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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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Need advice on handing my notice in


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Hi there

 

 

Any advise is appreciated :)

 

 

I've been working with my organisation for around 20 months. I have very recently, this month, changed job role and moved to a full time position from a part time position. This resulted in a small increase in my basic salary. Unfortunately what I was told about my new role is very different from what I was told before accepting my new position. I've now had interviews with two of our competitors and am confident I will receive offers from both.

 

 

I'm keen to hand in my notice immediately as I feel I was mislead by the company and know I'll be put on to gardening leave. I am wondering if I go in and say I've accepted an offer will they demand proof? Can I refuse to show that proof.. i.e, say it contains confidential information or some other reason..

 

 

I've not yet received a copy of my new contract. Can they base the gardening leave on my part time contract as obviously that would be less pay...? I have been paid already for a full month at my full time salary rate. Also, does this mean they can claim I'm on probation? I'm of the opinion they should have told me in writing but just seeking clarification to pre-empt this problem if it is raised.

 

 

Also, in order to attend these interviews, I've pulled two short notice sick days and they know I'm not happy with the situation. I know many of the sales force are not happy and three have recently left and I suspect others are interviewing. One of the sick days was today .. I am concerned that I may go in tomorrow and given notice that they're terminating my employment.. can they do that? Because if they can, I'd think it's even more reason to hand my notice in prior to receiving an offer of employment from one of the two organisations I've interviewed with. One of the sick days was last week and one was today, for different reasons.

 

 

So to clarify:

 

 

- can they put me on gardening leave and pay me 20 hours a week or do they need to pay 37.5?

- can they sack me for being sick twice in two weeks?

 

 

The company is a large corporate company as well FYI.

 

 

Thanks for reading :)

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I cant see that it is any of their business who your next employer will be and shouldn't need to see proof of this? They will know soon enough presumably if references will be obtained.

 

 

I am sure those with more knowledge will be along later on today when they have finished their day jobs :)

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Guest topcat14

They will be able to dismiss you if they wish regardless of your recent conduct. Gardening leave would only be 1 week of pay for doing nothing anyway, assuming you are on a standard set of Terms and Conditions.

 

As CB said , it is non of their business if wish to resign before being "pushed" so to speak, and all you will lose is the pay for what your notice period is anyway. You should get any other benefits accrued to the point of resignation unless your T&C's have a specific term in them that states you forfeit them if you do not work proper notice

 

The other side to this is if you need a reference from them ? They may just ignore a reference request from your new employer and that sometimes says alot by not saying anything.

 

If you have anything in writing at all regarding the recent change that will benefit you greatly.

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Your period of notice will be dependent on what is specified in your Contract of Employment, a week, two weeks, a month notice etc.

 

You can just hand in your notice but will depend if they accept immediate termination of your contract of employment. If you just resign and walk out the employer could make a civil claim against you.

 

They cannot just summary dismiss you, they have to go through the disciplinary process such as a fact finding and a full disciplinary

Edited by obiter dictum
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IMHO you'd be very foolish to resign your current source of income until you have secured replacement employment. Unless you don't need the money, of course. In which case why are you working? 😇 Being confident you will receive offers from both and getting those offers are two entirely separate things!

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Guest topcat14

"They cannot just summary dismiss you, they have to go through the disciplinary process such as a fact finding and a full disciplinary"

 

With only 20 months service a dismissal of this type is not automatically unfair ? Please clarify, while in an ideal world you would go through this process, alot of employers will shortcut because the risk of an ET is minimul with under 24 months service

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I cant see that it is any of their business who your next employer will be and shouldn't need to see proof of this? They will know soon enough presumably if references will be obtained.

 

 

I am sure those with more knowledge will be along later on today when they have finished their day jobs :)

 

Thanks for your reply.. I guess the point I am thinking about is will they put me on gardening leave if I don't show them proof I'm joining a competitor.

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They will be able to dismiss you if they wish regardless of your recent conduct. Gardening leave would only be 1 week of pay for doing nothing anyway, assuming you are on a standard set of Terms and Conditions.

 

As CB said , it is non of their business if wish to resign before being "pushed" so to speak, and all you will lose is the pay for what your notice period is anyway. You should get any other benefits accrued to the point of resignation unless your T&C's have a specific term in them that states you forfeit them if you do not work proper notice

 

The other side to this is if you need a reference from them ? They may just ignore a reference request from your new employer and that sometimes says alot by not saying anything.

 

If you have anything in writing at all regarding the recent change that will benefit you greatly.

 

Thanks for your reply.. If they dismiss me and and put me on gardening leave I'd be entitled to one week based on my contract. However, if I hand my notice in before hand, I'd be entitled to four weeks of gardening leave would I not? This is assuming they place me on gardening leave and don't request that I work my notice instead.

 

If I go in to a meeting and sense I'm about to have my employment terminated, can I hand in my notice immediately and still be sacked?

 

I didn't consider a reference request, that is something to think about. I certainly won't be leaving without giving proper notice.

 

The only thing I have in writing really is an email from them saying I'm confirming my start date and what area of the business I would be looking after. I was also copied in to emails requesting a contract be sent to me from HR.

 

Thanks again

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Your period of notice will be dependent on what is specified in your Contract of Employment, a week, two weeks, a month notice etc.

 

You can just hand in your notice but will depend if they accept immediate termination of your contract of employment. If you just resign and walk out the employer could make a civil claim against you.

 

They cannot just summary dismiss you, they have to go through the disciplinary process such as a fact finding and a full disciplinary

 

Hi.. could you please clarify what you mean by accepting immediate termination? I'm not looking to leave without giving proper notice.

 

What I am concerned about is being sacked with one week's notice when I could give one months notice before that happens...? If I get called into a meeting on Monday and feel they're going to terminate my employment, can I hand in my notice before they do that? If I also tell them I'm joining a competitor I'd be placed on gardening leave for one month as opposed to one week as I've given notice rather than them..?

 

Thanks for clarifying RE summary dismissal.

 

Hope that makes sense, thank you for your initial response.

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IMHO you'd be very foolish to resign your current source of income until you have secured replacement employment. Unless you don't need the money, of course. In which case why are you working? Being confident you will receive offers from both and getting those offers are two entirely separate things!

 

I do understand the logic behind your point of view how ever I am concerned they may dismiss me as I've had a day two days off sick this week and one last week. If this is the case, I'll be entitled to one weeks pay either on gardening leave or worked. If I hand in my notice, I'll be entitled to four weeks pay either worked or on gardening leave will I not..?

 

Am I being paranoid that they can dismiss me over my recent absences?

 

Thanks for your thoughts so far

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They can dismiss you as you have less that 24 months service. They can just let you go by mutual consent, work your notice period, shake your hand and you give you a reference. Or they can dismiss you for misconduct. For that they would need a fact finding and a full disciplinary meeting.

 

By handing in your notice any holiday pay earned up to the date of termination of your employment contract will be paid. So say your holiday period runs from January to December you will receive 8 months entitlement

 

If you are worried about being dismissed for being sick you need to see what your absence policy states. That will be in your employee hand book. Normally it will be 3-4 absences or 14 days in a 12 month period before triggering the attendance procedure

 

If dismissed through a disciplinary that can be with or without notice pay

Edited by obiter dictum
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Stop fretting about what might happen if you do X and just dont say a word until you get a job offer and agree a start date that fits in with your notice period. You then just write a short letter saying you have accepted a position elsewhere and will be leaving on the yyth of month. You can say something like I have enjoyed my time here and wish everyone well for the future if you worked with some nice people, if your time there was awful just leave it at the end of the first sentence.

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I do understand the logic behind your point of view how ever I am concerned they may dismiss me as I've had a day two days off sickicon this week and one last week. If this is the case, I'll be entitled to one weeks pay either on gardening leave or worked. If I hand in my notice, I'll be entitled to four weeks pay either worked or on gardening leave will I not..?

This sounds a bit strange to me. Where are you getting these time periods from - are they in your contract?

 

The minimum notice which needs to be given by the employer or employee are normally stated in your current employment contract. These can't be below the legal minimum but could be higher. The legal minimum for someone with 20 months' service is one week's notice (both from you if you are resigning, or from the employer if you are being sacked).

 

The employer doesn't need to give you any notice if it sacks you for gross misconduct. If the employer has reason to believe you have attending interviews with other employers while reporting in sick, an aggressive employer might try to say that is gross misconduct. This sounds unlikely but is possible.

 

I think the best way to handle these things is just to be gracious about it. People normally understand if you say you have decided to move on and thank them for the opportunity, people move jobs all the time so it won't be anything unusual.

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