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    • I have just read the smaller print on their signs. It says that you can pay at the end of your parking session. given that you have ten minutes grace period the 35 seconds could easily have been taken up with walking back to your car, switching on the engine and then driving out. Even in my younger days when I used to regularly exceed speed limits, I doubt I could have done that in 35 seconds even when I  had a TR5.
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    • Thank you for posting up the results from the sar. The PCN is not compliant with the Protection of Freedoms Act 2012 Schedule 4. Under Section 9 [2][a] they are supposed to specify the parking time. the photographs show your car in motion both entering and leaving the car park thus not parking. If you have to do a Witness Statement later should they finally take you to Court you will have to continue to state that even though you stayed there for several hours in a small car park and the difference between the ANPR times and the actual parking period may only be a matter of a few minutes  nevertheless the CEL have failed to comply with the Act by failing to specify the parking period. However it looks as if your appeal revealed you were the driver the deficient PCN will not help you as the driver. I suspect that it may have been an appeal from the pub that meant that CEL offered you partly a way out  by allowing you to claim you had made an error in registering your vehicle reg. number . This enabled them to reduce the charge to £20 despite them acknowledging that you hadn't registered at all. We have not seen the signs in the car park yet so we do not what is said on them and all the signs say the same thing. It would be unusual for a pub to have  a Permit Holders Only sign which may discourage casual motorists from stopping there. But if that is the sign then as it prohibits any one who doesn't have a permit, then it cannot form a contract with motorists though it may depend on how the signs are worded.
    • Defence and Counterclaim Claim number XXX Claimant Civil Enforcement Limited Defendant XXXXXXXXXXXXX   How much of the claim do you dispute? I dispute the full amount claimed as shown on the claim form.   Do you dispute this claim because you have already paid it? No, for other reasons.   Defence 1. The Defendant is the recorded keeper of XXXXXXX  2. It is denied that the Defendant entered into a contract with the Claimant. 3. As held by the Upper Tax Tribunal in Vehicle Control Services Limited v HMRC [2012] UKUT 129 (TCC), any contract requires offer and acceptance. The Claimant was simply contracted by the landowner to provide car-park management services and is not capable of entering into a contract with the Defendant on its own account, as the car park is owned by and the terms of entry set by the landowner. Accordingly, it is denied that the Claimant has authority to bring this claim. 4. In any case it is denied that the Defendant broke the terms of a contract with the Claimant. 5. The Claimant is attempting double recovery by adding an additional sum not included in the original offer. 6. In a further abuse of the legal process the Claimant is claiming £50 legal representative's costs, even though they have no legal representative. 7. The Particulars of Claim is denied in its entirety. It is denied that the Claimant is entitled to the relief claimed or any relief at all. Signed I am the Defendant - I believe that the facts stated in this form are true XXXXXXXXXXX 01/05/2024   Defendant's date of birth XXXXXXXXXX   Address to which notices about this claim can be sent to you  
    • pop up on the bulk court website detailed on the claimform. [if it is not working return after the w/end or the next day if week time] . When you select ‘Register’, you will be taken to a screen titled ‘Sign in using Government Gateway’.  Choose ‘Create sign in details’ to register for the first time.  You will be asked to provide your name, email address, set a password and a memorable recovery word. You will be emailed your Government Gateway 12-digit User ID.  You should make a note of your memorable word, or password as these are not included in the email.<<**IMPORTANT**  then log in to the bulk court Website .  select respond to a claim and select the start AOS box. .  then using the details required from the claimform . defend all leave jurisdiction unticked  you DO NOT file a defence at this time [BUT you MUST file a defence regardless by day 33 ] click thru to the end confirm and exit the website .get a CPR 31:14 request running to the solicitors https://www.consumeractiongroup.co.uk/forum/showthread.php?486334-CPR-31.14-Request-to-use-on-receipt-of-a-PPC-(-Private-Land-Parking-Court-Claim type your name ONLY no need to sign anything .you DO NOT await the return of paperwork. you MUST file a defence regardless by day 33 from the date on the claimform.
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advice on dismissal without warning please


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OK HERE GOES

 

 

I have worked at the company for just under 14 months, no disiplinary action against me until this point.

 

Long story short, I have had 5 days off work, i sent a message to my boss on the first day saying I wouldnt be in work that day. The same day I posted an SC2 form to work. I made no further contact with them nor received any contact.

On my fifth day of absence I received a letter stating that due to unauthorised absences my employment is terminated with immediate effect as i have failed to report my absence in line with company procedures. I have had time off before and not reported it to my manager due to them being off work on long erm illness, in these instanes i have always contacted the head of personnel and this has never been an issue, however my letter says that i have failed on several occasions o report absences via company procedures.

My employment is terminated from the date of the letter and once i have been paid what I am owed i shall receive my P45.

 

I was hoping for some advice please.

 

As a side note and I dont know what relevance this has but I cannot tell you the companies procedures tehnacally as I have never been given a contrat (despite asking several times)

 

 

I have since SARlink3.gif them and also sent a letter before actionlink3.gif.

 

 

Basically they have sent the return to work forms, DWP forms (where Job centre asking about dimissal etc), copy of health and safety trainign checklist, copy of letter of dismissallink3.gif and check lists showing employment contract issued (yes ticked) but underneath they put handbook issued. On second check list under employment contract issued, they ticked N/A and put handbook issued with 6 weeks. they also only referred to informal verbal discussions , but no info on formal past disciplinary was provided and indeed they admitted was not formal but informal and no records were kept of them

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hi all was hoping for some further advice on a thread I have elsewhere, its gone quiet and really wanna crack on with it.

 

 

the link is below if anybody is willing to have a look id be very grateful

 

 

thanks

I'm worse at what I do best and for this gift I feel blessed

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OK HERE GOES

 

 

I have worked at the company for just under 14 months, no disiplinary action against me until this point.

 

Long story short, I have had 5 days off work, i sent a message to my boss on the first day saying I wouldnt be in work that day. The same day I posted an SC2 form to work. I made no further contact with them nor received any contact.

On my fifth day of absence I received a letter stating that due to unauthorised absences my employment is terminated with immediate effect as i have failed to report my absence in line with company procedures. I have had time off before and not reported it to my manager due to them being off work on long erm illness, in these instanes i have always contacted the head of personnel and this has never been an issue, however my letter says that i have failed on several occasions o report absences via company procedures.

My employment is terminated from the date of the letter and once i have been paid what I am owed i shall receive my P45.

 

I was hoping for some advice please.

 

As a side note and I dont know what relevance this has but I cannot tell you the companies procedures tehnacally as I have never been given a contrat (despite asking several times)

 

 

I have since SAR them and also sent a letter before action.

 

 

Basically they have sent the return to work forms, DWP forms (where Job centre asking about dimissal etc), copy of health and safety trainign checklist, copy of letter of dismissal and check lists showing employment contract issued (yes ticked) but underneath they put handbook issued. On second check list under employment contract issued, they ticked N/A and put handbook issued with 6 weeks. they also only referred to informal verbal discussions , but no info on formal past disciplinary was provided and indeed they admitted was not formal but informal and no records were kept of them

Edited by sorrylittlelot
.

I'm worse at what I do best and for this gift I feel blessed

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Absence reporting policies are almost always a phone conversation with the boss - or whoever is covering the boss - not HR, and not sending a message.

 

You're owed any untaken holiday, and your notice period. That's going to be your lot.

 

You make this sound like you have had several periods of sickness. I'd say that's the reason for the dismissal, not reporting method. But breach of company policy is easier on the paperwork so they'll say it's that.

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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Unfortunately I also can't see any viable unfair dismissal claim here - you don't have the necessary 2 years service to claim unfair dismissal, and I can't see how this claim would fit into any of the exceptions to the 2 year requirement.

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