's Tomorrow, their industry would collapse overnight... 

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Have a conversation with your solicitor about it.

 

Remember that if you have a potential ET claim on the grounds of sex discrimination then your employer should be aware of that and a LBA from your solicitor ahead of an ET may very well prompt some movement.

 

It also all depends on what value to the solicitors assess your claim at, I would ask them to put together a schedule of loss for your case and let you know what they assess your claim to be worth if it went to a hearing. That will then start the negotiations.

 

Oh and yes, they should pay the solicitors fees in drawing up a compromise agreement usually around £350+VAT but every firm is different. And yes a compromise agreement negates any employment claim, with the exception of personal injury. You mention work related stress, these claims are very difficult to win but you might want to get advice anyway just so that you know your position.

George Loveless - “We raise the watchword, liberty. We will, we will, we will be free!"

 

My advice is only my opinion, I am not a legal expert.

 

IF YOU LIKE THE ADVICE I'M GIVING AND ARE HAPPY WITH IT, CLICK THE SCALES ON THE BOTTOM LEFT OF THIS POST AND TELL ME.

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Thanks for your advice.

 

Having spoken to the solicitor and my family I've decided to go all the way to ET. This isn't about money for me so a compromise agreement isn't going to cut it.

 

My solicitor has discussed the LBA but I'll ask for a schedule of loss so I can understand more where I stand.

 

Many Thanks

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Hi D, (hope you don't mind me calling you this)

 

I send you this reply to let you know that I have just won my unfair dismissal case against my ex-employers and it is all worth it, it can get a bit much sometimes, I don't use the word stressful because whatever we have to endure the end results in matters such as this will be satisfactory.

 

If you have a good solicitor, the battle is partly won. I was offered a compromise agreement after I had won the case, I accepted the offer then withdrew it, the remedies hearing was fast approaching where the employment tribunal would decide what my compensation would be, my ex-employers came to their senses and came to the realisation that I would probably get near enough that which I requested, a couple days after I withdrew the accepted offer they came back to me stating that they would up the figure, this figure was what I originally asked for in order to put the matter to rest.

 

If you know that you have been upright and honest in all that you have done, pursue it and be strong. We always say that it is not about the money but when we are honest we will know that the money matters and that it is recognition that we have been treated unfairly.

 

All the best,

 

Lx

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Thanks L

 

I've just had a thought....should I be appealing against my dismissal?? There is nothing within the letter to advise me how but should I write to them and ask? I'm sure ET would want me to exhaust this wouldn't they....even though I know its a sham redundancy.

 

Hope you can help

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Hi D,

 

Although the way you were dismissed was not correct, you need to appeal against the decision, your ex-employers should have this system in place, refer to your staff handbook or ask HR to provide you with a copy of their redundancy procedure & policy. ET will ask you this when and if you get to the point of filling out your ET1 form. Also remember that your ET1 form following the appeal decision from your ex-employers need to be with the Employment Tribunal within 3 months of your dismissal.

 

Question, are you paying for legal representation?

 

 

L x

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I would listen to the solicitor, they are paid to be chess players, and know that any advice that is given which may later come back to bite them will potentially see tham in court as well. So solicitors tend to be ultra cautious.

 

 

I have some experience of employment law cases, and in my opinion compromise agreements are generally something that need serious legal advice, and second opinions before ever agreeing to them. Companies in my experience use them to make problems go away, or to protect themselves from unknown further cost in court wins.

 

 

It's all about risk management..., even the best solicitors can not give you an exact number of what a court will award you. Both defence, and prosecution know this, therefore both sides can only quantify what they know now, rather than what they may be shocked with later.

 

 

I was once awarded a really unusual award, which set UK case law at the time, and was seen across the board as a shock "Novel ruling", which publically embarrased the company, tied them in knots for years to come, and gave me more power to change the workplace than even the most senior of staff.

 

 

Nobody knows what will be in the judges mind, therefore compromise agreements are used to sort issues before anyone does find out what is in the judges head :)

If you cannot take on a problem head on, go around the sides, over the top, or underneath. If you still have problems, then change the rules. If you can't change the rules then manipulate yourself into a position where you make the rules.

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I'm happy to sit it out and see. I've been put through hell because I asked to spend more time with my kids, ended up seriously ill and now I'm just going to sit back and get well rather than stress about what may or may not happen (did that sounds convincing because thats what I've decided I'm doing!)

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Advice needed!

 

I have my grievance meeting tomorrow and I've just received an email telling me that a HR Consultant will be present. I don't want to postpone the meeting because the grievance has already been delayed for 3 weeks by my ex employer BUT this has added to my stress so much. I now feel I have to make sure I've gone over everything with a fine tooth comb and watch everything I say. I've still not got my sleep sorted since I was dismissed and now I know I'll be up all night trying to make sure I'm ready....which will mean I'll be exhausted by the time the meeting comes around.

 

I'm also really disappointed that this HR Consultant wasn't ever brought in or even talked about when I was going through the discrimination or redundancy consultation.

 

I feel I need to tell them this isn't acceptable but also not delay the process any further. Any advice?

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Hi

 

If you are concerned about HR Consultant being there I would write to them and request clarification as to what the HR Consultants role will be at the meeting.

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I advise to the best of my ability, but I am not a qualified professional, benefits lawyer nor Welfare Rights Adviser.

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They have said it is just to take notes and make sure that he is following the correct procedure. My issues isn't that she'll be there. I wouldn't have had an issue with it at all, had I have had notice of her being there. My issue is that it has been sprung on me, adding to my stress and making me feel further under pressure. I think it is unreasonable to add this so late.

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Quick question - after my grievance meeting today my ex employer asked my note taker to send her notes to his note taker so she could make sure everything was included.

 

Should I insist I see them first and they come from me OR should they come from my note taker?

 

Hope you can help.

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My advice to you going forward is that you stop stressing about every step of the process you are going through. I am going through a similar issue (ie grievance, but not on sex discrimination basis) with my employer at the moment.

 

DONT GIVE THE GAME AWAY BY LETTING THEM KNOW EVERY TIME THEY MAKE A MISTAKE

 

In your case this means, everytime they make a move that upsets you, you deem to be unfair/in breach of policy,procedure or statute, just make a note of it to yourself... but ALLOW THEM to make the mistake.

 

This then allows you to use the appeal process and have a very strong case for appeal, it is not your job to remind them to treat you fairly, if they were fair, you wouldn't be in this predicament in the first place!

 

Remember, when you get your grievance outcome you then have TWO bases for appeal:

 

a) appeal against outcome (ie if your grievance is not upheld)

b) appeal against procedure (ie, if your grievance is upheld but you are unhappy with the way they have conducted the process)

 

In the case of them making you aware only the day before of this 'HR representative' being present, bear in mind that what the tribunal will look at is whether they have treated you FAIRLY and CONSISTENTLY.

 

So for example.... if they had asked you for 3 days notice in writing of the name of the person you intend to accompany you to this meeting, in order for them to be FAIR and CONSISTENT they must also allow you the same privilege of having 3 days notice. it might seem like a minor discrepancy... but as you said it caused you major distress and a tribunal will not take kindly to it.

 

But like I said, just take it on the chin, with a smile, then KILL 'EM in your appeal letter.... regardless of the outcome.

 

Just don't let this get to you TRUST ME you are just going through the motions and you have a very strong case, it wont last forever.

 

Well done for not accepting crappy 3 MONTHS CA and keeping your dignity intact.

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You can send a questionnaire, but that should not stop you from submitting your ET1 asap. They have up to 56 days to reply to a questionnaire, you'll need your claim filed by then, you are looking at a 6-12 mth wait for a hearing anyway.

I am not a legal professional or adviser, I am however a Law Student and very well versed areas of Employment Law. Anything I write here is purely from my own experiences! If I help, then click the star to add to my reputation :)

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