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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.   
    • Well the difference is that in all our other cases It was Kev who was trying to entrap the motorist so sticking two fingers up to him and daring him to try court was from a position of strength. In your case, sorry, you made a mistake so you're not in the position of strength.  I've looked on Google Maps and the signs are few & far between as per Kev's MO, but there is an entrance sign saying "Pay & Display" (and you've admitted in writing that you knew you had to pay) and the signs by the payment machines do say "Sea View Car Park" (and you've admitted in writing you paid the wrong car park ... and maybe outed yourself as the driver). Something I missed in my previous post is that the LoC is only for one ticket, not two. Sorry, but it's impossible to definitively advise what to so. Personally I'd probably gamble on Kev being a serial bottler of court and reply with a snotty letter ridiculing the signage (given you mentioned the signage in your appeal) - but it is a gamble.  
    • No! What has happened is that your pix were up-to-date: 5 hours' maximum stay and £100 PCN. The lazy solicitors have sent ancient pictures: 4 hours' maximum stay and £60 PCN. Don't let on!  Let them be hoisted by their own lazy petard in the court hearing (if they don't bottle before).
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Please help harrasment and no notice change of hours


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Please help!

My wife is a teacher and she has been getting bullied by her manager off and on for the last 2 years or so after long term sick for post natal depression.

She has been constantly put down and told she is not good enough with no evidence of this.

Her exam results have been criticised although she did not have the class for a full year and is also not the worse in the dept (she is in the middle ground)

Her boss has now told the head that she is failing and he has had a few meetings with my wife.

All meetings with the head have resulted in him saying she is in denial and her arguments have been simply ignored by him.

He told her in there first meeting that she needs to 'take a career break' or he would take action!

Well she cant leave work without a new job to go to.

He told her she needs to come up with a' route 2' but had no suggestions for this.

her idea was to go onto part time hours after maternity leave which starts in 5 weeks from now and she offered to help out in other departments.

Today she had another meeting which ended in him saying as from Monday she is now part time on 0.6 and is being put on capability!

I would like to add he said going part time to balance family life is a separate issue and wont improve her performance yet he then forced this as her new hours without any agreement or signing of a new contract. all he said was next week you start part time.

 

Can he just change her hours like this?

Is there anything we can do?

 

Up to now she has not put a grievance in about the bullying by her manager and it will now look like this is a reaction to the measures put in by the head!

 

Can she quit and go down the constructive dismissal route as the change of hours has not been agreed so is breach of contract?

 

I am so so angry as she has bee struggling with depression and just getting better then this is dragging her back down again!!!

:-x

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Hello Gregorious. Can you please confirm how many hours her contract states and how many she will now be doing. When you says she planned to go part-time, did she put in a request for this which they have now honoured, earlier than what she wanted?

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union, union, union. evidence, evidence, evidence. stand your ground.

 

they need physical evidence of her not doing her job properly. not just an opinion.

 

my union told me that capability cases are increasing dramatically since the recession, most of the time there is nothing wrong with the teacher its just a way of reducing redundancy pay outs.

 

 

 

join the TES forums, they have teachers that are going through similar problems to your wife.

 

 

hope everything goes ok

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union, union, union. evidence, evidence, evidence. stand your ground.

 

they need physical evidence of her not doing her job properly. not just an opinion.

 

my union told me that capability cases are increasing dramatically since the recession, most of the time there is nothing wrong with the teacher its just a way of reducing redundancy pay outs.

 

 

 

join the TES forums, they have teachers that are going through similar problems to your wife.

 

 

hope everything goes ok

 

Union have told her there is nothing they can do now and she should probably resign!

its that or get put on capability which is not going to go in her favour!

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What we would like to know if she resigns would it be legal for him to make her work the resignation period at 0.6 or can she stay on full time payment for this?

Also as this period will be maternity leave anyway what is the legal stance on that.

Her notice period is 1 term (i.e. until easter)

 

This is such a massive mess.

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Couple of points to consider Gregorious.

 

Reducing her working hours will affect her maternity pay if she is entitled to it as the higher rate is based on the last 8 weeks prior to leave, being the relevant period.

 

A capability process can take some time to conclude and if she is going on to maternity leave in 5 weeks, they may not likely get very far with this before she goes off.

 

Would it be better for her to reject the suggestion to reduce her hours and asks for a copy of the capability process (which may be under a conduct process if they don't have a separate one)?

 

Could you also describe here the harrassment to see if she has grounds to raise a grievance?

 

Managing their view of her incapability is not in itself harrassment or bullying as they have a right to manage this but if there are other issues, please describe them as well as if she believes that she is being treated differently than others.

Edited by honeybee13
Spacing for ease of reading.
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Quoted from letter we started to draft just before this storm erupted!

 

"Examples of the harassment include:

 

being ignored when saying good morning/afternoon etc. This makes me feel worthless.(01/2013)

being told ‘what are you doing here I thought you were part time’ on my return to work after sickness for depression. This made me feel upset and embarrassed. ##### then closed the door to my tutor room to tell me he had’ taken my Yr11 class off me as he didn’t know when I would be back’ /which made me feel intimidated worthless and belittled. (01/2013)

being singled out over reports that I offered to complete at home while on sick leave by not being sent them when promised and having to submit them to #### only when the rest of the department submitted to assigned staff members. (12/12 )

Being told my folder work is not of a good enough standard when it is very good and asking other staff members to check it This makes me feel worthless and humiliated. (before ½ term 2012)

Raised his voice in a humiliating manner over a missing exam paper that I did not take, another member of staff who was present admitted he was using it and #### continued to lecture me on the incident. This made me feel upset and humiliated and I believe the actions were meant to make me feel embarrassed which they did. (April 2012)

#### told me off in front of a class on 2 occasions for a mistake made by another colleague.(should be documented in meeting with ####) again I believe this was to make me feel embarrassed which it did.

Feedback from lesson observation #### stated my marking was the best in the department but then marked the assessment part of the observation as a 3 (needs improvement). (Sept 2012)

being told it is acceptable to miss twilight inset days that fall within my maternity leave but then telling the head I refused to attend without mention of said maternity leave. (possible email?)

Being told my threshold application was acceptable and then ticking the ‘do not recommend for paid progression box’ claiming the work involved was done by another member of staff. This made me feel belittled and upset. (autumn term 2011)

This harassment has arisen after I had time off for Post Natal Depression. On my return to work #### attitude towards me has been one of hostility and intimidation with regular instances of him ignoring me or raising his voice at me over things I have not done."

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She has had 2 past meetings with his line manager about this and nothing happened about it.

These should have been documented but not sure if she has the minutes or not.

Doctors records should have notes for time off due to bullying causing depression and stress as she did tell the doctor what was going on.

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Ok thanks Gregorious, there are some examples of just general management in there but also some inappropriate behaviour if substantiated. I do not advise on behalf of CAG, I am a member just the same as you are but I will advise on my own personal knowledge: I would suggest not resigning, constructive dismissal cases are very hard to prove and it further weakens your case if you do not give your employer the opportunity to resolve an issue prior to leaving your job. Reject the suggestion to reduce contractual hours. Ask for a copy of the capability procedure and the grievance policy. Raise a grievance as some of the above needs to be heard, get witness statements where appropriate for some of the belittling behaviour in front of colleagues. Raise each point in the grievance as a separate issue.

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Ok I agree with what you have said and discussing this in the last hour or so we have come to the same conclusion.

How can she reject the hours when he said it is with immediate effect.

he said next week you are on 3 days so she is not supposed to be in on Monday!!!

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No the suggestion was by her as a possibility to be discussed. she suggested that after her maternity leave that she could come back on 0.6.

This was rejected in the meeting by the head as being a separate issue from the alleged failings, yet he still enforced 0.6 with immediate effect!

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she did not agree with it being this early as we are not financially ready yet. Her union rep tried to argue this was a financially unfair suggestion and could he postpone until after maternity leave but this was ignored and he went ahead and said 0.6 from next week!

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If her contract states 5 days then Gregorious, it's breach if your wife did not agree. I'd advise getting the grievance prepared over the weekend, hand deliver it Monday. Point 1 being the unauthorised reduction in her hours and breaching the contract. State that she expects to be reinstated to 5 days immediately and reimbursed for any lost salary. List the other issues in the same grievance as separate matters.

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No the suggestion was by her as a possibility to be discussed. she suggested that after her maternity leave that she could come back on 0.6.

This was rejected in the meeting by the head as being a separate issue from the alleged failings, yet he still enforced 0.6 with immediate effect!

 

Sorry Gregorious, missed this while I was replying. When your wife made the request, can you confirm what the request said, did it specifically state after maternity leave and was it a formal flexible working request?

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The exact wording is as follows:

 

" I would like to propose that following my maternity leave I return to work for 3 days a week. I would like the 3 days to be Wed, Thurs, Frid but obviously if this option is to be explored then the days could be discussed and negotiated."

It was also mentioned to be a temporary measure to redress her work/life balance.

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They can't claim to have done it as a result of her application then. When they say a temporary measure to redress this issue, are they still paying her full time and giving her the time off free or will her salary reduce and therefore impact her maternity pay?

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sorry I didnt explain betterb ut my wife suggested it would be a temporary measure to redress the balance!

She will be paid at 0.6 so therefore impact on maternity pay which is exactly why he changed it.

He has told her straight in a previous meeting he wants her to leave and that she can never be a good teacher now she has had children!

This was in a 1 on 1 and cannot be proven!

The union rep stated that this change was only going to save the school a minimal amount of money and was unfair but the head ignored this.

He is just trying his best to break her so she leaves ASAP but we have no idea why!

The whole thing stems from her boss not liking the fact that she had time off to have kids IMO

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Draft grievance letter

Dear [name]

I would like to raise an official grievance detailed in the following points:

1. Unauthorised reduction in working hours from full time to part time (0.6) which is a breach of contract.

2. I have been harassed by being subjected to an intimidating, hostile and humiliating working environment by ###### as detailed below. This has caused me to feel very low with the need to be prescribed medication for depression. The harassment has made me feel anxious and physically sick and worried about returning to work as I feel I am being victimised.

Examples of the harassment include:

being ignored when saying good morning/afternoon etc. This makes me feel worthless.(07/01/2013)

being told ‘what are you doing here I thought you were part time’ on my return to work after sickness for depression. This made me feel upset and embarrassed. #### then closed the door to my tutor room to tell me he had’ taken my Yr11 class off me as he didn’t know when I would be back’ /which made me feel intimidated worthless and belittled. (07/01/2013)

being singled out over reports that I offered to complete at home while on sick leave by not being sent them when promised and having to submit them to #### only when the rest of the department submitted to assigned staff members. (20/12/12)

Being told my folder work is not of a good enough standard when in fact it is very good and asking other staff members to check it This makes me feel worthless and humiliated. (before ½ term 2012)

Raised his voice in a humiliating manner over a missing exam paper that I did not take, another member of staff who was present admitted he was using it and #### continued to lecture me on the incident. This made me feel upset and humiliated and I believe the actions were meant to make me feel embarrassed which they did. (April 2012).#### told me off in front of a class on 2 occasions for a mistake made by another colleague.(should be documented in meeting with ####) again I believe this was to make me feel embarrassed which it did.

Feedback from lesson observation #### stated my marking was the best in the department but then marked the assessment part of the observation as a 3 (needs improvement). (Sept 2012)

being told it is acceptable to miss twilight inset days that fall within my maternity leave but then telling #### I refused to attend without mention of said maternity leave. (email?)

Being told my threshold application was acceptable and then ticking the ‘do not recommend for paid progression box’ claiming the work involved was done by another member of staff. This made me feel belittled and upset. (autumn term 2011)

This harassment has arisen after I had time off for Post Natal Depression. On my return to work #### attitude towards me has been one of hostility and intimidation with regular instances of him ignoring me or raising his voice at me over things I have not done.

I consider this treatment may have been unlawful.

The Equality Act 2010 defines "harassment as: "unwanted conduct" which must have the "purpose or effect" of creating an intimidating, hostile, degrading, humiliating or offensive environment for the victim recipient.

 

Resolution sought for above points:

1. To be reinstated to full time immediately and reimbursed for any lost salary.

2. For #### to be told his actions are not acceptable and they must stop immediately. To receive a sincere apology. Guarantee of a fair reference if I should leave employment.

 

Yours sincerely

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They absolutely cannot reduce her working hours prior to taking mat leave in order to reduce the cost of maternity pay. As previously advised Gregorious, prepare the grievance over the weekend and hand deliver it Monday then wait for the hearing. State in the grievance for this particular point that the remedy is reinstatement of hours and compensation for any lost pay, then attend for the part time days until the grievance is heard and the outcome issued.

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