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    • So, why do DVLA (via that leaflet) say 1) that S.88 MAY allow a driver to be treated as if they have a valid licence (after an application that discloses a medical condition) AND   2) before DVLA have reached their licensing decision ? (Since S.88 ceases to apply once they have reached a decision to grant or refuse a licence)
    • Thanks for that, Bazza. It sheds some more light on things but I’m still by no means sure of the OP’s father’s likelihood of successfully defending the charge. This in particular from the guidance stands out me: He does not meet all the s88 criteria. S88 is clear and unambiguous: It makes no provision for either the driver or a medical professional to make a judgement on his fitness to drive under s88. S92(4) and the June 2013 guidance you mention defines in what circumstances the SoS must issue a licence. It does no modify s88 in any way. However, delving further I have noticed that the DVLA provides a service where the driver can enter a relevant medical condition to obtain the correct documentation to apply for a licence: https://www.gov.uk/health-conditions-and-driving/find-condition-online I haven’t followed this through because I don’ have the answers that the OP’s father would give to the questions they will ask and in any case it requires the input of personal information and I don’t want to cause complications with my driving licence. It is possible, however, that the end result (apart from providing the necessary forms) is a “Yes/No” answer to whether the driver can continue to drive (courtesy of s88). With that in mind, I should think at  the very least the OP’s father should have completed that process but there is no mention that he has. The Sleep Apnoea Trust gives some useful guidance on driving and SA: https://sleep-apnoea-trust.org/driving-and-sleep-apnoea/detailed-guidance-to-uk-drivers-with-sleep-apnoea/ I know nothing about SA at all and found It interesting to learn that there are various “grades” of the condition. But the significant thing which struck me is that it is only the least trivial version that does not require a driver to report his condition to the DVLA. But more significant than that is that the SA Trust makes no mention of continuing to drive once the condition has been reported. The danger here is that the court will simply deconstruct s88 and reach the same conclusion that I have. I accept, having looked at the DVLA guidance, that there may be (as far as they are concerned) scope for s88 to apply contrary to the conditions stated in the legislation. Firstly, we don’ know whether there is and secondly we don’t know whether the OP’s father would qualify to take advantage of it. Of course he could argue that he need no have reported his condition. The SA trust certainly emphasises that the condition should not be reported until a formal detailed diagnosis is obtained. But the fact is he did report it. As soon as he does that, as far as I can see,  s88 is no longer available to him. Certainly as it stands I maintain my opinion that he was not allowed to continue driving under s88. The only way I would change this is to see the end result of the DVLA exercise I mentioned above. If that said he could continue driving he would have a defence to the charge. Without it I am not confident.  
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    • Right, my friend has just called me. He has indeed had to cancel bookings in the past from his end. There is a specific number for Booking.com that he calls.   After that Booking.com jump into action and contact you re refund and/or alternative accommodation. I suppose it's all logical - the party cancelling the booking has to inform Booking.com. So the gite owner needs to contact Booking.com on the cancellation number.
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Greivance, TUPE then Redundancy


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I was wondering if you can help me to determine my next steps:

 

 

I have suffered bullying (i.e. Critisism & Isolation) by 2 people in my small team - over the past few years.

 

I have from time to time, raised particular bad issues to Line Management & HR. to no avail.

 

At Christmas I began to suffer work related RSI - which developed into full Musco skelatal symptons - which the doctors reported was excarebated by Work related stress.

 

 

During my RSI sickness - my line manager & HR were more & more hostile to me - as it was clear that they thought i was exagerating my RSI. I probably didnt help matters by requesting not to work so often in the office which I was receiving the bullying, partly because this exacerbated my RSI more than the Main office.

 

 

I eventually raised a greivance against manager & HR - backed up by details of past bullying (which were out of time)

 

After 3 months - my greivance was not upheld - I raised an appeal & Data access request.

 

This data access request has allowed me to see more bullying & libels perpertrated by my collegues - while i was off sick

 

iI am still Stressed on anti depressants, my RSI is getting better - but my sick record will not recommend me to future employers

 

 

 

Last week, We TUPEd to a new company - and I was put at risk of redundancy and will be made redundant after consultation completed - at start of August.

Then I must apply for jobs in the new structured contract. If not successful my redundancy will continue for my notice period (12 weeks)

 

My Questions are:

 

1. Obviously - I would prefer to get my job back and the new company does have to address my appeal....even if i am going to be made redundant.

2. I have met with the new company a few times and they have not raised the appeal issue - I presume this is because the meeting are about redundancy consultation.

3. Should they raise the appeal with me before the Interviews ? I am afraid that the Interviews may be affected by what my line manager said in his hearing - if I am not allowed to put my side of the story.

 

3. Does the new company have to hold off announcing my redundancy until the appeal is addressed.

 

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Wether the appeal is upheld or not won't make much of a difference. The new employer will either listen to the old management, and find a way to make you score low on their criteria,and so be made redundant; or they won't, and they will be fair.

 

As it's an appeal against a greivane and not eg dismissal, no, they don't need to wait to announce redundancies.

 

Personally I would not talk to the new company aboout your greivance at all - least said soonest mended.

 

Note the new company does not have to address your appeal - the old one does. It's TUPE, not purchase of a going concern. If you still have concerns about being bullied then you need to raise a grievance with the new management.

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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Under TUPE, the new Company are responsible for continuing the appeal. I have investigated that.

 

But thanks for your advice to me , not to raise it with the new company at all.

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My apologies beagle, as you have already transferred, you are quite right!

 

Yes, I'd keep your head down. With any luck the new bosses will quickly identify who the real problem lies with.

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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I should say, that I raised the appeal as I was a) unsatisfied with the Greivance process b) Thought that the Outcome had not addressed the majority of my greivance points. If I had accepted the Outcome - then the new company would think that I had raised a serious complaint - with no reason.

 

I did however, in my appeal letter state that , as the company was completely restructuring & in the interests of improving relationships - I would accept a letter to reassure me that Bullying would not be tolerated.

 

I have therefore hopefully drawn a line under it for the new company, ensure that they knew I had not raised the greivance unnecessarily and showed myself as able to compromise.

 

 

I am still worried about the things that i asked in my 1st post.

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PS Emmzzi : I have been keeping my head down for 4 years.....trying to avoid the bullying.

 

This resulted in me feeling ill for the last year....& eventually not being able to function with RSI breakdown and Stress & anxiety break down - 4.5 months off work. Plus it encourages more bullying

 

I do not want to go their again - It will take some time for me to get over this.

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I would have to ask why you have not moved jobs before now. Health is everything!

 

A payout that bought you some time to find a better work environment may be a blessing.

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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Ah. ask any bullying expert. Bullying creeps up on you.....you try to fix things.....then you withdraw etc.

I have got long service with the Company...I had a good well paid Job. i mistakenly thought that Managers & HR would support me.

 

I now know , from seeing the data access request.....that they gang up against you.

 

I do think that I will not be able to take as stressful a job in the future.....which will no doubt affect my pay level.

 

As for Payouts, it seems like, I will just have to sue for recompense (RSI & Stress). which is costly. I dont think I can just negotiate for recompense with the company ? Can I ?

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you can suggest it while presenting evidence of their neglect. It might work.

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

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I'd be glad to not talk to my new company; be able to be interviewed and assessed for job - without prejudice & start working again - with a more positive friendly team of people.

 

Then I can start restoring my health & get my life back on track.

 

But If that doesnt happen - I will have to ask why i was not successful in my interview & may have to consider some monetery payoff - to support me while I get my life back on track without employment.

 

In the mean time - I will take your advice offered a while back - and not mention it if they dont. And see how things pan out. I will keep you updated in the next month - if you wish - by adding to this thread as things progress ?

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Thanks HoneyBee. It is a complicated set of curcumstances.....nitemare. But I will update this thread every week on how things are going, What course I have taken - & in retrospect - what course I think I should have taken - Hopefully they will be the same :)

 

In the mean Time......if anyone has useful advice .....?

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  • 1 month later...

Hi. A summary of the situation :

Bullying, Sickness, Greivance, Tupe to another Company,

The New company put us all At Risk 2 months ago on Garden Leave. Opened all the Jobs out for open Interview, I was not successful - though my tasks are still done.

So I am Now facing Redundancy - 3 months notice period

 

But my Greivance Appeal has still not been dealt with & the New company says there is not much they can do as all the Bulliers are in a different company.

I am glad to be going now so that I can start a clean sheet - but I will face a massive pay reduction in any new job - and My RSI may flair up again.

 

So what i am wanting from the new Company is some form of enhanced redundancy Payment, in return for me droping the Appeal.

I think this will be difficult to abtain as they will say that the reduncy is not related to the Greivance

 

So I will end up with absolutly no Closure on this one

 

Any Ideas ?

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