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    • Thank you for posting their WS. If we start with the actual WS made by the director one would have doubts that they had even read PoFA let alone understood it. Point 10  we only have the word of the director that the contract has been extended. I should have had the corroboration of the Client. Point 12 The Judge HHJ Simkiss was not the usual Judge on motoring cases and his decisions on the necessity of contracts did not align with PoFA. In Schedule 4 [1[ it is quite clearly spelt out- “relevant contract” 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; And the laughable piece of paper from the land owners cannot be described as a contract. I respectfully ask that the case be dismissed as there is no contract. WE do not even know what the parking regulations are which is really basic. It is respectfully asked that without a valid contract the case cannot continue. One would imagine that were there a valid contract it would have been produced.  So the contract that Bank has with the motorist must come from the landowner. Bank on their own cannot impose their own contract. How could a director of a parking company sign a Statement of Truth which included Point 11. Point 14. There is no offer of a contract at the entrance to the car park. Doubtful if it is even an offer to treat. The entrance sign sign does not comply with the IPC Code of Conduct nor is there any indication that ANPR cameras are in force. A major fault and breach of GDPR. Despite the lack of being offered a contract at the entrance [and how anyone could see what was offered by way of a contract in the car park is impossible owing to none of the signs in the WS being at all legible] payment was made for the car to park. A young person in the car made the payment. But before they did that, they helped an elderly lady to make her payment as she was having difficulty. After arranging payment for the lady the young lad made his payment right behind. Unfortunately he entered the old lady's number again rather than paying .for the car he was in. This can be confirmed by looking at the Allow List print out on page 25. The defendant's car arrived at 12.49 and at 12.51 and 12.52  there are two payments for the same vrm. This was also remarked on by the IPC adjudicator when the PCN was appealed.  So it is quite disgraceful that Bank have continued to pursue the Defendant knowing that it was a question of  entering the wrong vrm.  Point 21 The Defendant is not obliged to name the driver, they are only invited to do so under S9[2][e]. Also it is unreasonable to assume that the keeper is the driver. The Courts do not do that for good reason. The keeper in this case does not have a driving licence. Point 22. The Defendant DID make a further appeal which though it was also turned down their reply was very telling and should have led to the charge being dropped were the company not greedy and willing to pursue the Defendant regardless of the evidence they had in their own hands. Point 23 [111] it's a bit rich asking the Defendant to act justly and at proportionate cost while acting completely unjustly themselves and then adding an unlawful 70% on to the invoice. This  is despite PoFA S4[5] (5)The maximum sum which may be recovered from the keeper by virtue of the right conferred by this paragraph is the amount specified in the notice to keeper under paragraph 9[2][d].  Point 23 [1v] the Director can deny all he wants but the PCN does not comply with PoFA. S9 [2][a] states  (2)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; The PCN only quotes the ANPR arrival and departure times which obviously includes a fair amount of driving between the two cameras. Plus the driver and passengers are a mixture of disabled and aged persons who require more time than just a young fit single driver to exit the car and later re enter. So the ANPR times cannot be the same as the required parking period as stipulated in the ACT. Moreover in S9[2][f]  (ii)the creditor does not know both the name of the driver and a current address for service for the driver, the creditor will (if all the applicable conditions under this Schedule are met) have the right to recover from the keeper so much of that amount as remains unpaid; You will note that in the PCN the words in parentheses are not included but at the start of Section 9 the word "must" is included. As there are two faults in the PCN it follows that Bank cannot pursue the keeper . And as the driver does not have a driving licence their case must fail on that alone. And that is not even taking into consideration that the payment was made. Point 23 [v] your company is wrong a payment was made. very difficult to prove a cash payment two weeks later when the PCN arrives. However the evidence was in your print out for anyone to see had they actually done due diligence prior to writing to the DVLA. Indeed as the Defendant had paid there was no reasonable cause to have applied for the keeper details. Point 24 the Defendant did not breach the contract. The PCN claimed the Defendant failed to make a payment when they had made a payment.   I haven't finished yet but that is something to start with
    • You don't appeal to anyone. You haven't' received a demand from a statutory body like the council, the police or the courts. It's just a dodgy cowboy company trying it on. You simply don't pay.  In the vast majority of these cases the company deforest the Amazon with threats about how they are going to divert a drone from Ukraine and make it land on your home - but in the end they do nothing.
    • honestly you sound like you work the claimant yes affixed dont appeal to anyone no cant be “argued either way”  
    • Because of the tsunami of cases we are having for this scam site, over the weekend I had a look at MET cases we have here stretching back to June 2014.  Yes, ten years. MET have not once had the guts to put a case in front of a judge. In about 5% of cases they have issued court papers in the hope that the motorist will be terrified of going to court and will give in.  However, when the motorist defended, it was MET who bottled it.  Every time.
    • Hi everyone, Thanks for the responses. Just a few follow up questions in light of what's been said:   If I dont appeal to PPM, who can I appeal to?   Why should the PCN been attached to the windscreen? Is this written in law?   I assumed the document I had received was the NTK, if this is not the case, what does a NTK look like?   Regarding the compliance with the Protection of Freedoms Act, could the "period" of parking not be argued either way? The legislation doesnt state it must have a start/end time of parking, which I assumed an ANPR camera would pick up if it had one. Is 4 minutes not technically enough to show the vehicle was parked?    Thanks !
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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.
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      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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sirbob, I can only apologise for the site team's behaviour on your thread. I hope the guys will be able to give you some pointers on filling in an ET1. I don't think they need a lot of detail, from memory. ET1 forms I mean, the guys do what they like :)

 

:focus:

 

HB

Illegitimi non carborundum

 

 

 

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Well I've found the form and in the process of competing it out.

 

I' not to sure of the compensation amount. I never thought you could claim compensation. The plan was just to get his job back but my hubby says they would just find another way to get rid of him later on.

 

Any advise on filling out this form would be great.

 

Thanks

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Well I've found the form and in the process of competing it out.

 

I' not to sure of the compensation amount. I never thought you could claim compensation. The plan was just to get his job back but my hubby says they would just find another way to get rid of him later on.

 

Any advise on filling out this form would be great.

 

Thanks

 

if it's proved your husband was unfairly dismissed he will get compensation but couldn't tell you how much, me and my partner just been through same thing i was getting sacked on a pre determined disciplinary i walked away with just under £3000 to keep my mouth shut, i also got good reference my partner was getting a final written warning for something he hasn't done but that was overturned with a pay out, yuor husband is right if he got his job back it wouldn't be the same and the company would find away to get rid of him, if your husband is in a union they can help with forms if he's not citizens advise will help you but legal fees for solicitors can get expensive, get advise, goodluck

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amanda was that the same issue as yor thread about tunnel passes etc? It would be nice if you updated it - then the peope following your story will be notified of the outcome.

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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amanda was that the same issue as your thread about tunnel passes etc? It would be nice if you updated it - then the people following your story will be notified of the outcome.

 

the disciplinary was on wed 14/11/12 the company have no solid evidence to say that tunnel pass was in my possession no cctv, nothing, i asked what prompted the investigation the response was chinese whispers. i also said i felt with disciplinary was pre determined to sack me on the back of the informal grievance i had with supervisor which resulted in my manager getting a telling off, of course he said no nothing to do with the grievance. the outcome was i have been offered a compromise, which tells me no solid evidence but doesn't want me back in company, then my partner they said he would get a final written warning for what i don't know got nothing on him apart from he lives with me, then they went on to say a complaint gone in against him but wouldn't indulge what it was (which makes me think they're bluffing), so already on a final written with another would be the sack, they offered him a compromise of money also but not enough, how can company offer money if your getting sack unless they know we have a case against them?

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  • 2 months later...

Last September my husband was dismissed from his employment due to his sickness.

 

I admit it was high but he had spinal surgery in Oct 2011 which didn't go well which left him walking with a stick and suffering blackouts.

 

He was referred to Occupational Health and a letter was sent to his Team Leader in Jan 2012 stating the problems he had and that it would be unfair to use this illness against him when looking at his sickness record. It also said that that they would be changing Occ Health companies and the new company would be in touch soon. It also suggested come changes to his work station.

 

My husband called in Feb 2012 as not heard anything from the new company but was told that they could not be contacted externally and he would contact them for him. They never got in touch.

 

He tried to return to work in June 2012 and was told he must attend a medical which he did in July. A report said the same as before and that until the spinal problem was rectified that he may suffer from increased sickness but once again unfait to take these into account when looking at his sickness level. It also mentioned his workstation.

 

My husband brought the workstation to his empoyers attention but was told the company no longer get involved in anything like this and he had to make his own private arrangements. He was told to contact Access to Work and make his own arrangements. They came of to his work and made some reccomendations which they also sent a report to his employer. They ignored the report and his request to reduce his hours as had been suggested in the medical.

 

We decided to file a unfair dismissal claim and tomorrow we have a meeting with the employers solicitors and a judge to have a talk about what information we have and if any witnesses we would bring to the tribunal. My husband has become rather nervous as the solicitors have emailed us an 8 page document as to why it was fair to dismiss him and all we have is 2 medical reports that the company requested but then ignored and 1 Access to Work letter.

 

All I am wondering is it it worth it? His absence was high but since 2011 when the problem started thats all he had been off for. He suffers severe high blood pressure which he has had for 5 years which has caused no problems other than all the consultants he has seen are baffled. It usually hovers around 210/175 but like i say causes no problems.

 

Thanks

Joanne

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Keep going with it. Their solicitors are trying to scare you by sending you long documents etc. It's their job to try and win. They don't want it going any futher hence the scare tactics. I know you're scared and stressed, but keep going. Whilst it wont change what your husband has been through, if you win it could stop others form suffering.

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Ah well,

 

that's OK. Essentially it will be a meeting to discuss dates for the hearing, dates for the exchange of documents including witness statements, the legal points that you wish the Tribunal to consider, what sort of compensation/redress you are looking for (your schedule of loss).

 

I take it you don't have legal representation?

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No we dont have any legal representation. We also don't have any witnesses as they are still employed by the company and I understand they don't want to loose their jobs over this.

 

The only document we require is a copy of the medical he had in July as he hadned this to his Team Leader and never took a copy.

 

I always thought a company had a duty of care towards their employees and can't understand why he was told to sort out his own work place assessment.

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Hi

 

I would ask for more document than that medical report i.e.

 

Sickness Policy and Procedure.

Health & Wellbeing Policy and Procedure.

Health & Safety Policy and Procedure.

Risk Assessment when he returned to work. - (bet they didnt do one)

 

I feel you need these document to ensure they actually followed their own policies and procedure

 

Quick question was the injury sustained work related?

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I cannot give any advice by PM - If you provide a link to your Thread then I will be happy to offer advice there.

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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He says he did have a Risk Assessment done by his Team Leader who was one of the 1st aiders but the TL was sacked not long before my husband lost his job. The problem is all my husbands requests went through him as it should but now he's gone we don;t have much.

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It is not unusual at all for claimants to have no witnesses - it is almost expected really. Don't worry about that.

 

Yes, I would have expected the employer to sort out things with prior to your husband's return. Every 'return to work' meeting (after a period of illness) I had at my ex-employers included a question about possible need for any workplace adjustments. But that is a discussion for the full hearing perhaps, not so much the CMD.

 

As a matter of interest is it a morning meeting or an afternoon meeting? I only ask so we have an idea as to how much time we have on here to reassure you before you head in. You'll be OK tomorrow y'know.

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its at 9.45am so will leave here at 8.15 as it usually akes us an housr to get to the place where the meeting is but with city traffic we will leave earlier.

 

When he returned to work he was told he had 1 month to get back to his normal shifts or his pay would be reduced. The Occ Health suggested 6-8 weeks. He was told he couldn't do his normal job until he completed a training course so he spent 3 weeks sitting with someone listening to calls before he got on the course which lasted 7 days then he had to go straight into his 12 hour shifts which took it out of him. Thats why when he had the medical it suggested he reduce his hours which he requested but was ignored. In fact he asked 3 times being told each time it was being sorted.

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You can worry yourself out of a legitimate claim (I know all about that). The unfamiliarity of it all can be stressful.

 

Could I recommend (as usual) the following website and the book that is mentioned there - it may help steady the nerves along the way to the final/full hearing. etclaims.co.uk It is money well spent.

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Thank you for your help. I have made a list of documents to ask for as come the morning I'll forget due to trying to get 3 kids out the door for school.

 

We didn't think of asking the sacked TL but we know he is going through the same as my hubby in making a claim against them.

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It might be worth joining forces with the erstwhile team leader - an idea to look at. (Feeling stronger already?)

 

a bit about CMDs might help.

 

CMDs are held to talk about procedural and organsational aspects of the case. They are held by only one judge and deal with issues such as whether the claimant or the respondent can amend the ET1 or ET3, who is responsible for preparing the bundle of evidence, when documents should be exchanged, what are the issues, whether orders should be made for the disclosure of specific documents and/or written answers to questions, how many days may be needed for the full hearing and if there are any dates which either side cannot make.

 

It is a discussion not a formal hearing. But the respondents can cut up rough about some things.

 

Take along the ET1 and ET3 and any correspondence with the respondent and/or the Tribunal. Written submissions aren't usually required at this type of hearing I believe.

 

(I'm not a legal person - hopefully those that are can teak/affirm this basic post?)

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Hi

 

Well we have been and nowhere near as bad as we thought. The judge was lovely. He has given us dates for when certain things must happen.

 

He did say that he doesn't recommend judicial mediation and it will go straight to trial which is likely to be April/May.

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Well done, glad it was OK for you both.

 

Do get the book (from the library if need be - the 3rd edition is the most up-to-date), it will help you see what steps lie ahead. For example - you are entitled to ask for documents from the employer to support your claim.

 

Chase up the sacked team leader as soon as you can. If he/she is further down the ET route than you there might be a lot of useful advice available to you.

 

There may be further issues with the respondent/employer (the content of the bundle being a prime example) so keep in touch with this forum. There are many here that have gone before you that have won or lost, settled or withdrew that can help advise. There are also legal professionals with good souls that advise as well.

 

All the best to you both.

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