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    • Regarding a driver, that HAS paid for parking but input an incorrect Vehicle Registration Number.   This is an easy mistake to make, especially if a driver has access to more than one vehicle. First of all, upon receiving an NTK/PCN it is important to check that the Notice fully complies with PoFA 2012 Schedule 4 before deciding how to respond of course. The general advice is NOT to appeal to the Private Parking Company as, for example, you may identify yourself as driver and in certain circumstances that could harm your defence at a later stage. However, after following a recent thread on this subject, I have come to the conclusion that, in the case of inputting an incorrect Vehicle Registration Number, which is covered by “de minimis” it may actually HARM your defence at a later stage if you have not appealed to the PPC at the first appeal stage and explained that you DID pay for parking and CAN provide proof of parking, it was just that an incorrect VRN was input in error. Now, we all know that the BPA Code of Practice are guidelines from one bunch of charlatans for another bunch of charlatans to follow, but my thoughts are that there could be problems in court if a judge decides that a motorist has not followed these guidelines and has not made an appeal at the first appeal stage, therefore attempting to resolve the situation before it reaches court. From BPA Code of Practice: Section 17:  Keying Errors B) Major Keying Errors Examples of a major keying error could include: • Motorist entered their spouse’s car registration • Motorist entered something completely unrelated to their registration • Motorist made multiple keying errors (beyond one character being entered incorrectly) • Motorist has only entered a small part of their VRM, for example the first three digits In these instances we would expect that such errors are dealt with appropriately at the first appeal stage, especially if it can be proven that the motorist has paid for the parking event or that the motorist attempted to enter their VRM or were a legitimate user of the car park (eg a hospital patient or a patron of a restaurant). It is appreciated that in issuing a PCN in these instances, the operator will have incurred charges including but not limited to the DVLA fee and other processing costs therefore we believe that it is reasonable to seek to recover some of these costs by making a modest charge to the motorist of no more than £20 for a 14-day period from when the keying error was identified before reverting to the charge amount at the point of appeal. Now, we know that the "modest charge" is unenforceable in law, however, it would be up to the individual if they wanted to pay and make the problem go away or in fact if they wanted to contest the issue in court. If the motorist DOES appeal to the PPC explaining the error and the PPC rejects the appeal and the appeal fails, the motorist can use that in his favour at court.   Defence: "I entered the wrong VRN by mistake Judge, I explained this and I also submitted proof of payment for the relevant parking period in my appeal but the PPC wouldn't accept that"   If the motorist DOES NOT appeal to the PPC in the first instance the judge may well use that as a reason to dismiss the case in the claimant's favour because they may decide that they had the opportunity to resolve the matter at a much earlier stage in the proceedings. It is my humble opinion that a motorist, having paid and having proof of payment but entering the wrong VRN, should make an appeal at the first appeal stage in order to prevent problems at a later stage. In this instance, I think there is nothing to be gained by concealing the identity of the driver, especially if at a later stage, perhaps in court, it is said: “I (the driver) entered the wrong VRN.” Whether you agree or not, it is up to the individual to decide …. but worth thinking about. Any feedback, especially if you can prove to the contrary, gratefully received.
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    • deed?  you mean consent order you and her signed? concluding the case as long as you nor she break it's conditions signed upto? dx  
    • Well tbh that’s good news and something she can find out for herself.  She has no intention of peace.  I’m going to ask the thread stays open a little longer.   It seems she had not learned that I am just not the one!!!!  plus I have received new medical info from my vet today.   To remain within agreement, I need to generally ask for advice re:  If new medical information for the pup became apparent now - post agreement signing, that added proof a second genetic disease (tested for in those initial tests in the first case but relayed incorrectly to me then ), does it give me grounds for asking a court to unseal the deed so I can pursue this new info….. if she persists in being a pain ? If generally speaking, a first case was a cardiac issue that can be argued as both genetic and congenital until a genetic test is done and then a second absolute genetic only disease was then discovered, is that deemed a new case or grounds for unsealing? Make sense ?   This disease is only ever genetic!!!!   Rather more damning and indisputable proof of genetic disease breeding with no screening yk prevent.   The vet report showing this was uploaded in the original N1 pack.   Somehow rekeyed as normal when I was called with the results.   A vet visit today shows they were not normal and every symptom he has had reported in all reports uploaded from day one are related to the disease. 
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Do I have a constructive dismissal case?


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I have been employed since 07/07/2012 (5 months).

I have 10-years work experience as a dementia carer; nurse's and nutritionist's qualifications; spotless track record.

I work as a live-in carer on 2 weeks on/2 weeks off rota basis:

2 x Wed -Wed; paid breaks 7h on Wed (11am-6pm) and 4h on Sat (11am-3pm). Sleep in nights on call.

Client (and a dog) has advanced dementia and is very mobile.

I think this is more like a shift work, where the shift pattern is:

4 live in shifts (315 hrs) are worked in 14 days:

Wednesday 6 pm – Saturday 11 am; 65 h; 4 h break

Saturday 3 pm - Wednesday 11 am; 92 h; 6 h break

Wednesday 6 pm – Saturday 11 am; 65 h; 4 h break

Saturday 3 pm - Wednesday 12 am; 93 h; handover

315 h worked in 14 days.

 

I believe my employer has committed a serious breach of my EC by:

1. Failing to pay NMW

Required to work 315 h in 14 days, being paid £ 80 per day = £ 3.55 p/h.

2. Failing to provide minimum daily and weekly rest periods

The breaks I get at the placement are: 7 h break (11 am – 6 pm) on Wednesdays; 4 h break (11 am – 3 pm) on Saturdays.

3. Serious breach of the 'duty of mutual trust and confidence'

a) by accusing me of gross misconduct (on 29/11), Unprofessional conduct: raising concerns about the Company and carer colleagues with the client representative (client's son). I replied to Client Son's personal text message to me about his Mum, making a comment about the Company and relief carers. I felt this was my duty of care to let the son know how his mother is being treated by relief carers the company is providing.

They are accusing me of Crossing professional boundaries (Company's Policy 93)

and Failure to follow their policies and procedures.When I asked what policies and procedures do they mean, manager said Policy No 93. Said I haven't seen it, he said it was available on the website and was included in my employment contract (not true). Was given the copy of Policy No 93: Professional Boundaries on 06/12.

b) by imposing a suspension with pay (on 29/11), Suspension Grievance on 30/11.

c) giving a warning of possible summary dismissal (on 06/12) before the disciplinary hearing ( 13/12) (adding to unnecessary stress)

Suspension was a “final straw”.

Other perhaps relevant breaches and actions:

1. Failing to sign off my Common Induction Standards (Care Academy), which I have completed/passed in 09/12 and it is pending sign off since I passed my probational period (07/10/12).

2. Failing to acknowledge my name. I changed my surname in October and notified the employer – they are still referring to me by my old name (incl all the disciplinary documents).

3. Not treated equally and fairly (was lied to) when applied for Senior Carer's position within the company twice (21/09 and 14/11).

4. Elements of bullying from senior manager (who is in charge of senior carers) - destructive irrelevant criticism and irrelevant remarks undermining my abilities.

 

I'm in the situation where I have suffered a psychiatric injury, I am not able to work or defend myself at the hearings in English, because my mental health has suffered: I have panic attacks and constant anxiety and tearfulness, difficulties to concentrate.

I have no money for a lawyer, I have no money to pay my rent, I have no money to buy food. I have no money to go home for Christmas ..

 

Could you please advice what should I do.

 

Do I resign asap to be able to claim constructive dismissal?

The disciplinary hearing is scheduled for 13/12 and I'm pretty sure they will dismiss me as they have warned be doing so in the hearing letter.

I have documented everything and kept placement diary.

Please help. Thank you.

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Hello

 

Just to be clear, you can't claim constructive dismissal on standard grounds until you have two years service.

 

Have you raised a grievance or complaint in writing over these issues?

 

It does sound like a potential breach of NMW and the Working Time Regs - when "on call", are you at the employers premises, or at home? One point is that domestic servants who live in could be exempt... But if you are at a service users home, that could be grounds for complaint.

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Thank you Becky for taking time to reply - I hoped you will.

 

1. Yes I work at Service User/Client's home.

Employer calls it live in work. I came across advert on Gumtree from a market leader care provider, who offers a correct pay for "like" work:

"We are looking for care assistants to provide care to a man with spinal injury and schizophrenia in Haringey. Mental health experience required.Full training will be provided. Shifts are - Days 8am-2pm and 2pm-8pm; Sleep in nights 8pm-8am. Pay £8-£8.50 per hour, sleep in night £62"

I raised a grievance twice:

1) 19/11 Open letter/reply to senior manager's letter and actions during work interviews for senior carer's position. This open letter actually was not meant as a grievance in the first place, but they treated it as such and invited me to a hearing on 06/12.

In this grievance I gave all the reasons why I felt discriminated, treated less favorably:

a) being paid less for "like work",

b) not paid salary for introduction training,

c) not given work till 19/07 (was employed on 07/07) and not being paid salary till 24/08

d) also mentioned the pay and rest time issue

e) elements of bullying and unfair treatment on behalf of a senior manager in the process of me applying for a senior carer's position

d) I also sort of whistle blew about an unprofessional performance on behalf of relief carers

Looking at it now I think this is a victimization as a answer to my 19/11 grievance.

 

2) 29/11 I raised a grievance about unreasonable suspension and the fact that what I did and said does not qualify as a gross misconduct by no means according to their policies and procedures published in my contract and in the company's disciplinary policy.

3) 06/12 was given a warning of possible summary dismissal on 13/12 disciplinary hearing.

Unreasonable suspension and threatening with summary dismissal was a "final straw".

I'm pretty sure they will dismiss me and then I can't bring the unfair constructive dismissal case. I need an advice on this.

The disciplinary hearing is tomorrow at 3 pm and I have no desire to see them what so ever.

 

All the thoughts and suggestions are really appreciated.

 

Thank you

EL

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