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    • 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.   
    • S13 (2)The creditor may not exercise the right under paragraph 4 to recover from the keeper any unpaid parking charges specified in the notice to keeper if, within the period of 28 days beginning with the day after that on which that notice was given, the creditor is given— (a)a statement signed by or on behalf of the vehicle-hire firm to the effect that at the material time the vehicle was hired to a named person under a hire agreement; (b)a copy of the hire agreement; and (c)a copy of a statement of liability signed by the hirer under that hire agreement. As  Arval has complied with the above they cannot be pursued by EC----- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- S14 [1]   the creditor may recover those charges (so far as they remain unpaid) from the hirer. (2)The conditions are that— (a)the creditor has within the relevant period given the hirer a notice in accordance with sub-paragraph (5) (a “notice to hirer”), together with a copy of the documents mentioned in paragraph 13(2) and the notice to keeper; (b)a period of 21 days beginning with the day on which the notice to hirer was given has elapsed;  As ECP did not send copies of the documents to your company and they have given 28 days instead of 21 days they have failed to comply with  the Act so you and your Company are absolved from paying. That is not to say that they won't continue asking to be paid as they do not have the faintest idea how PoFA works. 
    • Euro have got a lot wrong and have failed to comply with the Protection of Freedoms Act 2012 Schedule 4.  According to Section 13 after ECP have written to Arval they should then send a NTH to the Hirer  which they have done.This eliminates Arval from any further pursuit by ECP. When they wrote to your company they should have sent copies of everything that they asked Arval for. This is to prove that your company agree what happened on the day of the breach. If ECP then comply with the Act they are allowed to pursue the hirer. If they fail, to comply they cannot make the hirer pay. They can pursue until they are blue in the face but the Hirer is not lawfully required to pay them and if it went to Court ECP would lose. Your company could say who was driving but the only person that can be pursued is the Hirer, there does not appear to be an extension for a driver to be pursued. Even if there was, because ECP have failed miserably to comply with the Act  they still have no chance of winning in Court. Here are the relevant Hire sections from the Act below.
    • Thank-you FTMDave for your feedback. May I take this opportunity to say that after reading numerous threads to which you are a contributor, I have great admiration for you. You really do go above and beyond in your efforts to help other people. The time you put in to help, in particular with witness statements is incredible. I am also impressed by the way in which you will defer to others with more experience should there be a particular point that you are not 100% clear on and return with answers or advice that you have sought. I wish I had the ability to help others as you do. There is another forum expert that I must also thank for his time and patience answering my questions and allowing me to come to a “penny drops” moment on one particular issue. I believe he has helped me immensely to understand and to strengthen my own case. I shall not mention who it is here at the moment just in case he would rather I didn't but I greatly appreciate the time he took working through that issue with me. I spent 20+ years of working in an industry that rules and regulations had to be strictly adhered to, indeed, exams had to be taken in order that one had to become qualified in those rules and regulations in order to carry out the duties of the post. In a way, such things as PoFA 2012 are rules and regulations that are not completely alien to me. It has been very enjoyable for me to learn these regulations and the law surrounding them. I wish I had found this forum years ago. I admit that perhaps I had been too keen to express my opinions given that I am still in the learning process. After a suitable period in this industry I became Qualified to teach the rules and regulations and I always said to those I taught that there is no such thing as a stupid question. If opinions, theories and observations are put forward, discussion can take place and as long as the result is that the student is able to clearly see where they went wrong and got to that moment where the penny drops then that is a valuable learning experience. No matter how experienced one is, there is always something to learn and if I did not know the answer to a question, I would say, I don't know the answer to that question but I will go and find out what the answer is. In any posts I have made, I have stated, “unless I am wrong” or “as far as I can see” awaiting a response telling me what I got wrong, if it was wrong. If I am wrong I am only too happy to admit it and take it as a valuable learning experience. I take the point that perhaps I should not post on other peoples threads and I shall refrain from doing so going forward. 🤐 As alluded to, circumstances can change, FTMDave made the following point that it had been boasted that no Caggers, over two years, who had sent a PPC the wrong registration snotty letter, had even been taken to court, let alone lost a court hearing .... but now they have. I too used the word "seemed" because it is true, we haven't had all the details. After perusing this forum I believe certain advice changed here after the Beavis case, I could be wrong but that is what I seem to remember reading. Could it be that after winning the above case in question, a claimant could refer back to this case and claim that a defendant had not made use of the appeal process, therefore allowing the claimant to win? Again, in this instance only, I do not know what is to be gained by not making an appeal or concealing the identity of the driver, especially if it is later admitted that the defendant was the driver and was the one to input the incorrect VRN in error. So far no one has educated me as to the reason why. But, of course, when making an appeal, it should be worded carefully so that an error in the appeal process cannot be referred back to. I thought long and hard about whether or not to post here but I wanted to bring up this point for discussion. Yes, I admit I have limited knowledge, but does that mean I should have kept silent? After I posted that I moved away from this forum slightly to find other avenues to increase my knowledge. I bought a law book and am now following certain lawyers on Youtube in the hope of arming myself with enough ammunition to use in my own case. In one video titled “7 Reasons You Will LOSE Your Court Case (and how to avoid them)” by Black Belt Barrister I believe he makes my point by saying the following, and I quote: “If you ignore the complaint in the first instance and it does eventually end up in court then it's going to look bad that you didn't co-operate in the first place. The court is not going to look kindly on you simply ignoring the company and not, let's say, availing yourself of any kind of appeal opportunities, particularly if we are talking about parking charge notices and things like that.” This point makes me think that, it is not such a bizarre judgement in the end. Only in the case of having proof of payment and inputting an incorrect VRN .... could it be worthwhile making a carefully worded appeal in the first instance? .... If the appeal fails, depending on the reason, surely this could only help if it went to court? As always, any feedback gratefully received.
    • To which official body does one make a formal complaint about a LPA fixed charge receiver? Does one make a complaint first to the company employing the appointed individuals?    Or can one complain immediately to an official body, such as nara?    I've tried researching but there doesn't seem a very clear route on how to legally hold them to account for wrongful behaviour.  It seems frustratingly complicated because they are considered to be officers of the court and held in high esteem - and the borrower is deemed liable for their actions.  Yet what does the borrower do when disclosure shows clear evidence of wrong-doing? Does anyone have any pointers please?
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    • 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.

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      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
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Suspension Question


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Hi all,

On Friday I got pulled into my bosses office who informed me that I was suspended with immediate effect and the HR Dept will be in touch.

The reason given was that fuel went into my demo and another company demo reg number was used.

Now, I will point out this was not done by me nor was it instructed by me for this to happen, but because the other person said I told him to do this, I get suspended.

 

There is no proof that I instructed this to happen and there is video evidence that the other person actually put fuel in the car....

Where do I stand?

Can anyone advise?

 

I have also asked how long the suspension is for but I am getting told that there is no timescale.

Is this legal?

 

Thanks in advance

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Its called investigation. Suspension while under investigation is very normal for something that is serious.

 

And yes, it is perfectly legal and standard in almost any company.

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

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Its called investigation. Suspension while under investigation is very normal for something that is serious.

 

And yes, it is perfectly legal and standard in almost any company.

 

 

 

Thanks, I knew it was/is standard but no timescale to my suspension? Is that normal...

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It is absolutely legal if:

A) You are suspended pending the investigation, and

B) You remain on full pay.

 

Although it doesn’t feel like it, suspension on full pay is a “neutral act”, it doesn’t imply guilt or any funding of guilt, and you are no worse off (in fact you are getting paid and not having to do your normal work!)

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Yes. Although it shouldnt be prolonged. Its not unusual for an investigation to last a few weeks in some cases, but the employer should make investigations thorough and timely. Once they investigate, they will then call you to a meeting, where you can put your side forward.

 

remember, its an investigation, so they have to gather all evidence since something serious has occured. Whether you did what was alleged or the other party did and is trying to pass the buck.

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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Thanks, I knew it was/is standard but no timescale to my suspension? Is that normal...

 

Can you tell how long their investigation will take?

Can they?

 

If not, then no timescale (or “while the investigation is in progress”) is all you can expect!

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One thing, do NOT start contacting your employer asking how long it will take. Let them investigate, unless its a very long time ( multiple weeks). Also, are you in a union?

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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Thanks all, they have given no indication off any sort off timescale. I looked through our Co policy handbook and there is no mention off it at all. I just presumed that there is a timescale that they had to follow. I am in Unite, so going to contact them but obv this is stressing me out as I have never been in this situation before.

Thanks again, really appreaciate your replies

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Since you are in a union, inform your rep, and let them help. You have to follow a set procedure now. Dont get caught out.

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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Since you are in a union, inform your rep, and let them help. You have to follow a set procedure now. Dont get caught out.

 

Thanks, going to speak to them on Monday. Can I ask what you mean by 'dont get caught out'?

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Breaking procedure, or speaking to other people, hampering any investigation. Let your employer investigate, let your union rep sort things out in the meantime and find out whats going on.

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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Thanks all, they have given no indication off any sort off timescale. I looked through our Co policy handbook and there is no mention off it at all. I just presumed that there is a timescale that they had to follow. I am in Unite, so going to contact them but obv this is stressing me out as I have never been in this situation before.

Thanks again, really appreaciate your replies

 

Try not to panic or get stressed, just enjoy getting paid for doing nothing and let them do their investigation. I'd also submit a SAR to your employers requesting a copy of everything they hold , written, email or CCTV. This at least will let them know you're not going to put up with any nonsense from them.

Start every day off with a smile and get it over with.

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Breaking procedure, or speaking to other people, hampering any investigation. Let your employer investigate, let your union rep sort things out in the meantime and find out whats going on.

 

 

Ah, ok get what you mean now. I wouldnt do that anyway incase it made any sort off impact on their investigation.

Thanks again

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Try not to panic or get stressed, just enjoy getting paid for doing nothing and let them do their investigation. I'd also submit a SAR to your employers requesting a copy of everything they hold , written, email or CCTV. This at least will let them know you're not going to put up with any nonsense from them.

 

Hi, I never even thought off this but will be sending a letter in ref it.

Thanks for that

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Try not to panic or get stressed, just enjoy getting paid for doing nothing and let them do their investigation. I'd also submit a SAR to your employers requesting a copy of everything they hold , written, email or CCTV. This at least will let them know you're not going to put up with any nonsense from them.

 

why on earth would you do any of that?

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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Thats is NOT how this works and is actually very bad advice. His union is there for a reason. he needs to use them and he is doing so on monday. The union will obtain the correct information.

 

Asking for a SAR etc will get him nowhere, and is totally unneeded

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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That's your opinion. A union is only as good as its local rep, if the rep is useless then you're effectively on your own. Do not rely on a union to save you, you need to be proactive in your own defence.

Start every day off with a smile and get it over with.

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Not opinion. fact.

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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Do not request a SAR until after they have finished their investigation. If you were to request one now all you would do is delay the investigation and annoy the heck out of them. The only time to request a SAR is if the investigation does not go in your favour and you need to take legal action. To be honest with you, you won't get any tangible information from a SAR because they will deem it sensitive information with could be detrimental to the other parties involved if disclosed to you. If you have a copy of your contract and the company handbook, that is all you need at this point.

 

Contact your union rep. Let your HR department carry out the investigation and enjoy your time off but be available at all times. Don't speak to anyone else apart from your union rep. Trust no-one.

 

Good luck. I hope it works out in your favour.

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I too would avoid a SA\r and ride it out An aggressive stance raises suspicion; innocent people dont need to set up a giant defence. They're simply innocent.o

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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Morning all, thanks for all the replies. Really appreciate it, bit stressed out this morning about it again. I will speak to my union tomorrow and take it from there but I am up for a fight as this is not the first time I have been accused off something that I never did and other people seem to get away with doing, in my eyes, worse things that what I am getting accused off and nothing happened to those people, not even any HR investigations...

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Give the union all the information and let them know what you expect from them, don't accept a second rate service. Ultimately, if the union proves useless then the fight is down to you, pull no punches and attack on all fronts.

 

Passivity is not your friend, attack, attack, attack, but also try to keep a sense of perspective about the whole thing. When all is said and done it's just a job, not life and death.

Start every day off with a smile and get it over with.

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It is extremely unwise to attack on all fronts. Especially as it's just a standard investigation

Any advice i give is my own and is based solely on personal experience. If in any doubt about a situation , please contact a certified legal representative or debt counsellor..

 

 

If my advice helps you, click the star icon at the bottom of my post and feel free to say thanks

:D

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It looks like someone at your company has seen somehting and jumped to the wrong conclusion.

 

i would suggest that you are not agressive and use what you know in a dispassionate way and the chances are nothing will come of this. If you say you are going after them for this slur on your character or whatever they may well pull up the drawbridge and take a decision that is bad for them in the long run but bad for you now.

 

Once they have made a decision it can be challenged anyway but then you will be on firmer ground. No, it isnt fair but getting your rep to have a word with the person running the meeting well beforehand may mean that it doesnt happen.

Edited by honeybee13
Paras
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