Jump to content


  • Tweets

  • Posts

    • Thanks for all the suggestions so far I will amend original WS and send again for review.  While looking at my post at very beginning when I submitted photos of signs around the car park I noticed that it says 5 hours maximum stay while the signage sent by solicitor shows 4 hours maximum stay but mine is related to electric bay abuse not sure if this can be of any use in WS.
    • Not sure what to make of that or what it means for me, I was just about to head to my kip and it's a bit too late for legalise. When is the "expenditure occured"?  When they start spending money to write to me?  Or is this a bad thing (as "harsh" would imply)? When all is said and done, I do not have two beans to rub together, we rent our home and EVERYTHING of value has been purchased by and is in my wife's name and we are not financially linked in any way.  So at least if I can't escape my fate I can at least know that they will get sweet FA from me anyway   edit:  ah.. Sophia Harrison: Time bar decision tough on claimants WWW.SCOTTISHLEGAL.COM Time bar is a very complex area of law in Scotland relating to the period in which a claim for breach of duty can be pursued. The Scottish government...   This explains it like I am 5.  So, a good thing then because creditors clearly know they have suffered a loss the minute I stop paying them, this is why it is "harsh" (for them, not me)? Am I understanding this correctly?  
    • urm......exactly what you filed .....read it carefully... it puts them to strict proof to prove the debt is enforceable, so thus 'holds' their claim till they coughup or not and discontinue. you need to get readingthose threads i posted so you understand. then you'll know whats maybe next how to react or not and whats after that. 5-10 threads a day INHO. dont ever do anything without checking here 1st.
    • I've done a new version including LFI's suggestions.  I've also change the order to put your strongest arguments first.  Where possible the changes are in red.  The numbering is obviously knackered.  Methinks stuff about the consideration period could be added but I'm too tired now.  See what you think. Background  1.1  The Defendant received the Parking Charge Notice (PCN) on the 06th of November 2020 following the vehicle being parked at Arla Old Dairy, South Ruislip on the 05th of December 2019.  Unfair PCN  4.1  On XXXXX the Defendant sent the Claimant's solicitors a CPR request.  As shown in Exhibit 1 (pages 7-13) the solicitors helpfully sent photos of 46 signs in their evidence all  clearly showing a £60.00 parking charge notice (which will  be reduced to £30 if paid within 14 days of issue).  There can be no room for doubt here - there are 46 signs produced in the Claimant's own evidence. 4.2  Yet the PCN affixed to the vehicle was for a £100.00 parking charge notice (reduced to £60 if paid promptly).  The reminder letters from the Claimant again all demanded £100. 4.3        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.   4.4        The unlawful £100 charge is also the basis for the Claimant's Particulars of Claim. No Locus Standi 2.1  I do not believe a contract exists with the landowner that 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.  2.2  The Defendant requested to see such a contract in the CPR request.  The contract produced was largely illegible and heavily redacted, and the fact that it contained no 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 “No Parking in Electric Bay” could form a contract (which it cannot), it is immaterial. There is no valid contract. Illegal Conduct – No Contract Formed  3.1 At the time of writing, the Claimant has failed to provide 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.  3.4        I also do not believe the claimant possesses this document.  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 the parking period instead only mentioned time 20:25 which is not sufficient to qualify as a parking period.   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.   Interest 6.2  It is unreasonable for the Claimant to delay litigation for four years in order to add excessive interest. Double Recovery  7.1  The claim is littered with made-up charges. 7.2  As noted above, the Claimant's signs state a £60 charge yet their PCN is for £100. 7.3  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. 29. 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 practise 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.” 30. 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 recoverable 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...'' 31. 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. 7.7        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.  7.8        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. 
    • Scottish time bar: Scottish appeal court re-affirms the “harsh” rule (cms-lawnow.com)  
  • Recommended Topics

  • Our picks

    • If you are buying a used car – you need to read this survival guide.
      • 1 reply
    • Hello,

      On 15/1/24 booked appointment with Big Motoring World (BMW) to view a mini on 17/1/24 at 8pm at their Enfield dealership.  

      Car was dirty and test drive was two circuits of roundabout on entry to the showroom.  Was p/x my car and rushed by sales exec and a manager into buying the mini and a 3yr warranty that night, sale all wrapped up by 10pm.  They strongly advised me taking warranty out on car that age (2017) and confirmed it was honoured at over 500 UK registered garages.

      The next day, 18/1/24 noticed amber engine warning light on dashboard , immediately phoned BMW aftercare team to ask for it to be investigated asap at nearest garage to me. After 15 mins on hold was told only their 5 service centres across the UK can deal with car issues with earliest date for inspection in March ! Said I’m not happy with that given what sales team advised or driving car. Told an amber warning light only advisory so to drive with caution and call back when light goes red.

      I’m not happy to do this, drive the car or with the after care experience (a sign of further stresses to come) so want a refund and to return the car asap.

      Please can you advise what I need to do today to get this done. 
       

      Many thanks 
      • 81 replies
    • Housing Association property flooding. https://www.consumeractiongroup.co.uk/topic/438641-housing-association-property-flooding/&do=findComment&comment=5124299
      • 161 replies
    • We have finally managed to obtain the transcript of this case.

      The judge's reasoning is very useful and will certainly be helpful in any other cases relating to third-party rights where the customer has contracted with the courier company by using a broker.
      This is generally speaking the problem with using PackLink who are domiciled in Spain and very conveniently out of reach of the British justice system.

      Frankly I don't think that is any accident.

      One of the points that the judge made was that the customers contract with the broker specifically refers to the courier – and it is clear that the courier knows that they are acting for a third party. There is no need to name the third party. They just have to be recognisably part of a class of person – such as a sender or a recipient of the parcel.

      Please note that a recent case against UPS failed on exactly the same issue with the judge held that the Contracts (Rights of Third Parties) Act 1999 did not apply.

      We will be getting that transcript very soon. We will look at it and we will understand how the judge made such catastrophic mistakes. It was a very poor judgement.
      We will be recommending that people do include this adverse judgement in their bundle so that when they go to county court the judge will see both sides and see the arguments against this adverse judgement.
      Also, we will be to demonstrate to the judge that we are fair-minded and that we don't mind bringing everything to the attention of the judge even if it is against our own interests.
      This is good ethical practice.

      It would be very nice if the parcel delivery companies – including EVRi – practised this kind of thing as well.

       

      OT APPROVED, 365MC637, FAROOQ, EVRi, 12.07.23 (BRENT) - J v4.pdf
        • Like
  • Recommended Topics

Personnel file


style="text-align: center;">  

Thread Locked

because no one has posted on it for the last 3491 days.

If you need to add something to this thread then

 

Please click the "Report " link

 

at the bottom of one of the posts.

 

If you want to post a new story then

Please

Start your own new thread

That way you will attract more attention to your story and get more visitors and more help 

 

Thanks

Recommended Posts

Yes

£10 via a full SUBJECT ACCESS REQUEST

 

Your company should have someone in charge of Data Protection.

PLEASE HELP US TO KEEP THIS SITE RUNNING

EVERY POUND DONATED WILL HELP US TO KEEP HELPING OTHERS

The SabreSheep, All information is offered on good faith and based on mine and others experiences. I am not a qualified legal professional and you should always seek legal advice if you are unsure of your position.

Link to post
Share on other sites

Thanks for the reply. I have another question please if you don't mind, does accepting a redundancy payment leave you with no entitlement for going to a tribunal?

 

I was paid off in June but am still taking them to a tribunal.

Link to post
Share on other sites

Red Corner, It's not for me it's my husband. He is running out of time as the 3 month cut off point is looming at the end of November. I don't think he knows where to start as the Union he is in have been useless and have not helped him at all. He's in a bit of a mess if I am honest :(

[sIGPIC][/sIGPIC]

Link to post
Share on other sites

Red Corner, It's not for me it's my husband. He is running out of time as the 3 month cut off point is looming at the end of November. I don't think he knows where to start as the Union he is in have been useless and have not helped him at all. He's in a bit of a mess if I am honest :(

 

D9. I'm happy to help from my experience so far. As you have no doubt seen, I have posted my own thread seeking advice as to what I can expect in terms of potential tactics by the other side but if you want to put up a brief outline of why your husband wants to take them to a tribunal I'll see if I can offer up anything. I'm sure plenty of others will help if I can't.

Link to post
Share on other sites

Can you provide a bit more detail about the circumstances and the grounds you're suggesting for going to tribunal so you can get advice as to whether he has a case. I agree it is possible to go to tribunal if made redundant but it's hard to advise without more background information.

The Consumer Action Group is a free help site.

Should you be offered help that requires payment please report it to site team.

Advice & opinions given by Caro are personal, are not endorsed by Consumer Action Group or Bank Action Group, and are offered informally, without prejudice & without liability. Your decisions and actions are your own, and should you be in any doubt, you are advised to seek the opinion of a qualified professional.

Link to post
Share on other sites

I believe he did but the job he did was also with another on a split shift. After a restructure they both had to apply for the job and a lesser paid one although the jobs were very similar. Hubby didn't get the job and so tried for the other one. he didnt get that one either.

[sIGPIC][/sIGPIC]

Link to post
Share on other sites

I believe he did but the job he did was also with another on a split shift. After a restructure they both had to apply for the job and a lesser paid one although the jobs were very similar. Hubby didn't get the job and so tried for the other one. he didnt get that one either.

 

What was the outcome of the appeal?

Link to post
Share on other sites

No sorry he didn't appeal, he didn't get chance to, he was suspended after the 2nd interview.

 

I think we need the full story including reason for suspension.

 

EDIT timeline as previous post would be perfect. :)

The Consumer Action Group is a free help site.

Should you be offered help that requires payment please report it to site team.

Advice & opinions given by Caro are personal, are not endorsed by Consumer Action Group or Bank Action Group, and are offered informally, without prejudice & without liability. Your decisions and actions are your own, and should you be in any doubt, you are advised to seek the opinion of a qualified professional.

Link to post
Share on other sites

2009 Hubby had op for brain aneurysm which was successful, 6 weeks off work after and returned to work.

 

2012 2nd op planned due to slight bleed from repaired artery

 

2012 Oct- Became ill at work went to hospital and discovered heart beat was irregular(AF), treatment planned was a cardio version. Treatment successful by end of 2012 and deemed fit for work by GP. Unable to return to work after referred to OH and told he would have to wait until he had his brain op in March 2013.

 

Returns to work in May/June 2013 on a phased return. Heart goes back into AF and a 2nd cardio version planned. Medically suspended although without checking through paper work I am unsure of month. 2nd procedure successful again referred to OH and deemed fit to return. Boss unhappy so then refers him to a different OH who also says he is fit for work. He returns to work again on a phased return. Meeting is held by boss and HR. At this meeting the suggestion was put to hubby that had he ever considered early retirement, to which he replied he could not afford to. A few weeks later he realised he had gone back into AF but was reluctant to divulge this to his boss for fear of suspension, so carried on working. I had a feeling that she was trying to get rid of him and voiced this to him on a number of occasions. In Oct/Nov 2013 she sent him home from work stating he looked unwell, he returned the next day no problems or questions asked. The day after (Saturday) a letter arrived suspending him because he was intoxicated at work and an investigation was underway. This investigation was a farce ! No evidence to prove the allegation, made only by the boss and the outcome was no further action and he returned to work. At this point I asked him to join a Union as I was sure the idea was to get get him out.

 

2014 came the announcements of redundancies and his and the other persons job was at risk. He didn't consult with me much over it so I was unaware of what was going on until a few weeks before he announced he was applying for the 2 new jobs. He was never consulted or negotiations made by his boss or the Union regarding redundancy. The 2 jobs were being made redundant and 2 new ones replacing them (although to me they are the same job, just one would be the boss over the other)

 

To cut a long story short he was unsuccessful at the 1st interview and suspended for being intoxicated at the 2nd interview the day after ! He was in no way intoxicated I phoned him at 1.50pm on the day of 2nd interview and was home from my own place of work at 2 15 pm. He had been allowed to complete his shift before being suspended.

 

He was to attend an interview regarding the allegations but was in such a bad state of mind his Dr sent a letter to the workplace in July stating he could not attend.The boss pursued him for a 2nd meeting to attend a (disciplinary) investigation meeting. I considered that harassment.

 

Since all of this he has had further treatment for his heart (ablation) and is back on the road to recovery. This stressful time has not helped at all unfortunatel. But contacting the Union they say things have been done properly.

 

He has seen his personnel file and seems there is nothing in there to suggest he was an unworthy employee quite the contrary ! I told him he should obtain a copy for himself although he took notes from it but the boss was with him the whole time

[sIGPIC][/sIGPIC]

Link to post
Share on other sites

I think the bottom line is, he has been made redundant an the illness/ disciplinary which wasn't carried through is a side issue.

 

There's been an open selection pocess and he was unsuccessful = is that correct?

 

If he recieved his full redundancy payment I think that (plus any outstandng holiday pay) is all he is entitled to.

Never assume anyone on the internet is who they say they are. Only rely on advice from insured professionals you have paid for!

Link to post
Share on other sites

He has received his redundancy in full. No I don't believe there was an open selection process and even if this is the case there were 2 jobs available, both of which he was suitable for, so unfair. He was employed there for 14 yrs and never had any problems until the new boss took over a couple of yrs ago.Only 2 people were made redundant the other one also had long term health issues. Both his Dr an OH said to him that boss was making it difficult to return to work! I feel that the workplace were trying to get rid of him by making false accusations. His union rep said he wasn't sure why telling him he was redundant then trying to pursue a disciplinary? Also he was shadowed supposedly by another worker on phased return to work, this person spent hardly any time with my husband but on the 'other shift' with the other colleague. This person now has the new position. Just seems all a bit contrived IMHO

 

Thanks to you all for advice much appreciated.

[sIGPIC][/sIGPIC]

Link to post
Share on other sites

OK few points of note.

 

Tribunal wise you know there is a bond to be paid upfront now. It is in your best interests to convert the union to your cause. If your local rep is not helping, speak to their boss. The union have a complaints procedure like anyone else.

 

Secondly.

 

There is another way to skin this cat. (Maybe)

 

The health condition is serious and impacts on your OHs everyday living. Im assuming there is medication that your OH must take in order to survive. Coupled with the fact the other redundent person you claim has a permanent long term ill health issue I think there may be anopthjer angle here.

 

It could be argued that your OH (And depending on the circs the other redundee) could be considered disabled. Therefore perhaps its worth speaking to the reps union boss and suggesting they look into Disability Discrimination under the single equality act. There might be cause for all the investigations etc (Esp the intoxication ones) PLUS the fact both long term ill health suffers were made redundant for a case here. Certainly they would have to prove the selection process was fair under that sort of claim and the onus is on them to disprove unlawful discrimination.

 

A case like this is going to be complex and will require legal assistance. Hence why you need the union on board unless you are willign to pay for other professional legal advice.

PLEASE HELP US TO KEEP THIS SITE RUNNING

EVERY POUND DONATED WILL HELP US TO KEEP HELPING OTHERS

The SabreSheep, All information is offered on good faith and based on mine and others experiences. I am not a qualified legal professional and you should always seek legal advice if you are unsure of your position.

Link to post
Share on other sites

  • Recently Browsing   0 Caggers

    • No registered users viewing this page.

  • Have we helped you ...?


×
×
  • Create New...