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    • Thank-you dx, What you have written is certainly helpful to my understanding. The only thing I would say, what I found to be most worrying and led me to start this discussion is, I believe the judge did not merely admonish the defendant in the case in question, but used that point to dismiss the case in the claimants favour. To me, and I don't have your experience or knowledge, that is somewhat troubling. Again, the caveat being that we don't know exactly what went on but I think we can infer the reason for the judgement. Thank-you for your feedback. EDIT: I guess that the case I refer to is only one case and it may never happen again and the strategy not to appeal is still the best strategy even in this event, but I really did find the outcome of that case, not only extremely annoying but also worrying. Let's hope other judges are not quite so narrow minded and don't get fixated on one particular issue as FTMDave alluded to.
    • Indians, traditionally known as avid savers, are now stashing away less money and borrowing more.View the full article
    • the claimant in their WS can refer to whatever previous CC judgements they like, as we do in our WS's, but CC judgements do not set a legal precedence. however, they do often refer to judgements like Bevis, those cases do created a precedence as they were court of appeal rulings. as for if the defendant, prior to the raising of a claim, dobbed themselves in as the driver in writing during any appeal to the PPC, i don't think we've seen one case whereby the claimant referred to such in their WS.. ?? but they certainly typically include said appeal letters in their exhibits. i certainly dont think it's a good idea to 'remind' them of such at the defence stage, even if the defendant did admit such in a written appeal. i would further go as far to say, that could be even more damaging to the whole case than a judge admonishing a defendant for not appealing to the PPC in the 1st place. it sort of blows the defendant out the water before the judge reads anything else. dx  
    • Hi LFI, Your knowledge in this area is greater than I could possibly hope to have and as such I appreciate your feedback. I'm not sure that I agree the reason why a barrister would say that, only to get new customers, I'm sure he must have had professional experience in this area that qualifies him to make that point. 🙂 In your point 1 you mention: 1] there is a real danger that some part of the appeal will point out that the person appealing [the keeper ] is also the driver. I understand the point you are making but I was referring to when the keeper is also the driver and admits it later and only in this circumstance, but I understand what you are saying. I take on board the issues you raise in point 2. Is it possible that a PPC (claimant) could refer back to the case above as proof that the motorist should have appealed, like they refer back to other cases? Thanks once again for the feedback.
    • Well barristers would say that in the hope that motorists would go to them for advice -obviously paid advice.  The problem with appealing is at least twofold. 1] there is a real danger that some part of the appeal will point out that the person appealing [the keeper ] is also the driver.  And in a lot of cases the last thing the keeper wants when they are also the driver is that the parking company knows that. It makes it so much easier for them as the majority  of Judges do not accept that the keeper and the driver are the same person for obvious reasons. Often they are not the same person especially when it is a family car where the husband, wife and children are all insured to drive the same car. On top of that  just about every person who has a valid insurance policy is able to drive another person's vehicle. So there are many possibilities and it should be up to the parking company to prove it to some extent.  Most parking company's do not accept appeals under virtually any circumstances. But insist that you carry on and appeal to their so called impartial jury who are often anything but impartial. By turning down that second appeal, many motorists pay up because they don't know enough about PoFA to argue with those decisions which brings us to the second problem. 2] the major parking companies are mostly unscrupulous, lying cheating scrotes. So when you appeal and your reasons look as if they would have merit in Court, they then go about  concocting a Witness Statement to debunk that challenge. We feel that by leaving what we think are the strongest arguments to our Member's Witness Statements, it leaves insufficient time to be thwarted with their lies etc. And when the motorists defence is good enough to win, it should win regardless of when it is first produced.   
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Daughter Suspended as accused of stealing


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My daughter has been accused of stealing the days takings are the club she works in. They say she was fiddling with her sleeve on the CCTV and they cant see her actually put the money in the safe, but saw her go to it.

 

She has a meeting on Weds and they say she has to give them a satisfactory explanation of what happened to the money!!! They have also told her who she bring and thats another young girl and cant take the older guy and they have told her not to discuss it with him.

 

Her grandad is a retired union rep, is he allowed to go with her and also what should she be asking and doing, nothing like this has ever happened to any of us before so no idea what to do

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My daughter has been accused of stealing the days takings are the club she works in. They say she was fiddling with her sleeve on the CCTV and they cant see her actually put the money in the safe, but saw her go to it.

 

She has a meeting on Weds and they say she has to give them a satisfactory explanation of what happened to the money!!! They have also told her who she bring and thats another young girl and cant take the older guy and they have told her not to discuss it with him.

 

Her grandad is a retired union rep, is he allowed to go with her and also what should she be asking and doing, nothing like this has ever happened to any of us before so no idea what to do

 

Does she have a contract with this club? The only reason she couldn't take in the older guy and not discuss it with him, is if he is classed as a witness to any alleged wrongdoing.

 

I'm presuming this meeting is an investigatory meeting and not a disciplinary?

 

And whilst I believe you are allowed a trade union rep present, i'm not sure if that extends to retired union reps. I'm sure somebody will be along soon with the answer to that!

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She does have a contract cos one of the things they mentioned in the letter they claimed was in her contract, she said its not. That was about the place to cash up. I have told her challenge it. Trouble is she lives away from me but she has no one else really for support

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Depending on what level meeting it is, she should be entitled to everything that they have by way of evidence, witness statements, till receipts, journal rolls, cctv - she should have a copy of everything. This allows her to build a defence on the allegations. Maybe she needs to ask.

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She has just rang them and told them she wants to see all the CCTV and the guy was adamant he hadnt missed anything and a bit funny about it but she insisted and he has agreed she can see the whole lot. He has also agreed to her having the older guy with her, although when she told him her grandad was a union rep he got a little flustered...lol.

 

She said she was called into the office before her shift yesterday and told but they let her do her shift and then put the letter through her door today suspending her. So she was good enough to work as they wouldnt have been able to cover her shift very easily yesterday

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She has just rang them and told them she wants to see all the CCTV and the guy was adamant he hadnt missed anything and a bit funny about it but she insisted and he has agreed she can see the whole lot. He has also agreed to her having the older guy with her, although when she told him her grandad was a union rep he got a little flustered...lol.

 

She said she was called into the office before her shift yesterday and told but they let her do her shift and then put the letter through her door today suspending her. So she was good enough to work as they wouldnt have been able to cover her shift very easily yesterday

 

Then they have already gone against the grain.

 

If they have evidence to suggest gross misconduct (bad enough to be sacked), then she should have been suspended WITHOUT DELAY.

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I would tell her to go back to the boss, say that she wants a physical copy of everything they intend to use as evidence, including cctv, and that she will need 24 hours from receiving the evidence before she will attend the meeting. If this means putting it back, then so be it. Also ensure she is being suspended on full pay pending investigation.

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If she's been there under a year, they don't need to follow any process at all I'm afraid. I would strongly suggest checking her contract for her start date - as if it has crept to 51 weeks or more, she has full employment rights and protection from unfair dismissal.

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Hi

 

This link to ACAS may be of use: www.acas.org.uk/

 

And these PDFs from ACAS and info on CCTV:

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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.

Please Donate button to the Consumer Action Group

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On a slightly different tack, who has keys to the safe ( if combination lock who knows the combination and can it be determined by watching someone else via the CCTV), where are they kept if there is a signing in system and who else has access to them? Do these same people have access to the CCTV or other security systems. Has anyone left the employ or management of the club who would have had access to the safe or other security systems? Who does the stocktake and how often? Any problems there in the past? Who does the food and drink orders? Does she know what the turnover in cash is for the club and what is the surplus. reason for asking these things is that in these straitened times some people will go to great lengths to keep a business going. It may benefit the club financially to suffer a theft as long as they find a culprit.

I used to be a club secretary for over 20 years and I have never heard of such a way of going about things regarding disciplinaries or investigations. Elsewhere in the licenced trade things would be even more prescribed. Something smells wrong here and a few questions need answering with regard to more than just procedure.

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Seen her contract and she has only been there 6 1/2 months.

 

So are you saying she has no rights to fight this slur against her name cos she has only worked there a short time.

 

Ericsbrother, its under £500 so dont think its a case of keeping the business going, but I will get her to ask the questions you suggested

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Seen her contract and she has only been there 6 1/2 months.

 

So are you saying she has no rights to fight this slur against her name cos she has only worked there a short time.

 

Ericsbrother, its under £500 so dont think its a case of keeping the business going, but I will get her to ask the questions you suggested

 

No, unfortunately no rights at all. The employer doesn't even need to follow any kind of disciplinary procedure. However, the fact that they are following a process in the circumstances could be a positive thing - they could have just sacked her on the spot and paid her notice period, so perhaps they are trying to be reasonable.

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No, unfortunately no rights at all. The employer doesn't even need to follow any kind of disciplinary procedure. However, the fact that they are following a process in the circumstances could be a positive thing - they could have just sacked her on the spot and paid her notice period, so perhaps they are trying to be reasonable.

 

That is so wrong then, she can have this against her for the rest of her life and there is nothing she can do about it. This is still defamation of character

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That is so wrong then, she can have this against her for the rest of her life and there is nothing she can do about it. This is still defamation of character

 

It won't be the rest of her life, it's only likely to be relevant for a short period of time.

 

There's no defamation here - not yet, anyway!

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She will need to see the CCTV from the time she was at the safe until the time the theft was reported to another person by the person who discovered the theft. As you say, she doesnt want a bad mark on her employment record and even £500 missing will knock 100 quid off the company VAT bill not to mention other tax liabilities and be a good sum in someone's pocket.

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