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    • 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).
    • 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.  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 if paid promptly).  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 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 2) 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. 
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Don't take holiday; but won't pay or carry over.


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Hi, just as in the title really. Need some advice on my legal position please.

I work in logistics as a driver. Been at the company for just shy of 5 years.

Always had a good relationship with management. Enjoy the people/environment.

 

However, a new logistics manager has recently started and seems to be determined to stamp his authority over everything no matter how small. I think the term is "micro-managing"? He changed the holiday protocol from a calendar on the office wall where we could add our names and then let manager know if ok, to a form which must be completed and then if he agrees he and he alone will write on the big holiday calendar. 

No problem with that, probably a good idea. 

 

The problem is he has decided that due to that wonderful catch-all get-out-clause phrase "needs of the business" none of us can take any holiday in July or August. He has also written a memo that any unused holiday will not under any circumstances be paid in lieu at the end of the year or carried over into the next year. 

Only one driver is allowed off on any day for holiday, so because I was a bit slow in requesting holiday, I now have about 25 days remaining that I literally cannot take before the end of the year.

Can't take it, won't pay me for it.

 

Obviously, boo-hoo, poor me! I feel p****d by his high-handed approach, however what's my legal position. It seems grossly unfair. 

Thanks for any links to legislation on this, as "just having a polite quiet word" doesn't seem to be in his management style handbook. And losing 25 days of holiday seems wrong.

 

Edited by DescartesHorse
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 I would book the holiday as either a block or as single days spread out over 2 months.

The Working time regs say you only have to give 2 dasy notice for a day off so if your mass bookings get cancelled then you just book them again  giving the required notice.

You should raise a grievance if yu get them cancelled because you have an entitlement to take your paid leave and if they keep refusing you then you may seek redress at an ET.

the higher management wont like either the every other day off for 2 months or being dragged thriough a court because soem junior manager wants to look tough

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Thanks for the reply. I'm sorry but I don't think I fully understand what you're suggesting. Are you saying that I should book my 25 days as a single chunk and when he naturally says "no way" I simply flip him the bird and say I'm doing it anyway?

I'd love to do that, however, I imagine I'd be signing on for JSA the very next week?!

 

The same if I book two days off every week until the end of the year. He'll simply refuse and say if I do that I'll be done for gross misconduct!

 

What am I missing here? 

 

By my nature I'm not very adversarial anyway, and would always try and not wee on the pitch unless I absolutely have to, as I might win the battle but lose the war because my working relationship with him would become so toxic as to force me to leave anyway as he holds all the cards as my "boss" (yes, junior management, but I'm even MORE junior!!!)

 

Simply put - if I fill in his holiday form tomorrow requesting the last two weeks of August off, he will rip it up and say no. What do I directly do then....?

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you ask him to tell you when you can take the holidays. If the answer is never, you ask him to put that in writing.

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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I tried that yesterday, hence my posting today - he said "not yet, not yet, I'm too busy at the moment, soon, soon, get out my face, etc!"

 

He's quite a physically threatening man and I don't have the presence to put him to the question, in the moment, if you understand me.

 

Why the issue has been forced in my mind is that I really need to take the last week in August off to visit a friend in France for important reasons. The calendar that week is already showing fully booked. (The calendar is fully booked anyway from 4th week in Aug pretty much straight through to middle of November now, and only one person allowed off at a time). Also fully booked over the Xmas/New Year from Mid Dec).

 

So it's conceivable I could just about squeeze in my entitlement between around Nov 14-Dec 12 if I took it all as one block. However I don't want to, or feel it's fair.

 

I realise what is "fair" doesn't come into employment law, so do I have any legal recourse except to follow Eric's advice and begin an irrevocable war of passive-aggression until I'm forced to leave?

 

 

 

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This is where being in a union helps. 

 

Start putting requests in writing. 

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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Hi there

 

Does your company have an Annual Leave Policy/Employee Handbook?  Is there mention of Annual Leave in your Contract of Employment?

 

I only ask because, typically most employers do allow for carry over. 

 

How much leave have you taken so far? Although he can refuse your request/s he cannot refuse to let you take your minimum leave entitlement.  Minimum leave as defined in the Working Time Regulations is "Most workers who work a 5-day week must receive at least 28 days' paid annual leave a year"

 

Has Covid had anything to do with the amount of annual leave you havent' taken?  New legislation was brought in earlier this year, here is the link:

 

https://www.gov.uk/government/news/rules-on-carrying-over-annual-leave-to-be-relaxed-to-support-key-industries-during-covid-19

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Fair point - none of us drivers belong to a union, my understanding is they only help "after the event"? IE/ no point me joining now to ask for advice?

 

Without giving too much away, my company is owned by a massive multi-national, so it's not a one man and his pony outfit. I'm quite certain I could "kick it upstairs" to more enlightened management and probably get my immediate problem sorted, however it would leave my relationship with my immediate boss in such a shiitty state as to be an even bigger problem.

 

Does anyone have any legislation links to the exact issue of not being allowed to take holiday, yet not having it paid in lieu or carried into the next year? (I also realise this Covid situation is totally novel so I almost don't blame him personally, however... I don't work for love and goodwill)

 

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Thanks Sue, we cross-posted. Yes this is 100% to do with the Covid situation. I've taken 4 days annual leave out of my entitlement this year back in February before it all happened. Which, after 5 years service leaves me with around 25 days remaining). Because no one was allowed to take any holiday due to either furlough or needs of business (as we are technically key workers), it means that 12 drivers are left with 4 months to use up an impossible amount of holi-days. No problem if they'd pay in lieu or carry over, however the head office has decided in their infinite wisdom that all holiday must be used by Dec 31st. - a physical impossibility if only one driver is allowed off per day. 

 

Sneaky clever bastads, hey!

 

 

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As an aside, I've never understood this from management - it may be correct legally but situations like this just p*ss away all the goodwill amongst us "underlings" to such an extent that whenever overtime is needed or help required it just makes me/us think - "do you know what, no!"

 

I'll never understand that. Such a small thing for them, yet would give us such a feeling of loyalty and willingness to help out.

 

Anyway, all that's just me tilting at windmills. My immediate problem is how to get what I need without turning it into a d*ck-swinging contest that I'll always lose. I like my job, I'm not ready to die on this hill just yet, however I won't roll over and have my belly tickled either!

 

Appreciate all your responses, thank you. 

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I have not had any experience with Unions, however it is my understanding that the minute you sign up you are covered and therefore can ask for help on any topic.

 

I wholeheartedly agree with you re "goodwill".  This is very short sighted of the company and to treat people this way irrespective of Covid is just rotten.

 

You might want to put a call into ACAS, they are a free service and will talk through your predicament and give you some tangible advice on your rights etc.  

 

https://www.acas.org.uk/contact

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thanks again for the links, Sue. I'll look at Acas, I just don't want to have to escalate what should be such a simple thing to arbitration levels. I was hoping for a response which was (perhaps naively) "No he can't do it, and here's the law why..."

 

Anyone?

 

Failing that, as any week from end of August is equally as unavailable as any other until mid Nov, if I go to the boss and say when can I take my 25 days please, and he can't factor them in to his calendar, what would happen if he refuses to put that in writing. Do I hold the pen in his hand, van keys pressed into his neck, etc?

 

(obviously I'm speaking metaphorically).

 

 

Edited by DescartesHorse
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I'd like to take the last week in August as holiday to visit my friend. I'd understand if this particular week was problematic for boss. However 3 weeks before that, and 5 weeks after it are also "no go" either, so I'm at a loss how to move forward.

 

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Hi.

 

It seems to me that you're doing this negotiating verbally and as someone suggested earlier, it would be better in writing so you have a paper trail.

 

In terms of joining a union, no they may not help this time but if you've been with the company for five years then presumably you want to stay there it could help next time.

 

Have you spoken to your driver colleagues about the problem? You may not be the only one who's affected.

 

HB

Illegitimi non carborundum

 

 

 

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read the Working time regulations for paid holiday.

Younhave to put your request in writing and you have to gibe a minimum amount of notice. If your boss refuses your request they ahve to do so in a set time and they ahve to say why, also in writing.

As this manager is not the head of the company you can use the company grievance procedure if and when he refuses to allow you to take your leave and especially of he wont put the reasons down in writing ( that is the law so he has to).

paid holiday is set in law, you wont get saced for properly requesting it and if your manager is being a twonk just for the sake of it then they wont be in post for long.

 

get all of your colleagues to follow the correct procedure as well as it sounds as though this chap is flying by his backside rather than enforcing company policy

Edited by ericsbrother
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Appreciate the opinion Ericsbrother thanks. 

 

It's one of those situations where I can be right yet still lose out. I'll certainly get him to put his refusal in writing though. 

 

It's also difficult because his policy is "only one driver can be off at any one time for holiday". Fair enough, I understand why. However, if that means there aren't physically enough days left in the year for all 12ish drivers to take their entitlement before year end, then it becomes problematic.

 

My request for last week in August has been refused because there's already a driver booked off. So, I understand insomuch. Every other darn week has now got someone off on holiday now till mid Nov!!! 

 

I may need to force the issue with this last week in Aug. It's just a shame that things always end up this way. It's not my first rodeo with small-minded petty middle-mingers types. Shouldn't have to be this way.

 

 

Edited by DescartesHorse
*middle-management
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you have 25 days remaining. 12 drivers x 5 weeks = 60 weeks, which is more than exist in a year.

 

This rule will never work.

 

 

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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Emmzzi - you are correct! I'd never actually done the maths like that, I think in the past (I've been there for 5 years, company going for about 9), there was only ever 8 drivers, and even now most of them don't take all their holiday entitlement each year historically anyway because of this culture of "presenteeism" and the natural replaceability of old hairy-ass drivers like ourselves. Unfortunately people like me/us are a dime a dozen to management....

 

Complain too much, off you pop and there are a thousand more like you to replace you, so be grateful and keep schtum.

 

However, I'm now starting to feel a bit aggrieved about this deliberate "taking the p**s" stance from manager. 

 

Now there's 12 rather than 8 drivers you are quite correct Emmzzi - genuinely I hadn't seen that. Thanks. More ammunition for me. Ta 

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