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    • Thank you very much for your help. To answer your two questions:  1. I did not send a CPR request when the Claim Form arrived. 2. They did send a claim form, in March 2023. This is the document from which I copied the particulars of their claim.  
    • Thanks. That's a lot to wade through.  Will get on to it. Two other quick questions. Did you send them a CPR request when the claim form arrived? Are you sure they didn't send a Letter of Claim before they sued you?
    • Hi there, Which Court have you received the claim from? MCOL (County Court Business Centre, Northampton) Name of the Claimant: Uk Parking Control Limited Claimants Solicitors: DCB Legal Date of issue: March 2023 Following events: — DQ sent to me July 2023 — I filed a DQ in September 2023 — My claim was transferred to [my local court] September 2023 — Received Notice of Allocation to Small Claims Track (Hearing) including date for hearing in April 2024 — Witness statement due by May 14 — Claimant must pay court fees by May 17 — Court hearing on June 18   What is the claim for –  1. The defendant is indebted to the claimant for a Parking Charge issued at [x] issued to vehicle [__] at Walcot Yard, Walcot Road, Bath, Ba1 5bg. 2. The PCN details are [___]. 3. The PCN(s) was issued on private land owned or managed by C. The vehicle was parked in breach of the Terms on Cs signs (the Contract), this incurring the PCNs. 4. The driver agreed to pay within 28 days but did not. D is liable as the driver or keeper. Despite requests, the PCN is outstanding. The Contract entitles C to damages.  AND THE CLAIMANT CLAIMS 1. £160 being the total of the PCN(s) and damages. 2. Interest at a rate of 8% per annum pursuant to s.69 of the County Courts Act 1984 from the date hereof at a daily rate of [x]p until judgement or sooner payment. 3. Costs and court fees   What is the value of the claim? ~260 Amount Claimed ~170 court fees ~35 legal rep fees ~50 Total Amount  ~260 Have you moved since the issuance of the PCN? No Did you receive a letter of Claim With A reply Pack wanting I&E etc about 1mth before the claimform? No Here is the defence I filed:  DEFENCE 1. The parking charges referred to in this claim did not arise from any agreement of terms. The charge and the claim was an unexpected shock. The Defendant denies that the Claimant is entitled to relief in the sum claimed, or at all. It is denied that any conduct by the driver was a breach of any prominent term and it is denied that this Claimant (understood to have a bare licence as managers) has standing to sue or form contracts in their own name. Liability is denied, whether or not the Claimant is claiming 'keeper liability', which is unclear from the Particulars. The facts as known to the Defendant: 2. It is admitted that on the material date the Defendant was the registered keeper of the vehicle in question, but liability is denied. 3. While working at a nearby premises, [___] the Defendant was informed by the manager that they had an informal verbal agreement with the developer and owner operator of [___], which supposedly allowed them to park there. Based on this information, the Defendant parked their car there in good faith. The Defendant was not aware of any restrictions or limitations to this agreement, and therefore believed that they had the right to park there without penalty. 4. The Defendant avers that the Claimant failed to serve a Notice to Keeper compliant with the Protection of Freedoms Act 2012. Consequently, the claimant cannot transfer liability for this charge to the Defendant as keeper of the vehicle. 5. The Particulars of Claim ('POC') appear to be in breach of CPR 16.4, 16PD3 and 16PD7, and fail to "state all facts necessary for the purpose of formulating a complete cause of action”. 6. The Defendant is unable, on the basis of the POC, to understand with certainty what case is being pursued. 7. The POC are entirely inadequate, in that they fail to particularise (a) the contractual term(s) relied upon; (b) the specifics of any alleged breach of contract; and (c) how the purported and unspecified 'damages' arose and the breakdown of the exaggerated quantum. 8. The claim has been issued via Money Claims Online and, as a result, is subject to a character limit for the Particulars of Claim section of the Claim Form. The fact that generic wording appears to have been applied has obstructed any semblance of clarity. The Defendant trusts that the court will agree that a claim pleaded in such generic terms lacks the required details and requires proper particularisation in a detailed document within 14 days, per 16PD.3 9. The guidance for completing Money Claims Online confirms this and clearly states: "If you do not have enough space to explain your claim online and you need to serve extra, more detailed particulars on the defendant, tick the box that appears after the statement 'you may also send detailed particulars direct to the defendant.'" 10. No further particulars have been filed and to the Defendant's knowledge, no application asking the court service for more time to serve and/or relief from sanctions has been filed either. 11. In view of it having been entirely within the Claimant's Solicitors' gift to properly plead the claim at the outset and the claim being for a sum, well within the small claims limit, such that the Defendant considers it disproportionate and at odds with the overriding objective (in the context of a failure by the Claimant to properly comply with rules and practice directions) for a Judge to throw the erring Claimant a lifeline by ordering further particulars (to which a further defence might be filed, followed by further referral to a Judge for directions and allocation) the court is respectfully invited to strike this claim out. 13. Whilst the new Code and Act is not retrospective, it was enacted due to the failure of the self-serving BPA & IPC Codes of Practice. The Minister is indisputably talking about existing (not future) cases when declaring that 'recovery' fees were 'designed to extort money'. A clear steer for the Courts which it is hoped overrides mistakes made in a few appeal cases that the parking industry desperately rely upon (Britannia v Semark-Jullien, One Parking Solution v Wilshaw, Vehicle Control Services v Ward and Vehicle Control Services v Percy). 14. Far from being persuasive, regrettably these one-sided appeals saw Circuit Judges led in one direction by Counsel for parking firms, and the litigant-in-person consumers lacked the wherewithal to appeal. In case this Claimant tries to rely upon these, the Defendant avers that errors were made in every case. Evidence was either overlooked (including signage discrepancies in Wilshaw, where the Judge was also oblivious to the BPA Code of Practice and the DVLA KADOE requirement for landowner authority) or the Judge inexplicably sought out and quoted from the wrong Code altogether (Percy). In Ward, a few seconds' emergency stop out of the control of the driver was unfairly aligned with the admitted parking contract in Beavis. Those learned Judges were not in possession of the same level of information as the DLUHC, whose incoming statutory Code of Practice now clarifies such matters as a definition of 'parking' as well as consideration and grace periods and minor matters such as 'keying errors' or 'fluttering tickets/permits' where a PCN should not have been issued at all, or should have been cancelled in the pre-action dispute phase. POFA and CRA breaches 15. Pursuant to Schedule 4 paragraph 4(5) of the Protection of Freedoms Act 2012 ('the POFA') the sum claimed exceeds the maximum potentially recoverable from a registered keeper, even in cases where a firm may have complied with other POFA requirements (adequate signage, Notice to Keeper wording/dates, and a properly communicated 'relevant contract/relevant obligation'). If seeking keeper/hirer liability - unclear from the POC - the Claimant is put to strict proof of full compliance and liability transferred. 16. Claiming costs on an indemnity basis is unfair, per the Unfair Contract Terms Guidance (CMA37, para 5.14.3), the Government guidance on the Consumer Rights Act 2015 ('CRA'). The CRA introduced new requirements for 'prominence' of both contract terms and 'consumer notices'. In a parking context, this includes signage and all notices, letters and other communications intended to be read by the consumer. 17. Section 71 creates a duty upon courts to consider the test of fairness, including (but not limited to) whether all terms/notices were unambiguously and conspicuously brought to the attention of a consumer. Signage must be prominent, plentiful, well placed and lit, and all terms unambiguous and obligations clear. The Defendant avers that the CRA has been breached due to unfair/unclear terms and notices, pursuant to s62 and paying due regard to examples 6, 10, 14 & 18 of Schedule 2 and the requirements for fair/open dealing and good faith. ParkingEye v Beavis is distinguished (lack of legitimate interest/prominence of terms) 18. ParkingEye overcame the possibility of their £85 charge being dismissed as punitive, however the Supreme Court clarified that ‘the penalty rule is plainly engaged’ in parking cases, which must each be determined on their own facts. That 'unique' case met a commercial justification test, and took into account the prominent yellow/black uncluttered signs with £85 in the largest/boldest text. Rather than causing other parking charges to be automatically justified, the Beavis case facts set a high bar that this Claimant has failed to reach. 19. Paraphrasing from the Supreme Court, deterrence is likely to be penal if there is a lack of a 'legitimate interest' in performance extending beyond the prospect of compensation flowing directly from the alleged breach. The intention cannot be to punish a driver, nor to present them with hidden terms, unexpected/cumbersome obligations nor 'concealed pitfalls or traps'. 20. In the present case, the Claimant has fallen foul of those tests. The Claimant’s small signs have vague/hidden terms and a mix of small font, and are considered incapable of binding a driver. Consequently, it remains the Defendant’s position that no contract to pay an onerous 'penalty' was seen or agreed. Binding Court of Appeal authorities which are on all fours with a case involving unclear terms and a lack of ‘adequate notice’ of a parking charge, include: (i) Spurling v Bradshaw [1956] 1 WLR 461 (‘red hand rule’) and (ii) Thornton v Shoe Lane Parking Ltd [1970] EWCA Civ2, both leading authorities confirming that a clause cannot be incorporated after a contract has been concluded; and (iii) Vine v London Borough of Waltham Forest: CA 5 Apr 2000, where Ms Vine won because it was held that she had not seen the terms by which she would later be bound, due to "the absence of any notice on the wall opposite the parking space'' (NB: when parking operator Claimants cite Vine, they often mislead courts by quoting out of context, Roch LJ's words about the Respondent’s losing case, and not from the ratio). 21. Fairness and clarity of terms and notices are paramount in the statutory Code and this is supported by the BPA & IPC Trade Bodies. In November 2020's Parking Review, solicitor Will Hurley, CEO of the IPC, observed: "Any regulation or instruction either has clarity or it doesn’t. If it’s clear to one person but not another, there is no clarity. The same is true for fairness. Something that is fair, by definition, has to be all-inclusive of all parties involved – it’s either fair or it isn’t. The introduction of a new ‘Code of Practice for Parking’ provides a wonderful opportunity to provide clarity and fairness for motorists and landowners alike." Lack of standing or landowner authority, and lack of ADR 22. DVLA data is only supplied to pursue parking charges if there is an agreement flowing from the landholder (ref: KADOE rules). It is not accepted that this Claimant (an agent of a principal) has authority from the landowner to issue charges in this place in their own name. The Claimant is put to strict proof that they have standing to make contracts with drivers and litigate in their own name. 23. The Claimant failed to offer a genuinely independent Alternative Dispute Resolution (ADR). The Appeals Annex in the new incoming statutory Code shows that genuine disputes such as this would see the charge cancelled, had a fair ADR existed. Whether or not a person engaged with it, the Claimant's consumer blame culture and reliance upon the industry's own 'appeals service' should not sway the court into a belief that a fair appeal was ever on offer. The rival Trade Bodies' time-limited and opaque 'appeals' services fail to properly consider facts or rules of law and reject almost any dispute: e.g. the IAS upheld appeals in a woeful 4% of decided cases (IPC's 2020 Annual Report). Conclusion 24. The claim is entirely without merit. The Defendant believes that it is in the public interest that claims like this should be struck out because knowingly enhanced parking claims like this one cause consumer harm on a grand scale. 25. There is ample evidence to support the view - long held by many District Judges - that these are knowingly exaggerated claims. For HMCTS to only disallow those costs in the tiny percentage of cases that reach hearings whilst other claims to continue to flood the courts unabated, is to fail hundreds of thousands of consumers who suffer CCJs or pay inflated amounts, in fear of intimidating pre-action threats. 26. In the matter of costs, the Defendant asks: (a) at the very least, for standard witness costs for attendance at Court, pursuant to CPR 27.14, and (b) for a finding of unreasonable conduct by this Claimant, seeking costs pursuant to CPR 46.5. 27. Attention is drawn specifically to the (often-seen from this industry) distinct possibility of an unreasonably late Notice of Discontinuance. Whilst CPR r.38.6 states that the Claimant is liable for the Defendant's costs after discontinuance (r.38.6(1)) this does not normally apply to claims allocated to the small claims track (r.38.6(3)). However, the White Book states (annotation 38.6.1): "Note that the normal rule as to costs does not apply if a claimant in a case allocated to the small claims track serves a notice of discontinuance although it might be contended that costs should be awarded if a party has behaved unreasonably (r.27.14(2)(dg))." Statement of Truth I believe that the facts stated in this defence 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.
    • Hi, I was caught by the security guards today for shoplifting in John Lewis. I think total amount is about £500. They said they saw me on CCTV last week, I was freaked out so I admitted it. I know it’s awful… I cried as I was too scared and begged them pls don’t call the police. They took pics of me and wrote down my details from banking app as I didn’t have any id with me. I told them my difficulties that I was scammed £35k recently and I lost my job so I stole those things and sell them. I apologised and they said they won’t call the police but I’m banned and will receive letters from RLP for fines which including this time and the last time(I didn’t give back the goods I took last time). I know it’s very very bad, I feel shameful and so depressed so hopeless about everything happened. I wonder since it’s a lot of money, will they sue me, take me to the court, or will they change their mind to call the police when they check the cctv footage to check how much I owe them? I said sorry I really couldn’t afford the fine at this situation, they said it’s their job they can’t do anything. Later when I was out of the mall, the security guard said, I can call RLP to negotiate about the fee. Also I’m probably moving to another city in 2 months, so if they want to take me to court but I didn’t receive any letters what should I do… and the security guy told me it’s worse as I traveled to this city and stealing stuff. I’m home now but feeling awful, wish people could give me some advice, thank you very much.
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Help with ET1 and general guidance


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Hi All,

 

I was dismissed on grounds of gross misconduct on 30th November 2012. There were two reasons for this dismissal outlined in my dismissal letter:-

 

1, That i instructed, either directly or by "inference or omission", someone who reports to me to to falsify company documentation.

2, That I failed to correctly hand over information relevant to the issue above and in doing so failed to follow the company Quality and Health & Safety Procedures.

 

The incident was investigated independently (internal, different department) where the two issues were highlighted and disciplinary action recommended. There were a number of mitigating factors highlighted and as such the requirement for disciplinary action was to be based on a balance of probabilities, i.e. was this intentional fraud and an attempt to cover it up.

 

There are a number of issues surrounding the investigation and disciplinary process that did not follow the company procedures: -

 

1, The Company Disciplinary Procedure states that any disciplinary action will be proceeded by a full and prompt investigation. The incident occurred on the night shift of 30th of September yet, although it was immediately apparent, was not investigated until 24th October. When the investigation took place it failed to interview all the people that could have clarified the first point.

 

2, The charge of breaching Quality and H&S procedure could be levelled at nearly any mistake but if this was sufficiently serious there are reporting procedures for reporting both Quality and H&S failures. No such reports were raised as, at the time, nobody saw this as that significant.

 

At my first disciplinary hearing on 13th Nov it was not made clear to me exactly at what level I was being disciplined i.e. there was not a statement saying "you did X and Y and this constitutes gross misconduct". This is important as this hearing went on for over three hours and was more of a fishing/muck spreading exercise. In the last 15 minutes I was shown a set of notes claiming to be notes of two conversations me and my manager had on the 5th & 15th of October (also failure of procedure not to disclose before hand). These notes contradicted my recollection of events and, on the surface, appeared to cast doubt on my truthfulness. This hearing was suspended, as was I, until the meeting was reconvened on 27th November.

 

The second hearing was relatively brief and added little to the matter. I was informed in writing that I was to be summarily dismissed on the grounds of gross misconduct effective immediately,

 

I appealed this decision on the 21st of December and I was informed in writing on the 7th of Jan 2013 that the appeal was not upheld.

 

In their response the company agreed that there was no evidence that I had intentionally instructed the falsification of documentation. They withdrew the notes of 5th and 15 of October as I had shown them to be either poor reflections or in fact fictions. They withdrew claims that testimony supported their case when it did no such thing. Instead they have liberally sprinkled the word Neglect around and are stating now that the reasons for my dismissal are unchanged.

 

They are basically saying that through neglect I caused the falsification of company documents by inference or omission.

 

There are many mitigating factors surrounding the initial mistakes which I have not had an opportunity to defend. On paper this incident looks serious to those not experienced in my field but in reality there were no consequences and could have been no consequences because of these errors. There is a general level of shock and outrage amongst my former colleagues that this has happened.

 

I could go on all day, but thanks for reading and ANY advice is greatly appreciated.

 

Damion

 

Edit, sorry I have the full account in a word document which is currently at ten pages and getting longer, I'm trying to condense this down a little for the ET1 and clarify reasons that will appeal to a tribunal.

Edited by Dam1on
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By 'eck you guys are quick.

 

No there is no mention of termination or any consequence for that matter and I have been there for 11 years, six in my current role with a clean disciplinary record and above agerage appraisal record.

 

Thx

 

Damion

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Hi Lorraine,

 

Yes I do intend to claim for unfair dismissal, I'm not sure on what grounds. At all points the Company has been a bit wooly about what I was being disciplined for. It is starting to look like they put this "intentional Falsification" charge up as a strawman to stop me contesting the many mitigating factors surrounding the original errors and to be honest I don't really know how to move forward.

 

I would like some help condensing my story into something concise and also help with identifying suitable grounds to appeal.

 

Thx

 

Damion

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Hi Dam1on,

 

Good point about the time limit - it would appear from your first post that you only have until near the end of February - but give yourself a week/few days grace just to be sure (it also stops the respondent trying it on about deadlines and trying to get the claim struck out without a hearing taking place).

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Hi Damion. What grounds are you intending to appeal on? The dismissal was procedurally unfair for a start as they have to make you aware at the beginning of the process if it is deemed gross misconduct and could result in your dismissal. This should have been the basis of your appeal but I understand that the chance of appeal has gone now. What other grounds are you claiming on?

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Hi Damion. What grounds are you intending to appeal on? The dismissal was procedurally unfair for a start as they have to make you aware at the beginning of the process if it is deemed gross misconduct and could result in your dismissal. This should have been the basis of your appeal but I understand that the chance of appeal has gone now. What other grounds are you claiming on?

 

Primarily on that context. They made no mention of GM or dismissal at my first hearing. It was only when the meeting notes of the 5/11 were sprung on me that they suspended that hearing. I was then sent another letter to reconvene which did state GM and possible dismissal.

 

The whole thing from beginning to end has been handled very poorly. It is my belief that niether my manager or the departmental manager thought particularly much of this event until it came up in a management meeting two weeks later, then they were seen not to be doing anything.

 

The buisness is a mess with a host of mistakes being made in all departments and of much more significance than this one. Unfortunately for my this is probably the first to be directly linked to somebody in a supervisory role.

 

I'm really looking for some advice on what constitutes neglect and how I can defend this aspect and how this term 'by inference or omission' works.

 

Thx

 

Damion

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Hi Dam1on,

 

you should get hold of any of your company's disciplinary policy documents to maybe highlight where they have not stuck to procedures.

 

At this stage you should be looking to submit your claim (form ET1). You will have time to hone your case and prepare your witness statement ahead of the full hearing. You don't have to be wholly prepared ahead of getting an ET1 in.

 

Do you want me to give you a brief note on what is required for the ET1?

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Hi Dam1on,

 

you should get hold of any of your company's disciplinary policy documents to maybe highlight where they have not stuck to procedures.

 

At this stage you should be looking to submit your claim (form ET1). You will have time to hone your case and prepare your witness statement ahead of the full hearing. You don't have to be wholly prepared ahead of getting an ET1 in.

 

Do you want me to give you a brief note on what is required for the ET1?

 

That's fantastic Lorraine.

 

I was worried that once submitted things could not be changed so was trying to put as much in as possible. A note pointing out what's required would be very helpful.

 

Thx

 

Damion

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OK,

 

there are a number f contact details you have to fill in of course. The main input into the ET1 is your claim of course. (This claim can also be referred to as a 'pleading' on occasions).

 

Anything not included in the ET1 is considered not to be part of the claim (though you can possibly amend an ET1 sometimes - but it doesn't always go down well with the Tribunal), so you will have to include all the legal issues relating to your claim. Therefore if you are going for unfair dismissal, that would be have to be clearly flagged up in the ET1.

 

You are seeking at this (ET1) stage to lay out the main facts of your complaint (as you see it) and the legal basis of your claim, so you don't have to argue about evidence and all the legal issues in the ET1.

 

If you can set out clearly the main facts of your case and what you are claiming it will help the Tribunal panel (at the main hearing) understand what you are getting at. Respondent's legal representatives may seek to muddy the waters at the hearing - so a clear concise ET1 statement can help nullify some of the respondent's tactics.

 

I'm not a legal professional myself, and I trust that one ot two of those that are come along and add to this basic note.

 

(As always) I will flag up the following site for you to take a loo at (etclaims.co.uk) and suggest you might try to get hold of a copy of the book mentioned on there. I didn't come across it until after my case management discussion meeting (CMD) and I wish I had had it from the beginning - it would have saved me a small fortune in solicitors fees at that time.

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Good luck Dam1on,

 

stay in touch with the forum and feel free to ask questions, they are plenty of others better equipped than myself who can help you along the way.

 

I have only recently noticed the Search CAG box at the top of the screen (which shows you how switched on I am!) that might be pretty useful for picking up previous threads that deal with issues you might be interested in?

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Hi Lorraine

This is what I intend to put in the ET1

I would like yourself and anyone else for that matter to cast a crittical eye over it. I know it's a bit long winded but this is not a simple matter. Trust me it's only a quarter of it's original length.

Thanks Damion

 

I believe I have been unfairly and wrongfully dismissed for the following reasons.

 

According to the ACAS code of practice and the Company’s own procedure issues should be dealt with promptly and properly investigated.

Despite the incident, that occurred on September 30th, being immediately apparent the investigation was not carried out until twenty four days had passed. Although not procedure, it has become common practice in the event of significant issues that the Shift leader, Shift Chemist or even Operator is contacted the next day by phone or even called into work to explain events; this did not happen in my case. There was a brief informal discussion held between me and my manager on the 5th October which was my first scheduled shift back since the incident and another on the 15th October. It did not appear to me at this point the event was being seen with as of great significance. My first disciplinary hearing was November 13th which was adjourned and reconvened on November 27th. As the relevant instructions were oral and witnessed it was important that these testimonies were gathered from all available witnesses and gathered promptly, neither happened.

 

The ACAS code of practice states that notifications for disciplinary hearings should contain sufficient information about the alleged misconduct or poor performance and its possible consequences.

 

Whilst the description of the event was clear and accurate it was not clear whether I was being disciplined for poor performance, misconduct or gross misconduct and I was not made aware of any possible consequences; as a result I could not prepare a full defence.

 

The ACAS code of practice and the Company’s procedure states that copies of written evidence and witness statements are provided prior to a hearing.

 

Towards the end of the disciplinary hearing on November 13th I was questioned about notes claiming to be taken at the time of informal discussions between my manager and me on 5th and 15th of November. I was not made aware of their existence and had no copies of these note and therefore could not prepare a full defence.

 

Company procedures dictate that in the event of health and safety or quality failings that specific reports be raised and investigated.

As part of our regulatory responsibility we have to record any variance from procedure in the form of a “Deviation”. Deviations range from incorrect number entries onto documents (e.g. 12345 instead of 12354) to charging the wrong material and ruining a batch. A massive range of significance yet no Deviation was raised for my error.

The company encourages the reporting of Accidents, Incidents and Near Misses in the form of AIR reports. AIRs range from “half cup of tea left in the canteen” to “three hundred litres of Methanol discharged to drain”, both real, yet no AIR was raised for my incident.

 

Neither of these reports was raised at the time of the incident, they did not exist at the investigation and were not present during my hearings. To the best of my knowledge these were not raised and this highlights a significant change in the Company’s attitude to this event from the time of event to the statements made in my dismissal letter and the findings of my appeal. In both incidences the event was highlighted as being a significant health & safety and compliance issue.

After my appeal the Company agreed that there was no evidence to intentionally falsify company records therefore I can see no grounds for a charge of gross misconduct.

 

The company’s argument in this case can be condensed to; through my neglect, in failing to ensure instructions were followed, I caused company documents to be falsified and that along with the “significant [sic] health & safety breaches” is gross misconduct.

 

At the time of the event the Company had not seen these as significant enough to report them in the manner set out in their own procedures.

 

If there is no gross misconduct I should not have been summarily dismissal and have therefore been wrongfully dismissed as the company has breached my contract.

 

I believe the Company had either been deliberately opaque in order to hinder my defence or at some point the disciplinary process has snowballed beyond a point where it can be stopped and those involved could maintain face.

 

There is strong evidence to suggest that the company was aware of its intent to allege I had intentionally instructed an operator falsify Company documentation. The only possible alternative is that they genuinely stumbled on this during the disciplinary hearing and at that point suspended the hearing, and I, when it was reconvened the letter I received now contained the allegation of falsification, stated this was gross misconduct and as such was grounds for summary dismissal, this was a change from my previous disciplinary. Although I defended that allegation at that hearing I was summarily dismissed on 30th November. I later appealed that decision and although the Company admitted that there was no evidence of intent nobody felt they could regress to the level at which the original hearing was being held.

 

Finally the company falsely claimed to have supporting evidence that supported their claims.

 

The Company claimed to have supporting testimony from one particular operator. They didn’t and withdrew this claim on appeal.

 

The company claimed to have notes taken, at the time, of a conversation where it is alleged that I confessed to this falsification. On appeal I challenged those note as they had not been written in my presence and were a very one sided account of that conversation. The Company also withdrew these notes on appeal.

 

The incident involving myself was a genuine good faith error. The original thought process behind the decisions made is seen as sound by all parties. The error I made was to fail to correctly communicate this to the next shift and due to a misunderstanding an operator signed off to say he had completed something he had not. To the unaccustomed these would appear serious and significant yet on closer examination there was no, and could have been no significant consequence either safety or quality. This was my first significant error in six years as a shift leader with a perfect disciplinary record and a better than average appraisal history. In total I had been with the Company for 11 years.

Edited by Dam1on
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Hi Damion,

 

I had a read of your ET1. I think you've done a good job breaking it down into paragraphs. The problem is that it reads like a list of unproven allegations. I cannot work out what actually happened just based on the ET1. Remember that your ET1 is the very first document that the judge will read. When he reads it he will know nothing about you, nothing about the allegations and nothing about your employer. You need to tell him your story in clear way that he can immediately follow. This is your best way to get the judge on side right from the start. If you do not do this then the judge will have to rely on the Respondent's ET3 to work out what happened.

 

You can resolve this by splitting your ET1 into two sections. First, you need to explain the background and tell your story. You should do start from the beginning and go through the various events chronologically one by one. Once you have told your story you can then point out the specific reasons why your dismissal was unfair. At the moment you have only done the last bit. To give you an idea, here is a very basic sample template for an unfair dismissal ET1:

 

1. I was employed by [NAME OF EMPLOYER] from [DATE] to [DATE].

2. The Respondent is [DESCRIBE THE BUSINESS OF THE EMPLOYER].

3. I was employed as [JOB TITLE] and my work and role involved [DESCRIBE DUTIES].

4. On [DATE] the following occurred [DESCRIBE INCIDENT].

5. Prior to my dismissal, I had received no formal or informal warnings [iF APPLICABLE].

6. On [DATE], I was informed by [METHOD AND PERSON] of the decision to dismiss me for gross misconduct on [DATE]. I was summarily dismissed without any notice pay.

7. I appealed against the decision to dismiss on the following grounds: [sET OUT DETAILS]. My appeal was heard by [NAME AND ROLE] on [DATE] and the decision to dismiss me was upheld.

8. The Respondent did not carry out a reasonable investigation into the allegation(s) against me [sET OUT DETAILS].

9. My dismissal was substantively unfair for the following reasons [sET OUT DETAILS - for example, I was not guilty of misconduct OR my misconduct was minor in nature and not sufficient to constitute gross misconduct.]

10. The disciplinary hearing and appeal process was conducted unfairly in the following ways: [sET OUT DETAILS WHICH AFFECT FAIRNESS.]

11. The Respondent failed to follow its own disciplinary procedure in the following ways: [sET OUT HOW IF APPLICABLE].

12. The Respondent failed to follow the Acas Code of Practice on Disciplinary and Grievance Procedures in the following respects: [sET OUT HOW].

13. In the circumstances I contend that my dismissal was unfair and I seek:

(a) compensation;

(b) [an order for reinstatement or re-engagement;]

© [an uplift (increase due to the Respondent's unreasonable failure to comply with the Acas Code of [up to 25]%).]

 

Don't worry too much about length. I think your ET1 needs to get longer not shorter. You should refer to specific paragraphs from your employer's policy and the Acas Code when you say that these documents were not followed.

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Hi Dam1on,

 

steampowered did the business there with that template. Remember I'm not a legal person at all - just an ex-employee that went through the early stages of the ET process. It would flow better if it was told as a kind of story (as the template suggests).

 

Your ET1 should be more about you, a brief history of your career at the company (a few sentences) the events that happened, the subsequent actions by management which led to your loss of job, and why you believe this to be an unfair dismissal. That sort of thing...... as per steampowered advice.

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Thanks Stempowered for reading through this. Some of the details are entered onto the online pdf form already but I will look to organise it as you suggest and add more detail.

 

Damion

 

Don't worry too much about repeating yourself. It is standard practice to put all that stuff in the particulars section - it makes it easier for the judge to follow your story. You can keep most of the stuff you have already with a bit of tinkering, I just think you should put a chronological story at the start so it is clear what happened.

PLEASE HELP US TO KEEP THIS SITE RUNNING

EVERY POUND DONATED WILL HELP US TO KEEP HELPING OTHERS

 

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  • 4 months later...

Just a quick thx to those that pointed me in the right direction with this case. To cut a long story short the case was settled through ACAS. legally that is pretty much all I can say.

 

Thank you.

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