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    • Oh I see! thats confusing, for some reason the terms and conditions that Evri posted in that threads witness statement are slightly different than the t&cs on packlinks website. Their one says enter into a contract with the transport agency, but the website one says enter into a contract with paclink. via website: (c) Each User will enter into a contract with Packlink for the delivery of its Goods through the chosen Transport Agency. via evri witness statement in that thread: (c) Each User shall then enter into its own contract with the chosen Transport Agency. Packlink does not have any control over, and disclaims all liability that may arise in contracts between a User and a Transport Agency I read your post at #251, so I should use the second one (and changing the screenshot in the court bundle), since I am saying I have a contract with Evri? Is that correct EDIT: Oh I understand the rest of your conversation. you're saying if I was to do this i would have to fully adjust my ws to use the consumer rights act instead of rights of third parties. In that case should I just edit the terms and stick with the third parties plan?. And potentially if needed just bring up the CRA in the hearing, as you guys did in that thread  
    • First, those are the wrong terms,  read posts 240-250 of the thread ive linked to Second donough v stevenson should be more expanded. You should make refernece to the three fold duty of care test as well. Use below as guidance: The Defendant failed its duty of care to the Claimant. As found in Donoghue v Stevenson negligence is distinct and separate to any breach of contract. Furthermore, as held in the same case there need not be a contract between the Claimant and the Defendant for a duty to be established, which in the case of the Claimant on this occasion is the Defendant’s duty of care to the Claimant’s parcel whilst it is in their possession. By losing the Claimant’s parcel the Defendant has acted negligently and breached this duty of care. As such the Claimant avers that even if it is found that the Defendant not be liable in other ways, by means of breach of contract, should the court find there is no contract between Claimant and Defendant, the Claimant would still have rise to a claim on the grounds of the Defendant’s negligence and breach of duty of care to his parcel whilst it was in the Defendant’s possession, as there need not be a contract to give rise to a claim for breach of duty of care.  The court’s attention is further drawn to Caparo Industries plc v Dickman (1990), 2 AC 605 in which a three fold test was used to determine if a duty of care existed. The test required that: (i) Harm must be a reasonably foreseeable result of the defendant’s conduct; (ii) A relationship of proximity must exist and (iii) It must be fair, just and reasonable to impose liability.  
    • Thank you. here's the changes I made 1) removed indexed statement of truth 2) added donough v Stevenson in paragraph 40, just under the Supply of Goods and Services Act 1982 paragraph about reasonable care and skill. i'm assuming this is a good place for it? 3) reworded paragraph 16 (now paragraph 12), and moved the t&cs paragraphs below it then. unless I understood you wrong it seems to fit well. or did you want me to remove the t&cs paragraphs entirely? attached is the updated draft, and thanks again for the help. WS and court bundle-1 fourth draft redacted.pdf
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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.  

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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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Possible Dismissal Due To My Level Of Sickness


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I had to go to a meeting with a manager due to me exceeding the permitted level of sickness. I have already been given a written warning for this and now I have been told my case has been referred to a decision maker (senior manager) to see if my sickness level can be supported. I have passed the mandatory period of 6 montghs without any sickness, but my employer has what it calls a ''backsliding period'' of 12 months. During this time if I exceed the permitted period of sickness, the next stage comes into play. Which is what has happened to me.

I have suffered with depression for the last 7 years and have had several periods of sickleave from work, the most being 6 months. I recently returned to work after 9 weeks off again. I had been told by my line manager that if I didn't return, my case would be referred to a panel, to see if my absence can be supported. This is something I would not be allowed to take part in. The outcome of this would be either demotion or dismissal. Following continuous pressure from my line manager I felt compelled to return to work, even though I wasn't ready to return and against my GP's opinion as well. I have been taking part in regular stress risk assessment meetings to try and help me stay in work, which have worked to a point. I have to be honest and say I find it very difficult to do my job and be in the building. I have told management I put on a mask for the sake of getting through the day, but I am finding it increasingly difficult to go in each day. I have told management I am looking for another job.

I have a letter from GP to help me fight my corner but feel work won't take much notice of it. When I explained things to my GP he offered to sign me off again, but I had to refuse it because it would have resulted in me being dismissed.

What I want to ask is can I be dismissed due to my level of sickness, even though I have returned to work? If so, what rights do I have? I am finding this whole situation very stressful and it is not helping my depression at all.:sad::confused:

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you could be dismissed for sickness. However

- you have an underlying condition

- which I am assuming they know about?

- which has lasted (and is expected to continue to last) for a period of 12 months minimum

 

I reckon (and I can only reckon as an ET would decide but it's a fair bet) that this is classed as a disability under the equality act.

 

I would ask for an occ health referal to discuss reasonable adjustments, once of which may be slightly more leeway on absences as well as things like eg flex on start times on your bad days.

 

What is it about your job that makes you stressed, that would not happen in a different job?

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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  • 4 weeks later...

Update: I am now getting help from my Union Rep which is a great relief. Due to this, and to give him time to familiarize himself with my case, the meeting has been put back until 29 August.

 

I have had an occ health report done and they say I am covered by the DDA and they cannot accurately predict any future sickness absences due to the nature of my disability which was the specific question my employer was asking.

 

As for a different job, believe me the stress I am suffering in my current job would not reoccur in a new one. All I can say about my current job is that I am a public servant, which is all I am not allowed to say who I work for.

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