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    • the Town and Country [advertisments ] Regulations 2007 are not easy to understand. Most Council planing officials don't so it's good that you found one who knows. Although he may not have been right if the rogues have not been "controlling" in the car park for that long. The time only starts when the ANPR signs go up, not how long the area has been used as a car park.   Sadly I have checked Highview out and they have been there since at least 2014 . I have looked at the BPA Code of Practice version 8 which covers 2023 and that states Re Consideration and Grace Periods 13.3 Where a parking location is one where a limited period of parking is permitted, or where drivers contract to park for a defined period and pay for that service in advance (Pay & Display), this would be considered as a parking event and a Grace Period of at least 10 minutes must be added to the end of a parking event before you issue a PCN. It then goes on to explain a bit more further down 13.5 You must tell us the specific consideration/grace period at a site if our compliance team or our agents ask what it is. 13.6 Neither a consideration period or a grace period are periods of free parking and there is no requirement for you to offer an additional allowance on top of a consideration or grace period. _________________________________________________________________________________________________________________So you have  now only overstayed 5 minutes maximum since BPA quote a minimum of 10 minutes. And it may be that the Riverside does have a longer period perhaps because of the size of the car park? So it becomes even more incumbent on you to remember where the extra 5 minutes could be.  Were you travelling as a family with children or a disabled person where getting them in and out of the car would take longer. Was there difficulty finding a space, or having to queue to get out of the car park . Or anything else that could account for another 5 minutes  without having to claim the difference between the ANPR times and the actual times.
    • Regarding a driver, that HAS paid for parking but input an incorrect Vehicle Registration Number.   This is an easy mistake to make, especially if a driver has access to more than one vehicle. First of all, upon receiving an NTK/PCN it is important to check that the Notice fully complies with PoFA 2012 Schedule 4 before deciding how to respond of course. The general advice is NOT to appeal to the Private Parking Company as, for example, you may identify yourself as driver and in certain circumstances that could harm your defence at a later stage. However, after following a recent thread on this subject, I have come to the conclusion that, in the case of inputting an incorrect Vehicle Registration Number, which is covered by “de minimis” it may actually HARM your defence at a later stage if you have not appealed to the PPC at the first appeal stage and explained that you DID pay for parking and CAN provide proof of parking, it was just that an incorrect VRN was input in error. Now, we all know that the BPA Code of Practice are guidelines from one bunch of charlatans for another bunch of charlatans to follow, but my thoughts are that there could be problems in court if a judge decides that a motorist has not followed these guidelines and has not made an appeal at the first appeal stage, therefore attempting to resolve the situation before it reaches court. From BPA Code of Practice: Section 17:  Keying Errors B) Major Keying Errors Examples of a major keying error could include: • Motorist entered their spouse’s car registration • Motorist entered something completely unrelated to their registration • Motorist made multiple keying errors (beyond one character being entered incorrectly) • Motorist has only entered a small part of their VRM, for example the first three digits In these instances we would expect that such errors are dealt with appropriately at the first appeal stage, especially if it can be proven that the motorist has paid for the parking event or that the motorist attempted to enter their VRM or were a legitimate user of the car park (eg a hospital patient or a patron of a restaurant). It is appreciated that in issuing a PCN in these instances, the operator will have incurred charges including but not limited to the DVLA fee and other processing costs therefore we believe that it is reasonable to seek to recover some of these costs by making a modest charge to the motorist of no more than £20 for a 14-day period from when the keying error was identified before reverting to the charge amount at the point of appeal. Now, we know that the "modest charge" is unenforceable in law, however, it would be up to the individual if they wanted to pay and make the problem go away or in fact if they wanted to contest the issue in court. If the motorist DOES appeal to the PPC explaining the error and the PPC rejects the appeal and the appeal fails, the motorist can use that in his favour at court.   Defence: "I entered the wrong VRN by mistake Judge, I explained this and I also submitted proof of payment for the relevant parking period in my appeal but the PPC wouldn't accept that"   If the motorist DOES NOT appeal to the PPC in the first instance the judge may well use that as a reason to dismiss the case in the claimant's favour because they may decide that they had the opportunity to resolve the matter at a much earlier stage in the proceedings. It is my humble opinion that a motorist, having paid and having proof of payment but entering the wrong VRN, should make an appeal at the first appeal stage in order to prevent problems at a later stage. In this instance, I think there is nothing to be gained by concealing the identity of the driver, especially if at a later stage, perhaps in court, it is said: “I (the driver) entered the wrong VRN.” Whether you agree or not, it is up to the individual to decide …. but worth thinking about. Any feedback, especially if you can prove to the contrary, gratefully received.
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    • deed?  you mean consent order you and her signed? concluding the case as long as you nor she break it's conditions signed upto? dx  
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Enforced vaccination or sack? Legal?


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Just the basics if anyone has any experience here please:

 

I work for a private sub-contractor providing transport logistics, servicing the NHS.

 

I come into no contact with patients or healthcare professionals, but do have to move equipment that has been in hospitals.

 

I don't want to have a HepB injection.

 

I was told by my line manager that as a 'duty of care' issue they can 'force' me to have the injection.

 

I refused. My objectionable manager took great delight in telling me this will be gross misconduct.

 

Despite the confrontational language used, I imagine the end-story of this stand off will be my manager telling me if I don't have it I will be sacked, rather than him holding me down and forceably stabbing me with a needle?

 

I've worked for the company for three years. I refuse to have the injection. It is not work critical. I've offered to sign a waiver.

 

Can he sack me? There's nothing in my employment contract originally signed in 2015 about my continued employed being dependent upon being stabbed with unproven viruses, etc.

 

Any advice. I'm tempted to go in all guns blazing, but..

Edited by Mr.P
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I assume he meant can require you to have the injection if you want to stay working for them. I doubt it's gross misconduct but they could probably make it a condition of employment. Presumably not just you but all employees doing the same job as you? Is it a requirement of the NHS for employees of their logistics contractors to have the vaccination?

 

 

Is the hepatitis B vaccine unproven, as you claim? I don't think that's the view of the NHS or most medical professionals.

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The Hepatitis B vaccine is not an "unproven virus".

 

The employer is entitled to require vaccination where they, or a client, believe that there is a risk of infection, either to you or to other people. Hep B is commonly vaccinated against in many employments, including the NHS, and social care. If this is your employers policy, then unless you can provide a very good reason for refusing to comply, then yes, they can dismiss you - and they may do so even if you have a very good reason. Having a good reason to refuse isn't a guaranteed escape route as it depends why they are asking for it.

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My point is there's nothing in my original employment contract about having vaccinations. He's now saying it's a condition of employment after the event.

I point blank refuse to have this injection.

When he tells me in anger "You're fired" and I take it to ET, who's going to win? (And as much as I appreciate your opinion on it I can get opinions down the pub, do you please have any legislation to ease my concern) Thanks

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There is a safe an effective vaccination against Hepatitis B. However, forcing an employee to have an injection against their will is assault. Making it a condition of employment is debatable especially if they are not in a high risk group (i.e. medical professionals, prison officers, or the police).

 

More information can be found here: http://www.hse.gov.uk/biosafety/blood-borne-viruses/immunisation.htm

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Joking aside, it can't be right that after 3 years work I can be forced to have something stuck into my body that goes against my protected religious characteristics or lose my job, when it's not in my original contract? What next in years to come? Maybe drivers will need enforced GPS embedded in their necks to track their movements, and if we disagree - sacked? Thin end of the wedge.

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Firstly, I think you are bonkers refusing the vaccination.

a) it is a sub-unit vaccine : not a live virus vaccine, so can’t give you HepB.

b) Hep B is highly infectious and very hardy. It can survive outside the body for substantial periods.

If their concern is that you may come into occupational contact with something contaminated with HepB, they are doing the right thing offering you vaccine pre-exposure. Have you a good reason for not wanting it? (See below).

 

That said, not everyone responds to the vaccine, and if you want to play with him a little, say “OK then, what are you going to do if I am a vaccine non-responder? Sack me for something I have no control over?”

(Some people will never respond to the vaccine, no matter how many doses they have of it. Some will respond but will need multiple extra doses.

If someone hasn’t responded at all to the initial course of 3 doses, they’ll also check if the reason is that they have been previously infected .... which they might not know!. If previous infection is detected they won’t give them any more doses of vaccine as there is no point!)

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The employer is entitled to require vaccination where they, or a client, believe that there is a risk of infection, either to you or to other people. Hep B is commonly vaccinated against in many employments, including the NHS, and social care. If this is your employers policy, then unless you can provide a very good reason for refusing to comply, then yes, they can dismiss you - and they may do so even if you have a very good reason. Having a good reason to refuse isn't a guaranteed escape route as it depends why they are asking for it.

 

It is wise to take note of Sangie's comments. If the employer has done a risk assessment and/or it is a requirement of the client, then they may well have the upper hand should you ever take it to ET.

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Thanks MrP, I've read around this forum and it seems 100% Sangie posts seem to take a strange pleasure in saying "Employers always great ; Employees **** cannon fodder, and I'll belittle you if you disagree" Ha! Imagine he was probably 'let go' for being over-zealous and miserable by some double-glazing HR department, and now spends his days online, curtains drawn in his mum's basement acting the big 'I am' lol!

 

Thanks Mr P for some helpful and non-judgmental advice - reminds me why CAG used to be alright.

 

Actually, Sangie is:

1) a “she”, not he

2) A senior union official, and really wants to help workers.

Yet, that doesn’t mean “tell them what they want to hear”.

You’ll get an unvarnished opinion, and if that is “yes, the employer can do that” : it is likely that it isn’t because Sangie is on the employer’s side, but because (even if it is morally wrong) that is what the employer can get away with, so that is what you need to be told can happen.

 

It is wise to take note of Sangie's comments. If the employer has done a risk assessment and/or it is a requirement of the client, then they may well have the upper hand should you ever take it to ET.

 

+1.

 

Up to you if you want to Ignore Sangie’s advice, and, TBH accusing them of being in the employer’s pockets is a pretty good way of ensuring people will think “no point answering, they’ll ignore anything they don’t want to hear”.

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Joking aside, it can't be right that after 3 years work I can be forced to have something stuck into my body that goes against my protected religious characteristics

 

Hep B vaccine isn’t a blood product. What religion doesn’t allow Hep B vaccination?

 

If someone is exposed to Hep B and had previously not had (or had refused), or not responded to vaccination, one of the options is Hep B immunoglobulin (in effect “borrowing other prople’s immunity”). Now, that is a blood product, and contrary to some religious beliefs.

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Sangie is a 'she'?

 

To everyone else, thank you for your replies. I still don't think it's right that I can be forced to have something injected into my body against my will just to keep a minimum wage job, but you all seem to have no problem with it, so I guess I must be in the wrong. I'll keep looking online....

Edited by honeybee13
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Sangie is a 'she'?

 

Well, I was trying to highlight it could be perceived as sexist to assume someone is male without good reason to do so.

However, all you’ve done now is add further reason for me to perceive the comment, and you, as sexist.

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Well, I was trying to highlight it could be perceived as sexist to assume someone is male without good reason to do so.

However, all you’ve done now is add further reason for me to perceive the comment, and you, as sexist.

 

I'm going to assume that this is a troll and is intentionally abusive and offensive. Not the first one. Won't be the last. Isn't it funny how someone who is a new poster, never posted before, suddenly knows that CAG "used to be good" and now isn't because I post here? Or knows my posting history within minutes of arriving?

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I've removed some offensive remarks from the thread.

 

To the OP - please keep this thread to dealing with your work problems. I think it would be helpful if you told us a bit more about your protected religion and the problem with vaccination, as Bazza mentioned.

 

HB

Illegitimi non carborundum

 

 

 

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I'm going to assume that this is a troll and is intentionally abusive and offensive. Not the first one. Won't be the last. Isn't it funny how someone who is a new poster, never posted before, suddenly knows that CAG "used to be good" and now isn't because I post here? Or knows my posting history within minutes of arriving?

 

Yes, I thought the same.

 

My instincts with this is, that if the employers believe that having the injection is a necessary health and safety measure, provided they can offer up evidence of why the injection is needed, that the employer would be justified.

 

However, before they dismissed someone for not having the injection, I would think it would be reasonable to conduct an assessment. Can measures be implemented, where any issues caused by not having the injection are reduced/removed.

We could do with some help from you.

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Firstly I think your bonkers for not having the hep b.

No religion says you cant have it unless you've made up your own religion.

Secondly it doesn't have to be in your contract. Its a health and safety matter, and that is an ever evolving beast.

The employer is trying to protect its employees.

Thirdly if it was the other way round and you vo tracted hepatitis b and the employer didn't insist on vaccination,you would be here saying can I sue my employer.

Lastly, dont go off on Sangie, you need no nonsense truthful advice, not someone who pats you on the head and gives you the answer you want.

The employer can insist on vaccination. It wont be a case of assault as the employer wont actually give it, it will be a medical professional and if you dont have it they cannot expose you to a tangible risk.

 

In conclusion

Go for it all guns a blazing... They will dismiss you and unfortunately you would lose at an ET on health and safety grounds.

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yawn. Too many armchair egos here. Thanks Mr P for replying actual legislation.

 

Moderators, please feel free to delete this thread. It's just another in a long list where the usual CAG egos offer opinions with precious little actual factual legislation.

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