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    • Hi LFI, Your knowledge in this area is greater than I could possibly hope to have and as such I appreciate your feedback. In your point 1 you mention: 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. I understand the point you are making but I was referring to when the keeper is also the driver and admits it later and only in this circumstance, but I understand what you are saying. I take on board the issues you raise in point 2. Can a PPC (claimant) refer back to the case above as proof that the motorist should have appealed, like they refer back to other cases? Thanks once again for the feedback.
    • 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.
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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.

      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.
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      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
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NHS Role - No COVID-19 vaccination - No Job


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I wanted to share my story and hopefully get any support and guidance regarding my next steps. 

 

I work in the NHS as a Clinical Psychologist. I received a letter from my employer (Dated 07/12/21) re: my COVID-19 Vaccine status. The letter indicated that their records showed that I was not currently vaccinated and stipulated that:

 

on 09/11/21 the Department of Health and Social Care formally announced that individuals undertaking CQC regulated activities in England must be fully vaccinated against COVID-19 no later than 1 April 2022 to protect patients etc…. This means that unvaccinated individuals will need to have had their first dose by 3rd February 2022, in order to have received their second dose by the 1 April 2022 deadline. Being fully vaccinated will be a condition of employment for these groups of staff…. If you are unvaccinated, please indicate your reasons for this within your email above. This will help us to identify where we will need to provide additional focused support and information to colleagues

 

I spoke with my Service Lead (21/12/21) following their supervision around this topic (20/12/21). My employer was aware of my choice not to have the vaccine due to concerns around my fertility (2 miscarriages, most recent 04/21, under Gynecologic Team for investigation).  I was informed that the view from my service was that if I had not had my first vaccination by the second week of January 2022 that I would be in breach of my contact. If I’ve had both doses by April 2022 then I will be within my contract and able to carry on working; if I have not I would be in breach of my contract and unable to work in another NHS setting. Should I continue to choose not to be vaccinated, the service lead advised that the worst-case scenario would be I would we required to work out my notice. However, with an exemption then I would be redeployed. I was offered but declined the opportunity to meet with the COVID counsellor to talk through my rationale against being vaccinated. I was advised more guidance may be coming out in January 2022 which may offer more hope.

 

I subsequently contacted my service lead to explore where I could obtain a copy of the new contract which stipulates re: the vaccine being a new condition of my employment. I was informed ‘your original contract should be with HR. Whereas I don’t think they are up to the stage of issuing new contracts. I imagine this will be next year when the new guidance comes out’. I was informed that the guidance had came from the government directly and will be going into law by April 2022; all managers were told that the service will be adhering to the standard guidance; more detail will be in the guidance document that comes out in January 2022.

 

Many thanks for your support

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 Government is in the process of passing law in Parliament, so your NHS contract of employment will state something along the lines of,  to retain your employment status, you must ensure you comply with all legal and regulatory standards.

 

The regulations were laid in Parliament on 9 November 2021 and subject to parliamentary
passage will come into force on the 1 April 2022. If the regulations are approved,
unvaccinated individuals will need to have had their first dose of an approved COVID-19
vaccine by 3 February 2022 (this date is subject to change), in order to have received their
second dose by the 31 March 2022 deadline.

 

So your existing contract of employment would not need to be amended and if you did not qualify for a Covid vaccination exemption, your employment would be ended after giving you notice.

 

https://www.england.nhs.uk/coronavirus/wp-content/uploads/sites/52/2021/12/C1470-vcod-for-healthcare-workers-planning-and-preparation-guidance.pdf

 

Clinical exemptions
Some individuals may have grounds not to have the vaccine for clinical reasons. Anyone who is unable to get vaccinated for clinical reasons will have to use the NHS COVID Pass to show their exemption status.7
The domestic NHS COVID Pass will look and work in the same way for people with clinical exemptions as it will for people who are fully vaccinated. The pass will not show that a worker has a clinical exemption. Workers will receive a confirmation letter which they should 
keep for their records and use to prove that their unable to get vaccinated. The letter will explain that the individual is medically unable to get vaccinated, the pass does not


Partnership working within and across primary care networks and ICSs are also encouraged to share resources and expert knowledge. We will engage further with primary care representatives to consider any specific guidance needs for this sector.
 

How can workers evidence that they are fully vaccinated?
Recognised evidence of COVID-19 vaccination
The NHS COVID pass, or equivalent from NHS Scotland, NHS Wales or the Department of Health in Northern Ireland; or
The EU Digital COVID Certificate; or
The Centers for Disease Control and Prevention vaccination card; or
A certificate in English, French or Spanish issued by the competent health authority which contains:
a) the individuals full name
b) the individuals date of birth
c) the name and manufacturer of the vaccine that the individual received
d) the date that the individual received each dose of the vaccine
e) details of either the identity of the issuer of the certificate or the country of vaccination, or both.
NHS appointment cards cannot be used as proof of vaccination status.
Vaccinated abroad
Individuals who are vaccinated abroad will be required to provide evidence of their vaccination status and, where necessary, have a top-up dose with a UK authorised vaccine consistent with the UK Health Security Agency (UKHSA) guidance on vaccines. To avoid
doubt, mixed doses (that is, where different vaccines have been administered to complete the dose schedule) will be accepted for the purposes of the vaccination requirements.

 

Pregnancy and Fertility
 

The Joint Committee on Vaccination and Immunisation (JCVI) has advised that pregnant women should be offered COVID-19 vaccines and that pregnant women should discuss the
risks and benefits of vaccination with their healthcare professional, including the latest evidence on safety and which vaccines they should receive8. Women trying to become pregnant do not need to avoid pregnancy after vaccination and there is no evidence to
suggest that COVID-19 vaccines will affect fertility.

 

While the Royal College of Obstetricians and Gynaecologists (RCOG), the Royal College of Midwives (RCM) and the UK Tetralogy Service recommend the COVID-19 vaccination for
pregnant and breastfeeding women, pregnant women are eligible to request short-term medical exemptions from vaccination.

 

For pregnant women, the exemption expires 16 weeks after giving birth. This will allow them to become fully vaccinated after birth. A MATB1 certificate can be used to provide evidence
of exemption status

For further guidance regarding supporting pregnant women in the workplace, please refer to Coronavirus (COVID-19): advice for pregnant employees - GOV.UK (www.gov.uk) and COVID-19 vaccines, pregnancy and breastfeeding (rcog.org.uk)

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Firstly, I am very sorry for your losses. 

 

Here is some background information.

 

  

WWW.CIPD.CO.UK

As the UK’s COVID-19 vaccination rollout continues, employers should prepare for its impact on the wider population and their workforce.

 

 

Following a consultation on mandatory jabs for frontline NHS and care workers in England it was announced that from spring 2022 it will also be mandatory for all health and social care workers, including volunteers who have face to face contact with service users, to provide evidence they have been fully vaccinated against COVID-19 in order to be deployed. This applies to NHS staff and other health and social care workers with direct, face-to-face contact with people while providing care. This includes doctors, nurses, dentists and domestic care workers, unless they are exempt. Staff such as porters or receptionists who have social contact with patients but are not directly involved in their care are also included.

 

The NHS considers there to be no evidence of risk to fertility or pregnancy from having the vaccine.

WWW.NHS.UK

Find out about the coronavirus (COVID-19) vaccination if you're pregnant, breastfeeding or might get pregnant in the future.

 

I would talk with the Covid counsellor. I would also ask to see the risk assessment for your role. For example, could it be done remotely in any way? Are you seeking a permanent exemption, or is it for a defined period of time? Be clear about what you want, and why, and for how long.

 

Sadly for you, the reality is that yes, if you are never going to be vaccinated, you may ultimately be unable to perform your work for the NHS, and subsequently be dismissed. 

 

I would speak with your union about the process and practical aspects of that. I hope your clinician has useful news for you soon.

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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 @hayho1

 

I'm a retired NHS manager who worked for 20+ years in a mental health trust (non-clinical posts).

 

While I fully appreciate your personal concerns about vaccination (and to be honest I'm not 100% convinced myself that the mandatory vaccination of clinical staff is strictly necessarily) I fear that you may be facing an uphill battle on this.

 

As others have explained, the government is passing legislation which will change your employment contract to the effect that both legally and de facto you will be putting yourself at risk of being sacked if you remain unvaccinated.  You can forget about what your contract said when you started employment.  (In fact it's very common for contracts of employment to be unilaterally changed by employers without your "consent" - unless you want to walk away from the job.

 

If I were you I would be contacting both my union and my professional body for advice and support.  (Sorry - it's so long since I retired I can't remember whether your professional body is your union or not!).

 

Also, as others have said, you should be seeking advice from your own GP and the other specialists investigating the miscarriages.

 

Is there any particular reason why you declined the opportunity to discuss your situation with your trust's COVID counsellor?  Were you advised not to?  I'm inclined to agree with Emmzzi that it would be to your benefit to talk to them.  I also agree with Emmzzi that understanding the risk assessment - if any exists - and exploring the possibility of remote working might be useful avenues to explore.

 

Good luck.  As a former NHS manager myself I feel quite uncomfortable with the introduction of "new" mandatory vaccinations, but I suspect that "greater good" arguments will prevail.

 

 

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Hayho1  to some extent I am walking on eggshells responding here since my gut instinct is surprise that you are working in the NHS seeing so many people dying from covid  and not wanting to be vaccinated. Especially as the Omicron variant appears to be much more deadly for those who are unvaccinated if what we are being told about it is true.

 

It may be that you have an underlying health problem that may be  exacerbated by being inoculated. Indeed a friend of mine has been afflicted by small cuts or lesions on her lips, tongue and elsewhere inside her mouth  which have been extremely painful and perhaps affected by the vaccinations reacting to some of the medicines she takes all the time. On the other hand the pain around her mouth has now gone and she is still alive which may not have been the case had she not taken the vaccines. 

 

On the one hand you do have the right not to be vaccinated but at the same time those around you also have the right not to be in contact with unprotected people. This is probably more important when people are visiting  hospital either as patients or visiting patients. My wife has a number of underlying health problems so much so that when she goes to hospital I am able to accompany her as her carer. She only visited hospital five times last year and stayed only twice which sounds like she had a good year compared to earlier years but she did suffer at home instead.  So you will understand that I have to be extra careful myself not to contract the virus  as I would feel so bad should I get it and pass it on to my wife. For that reason I would not want to have to deal with you were you in my local hospital. 

 

I guess that we are not going to eliminate the virus any time soon, if ever. But with so many anti vaxxers in our Country it doesn't help us as a community to minimise the spread of the virus. Sadly it appears that the death rate for anti vaxxers who contract covid is higher than those who have taken the inoculations. Which was the point of producing the vaccine in the first place-to preserve lives.  I doubt that you will be swayed from your own convictions though I would be interested to know the reaction of your fellow workers who have taken the vaccine to your stance on the matter.

 

 

 

 

 

 

 

 

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  • dx100uk changed the title to NHS Role - No COVID-19 vaccination - No Job

Some helpful posts there regarding the employment issues, and there are a number of guidelines which appear to be targeted at assisting psychologists to continue practicing with patients who are unvaccinated which may be relevant and possibly offer options, 

but perhaps there is the other issue that needs attention which has been gently touched on by others here?

 

Serious questions:

- As a clinical psychologist, How would you address similar concerns if a person was referred to you with the same?

- What was the result of raising the issue in Clinical supervision?

 

 

 

Not sure if either of the following will help? You assessment and opinion would be appreciated.

 

WWW.NCBI.NLM.NIH.GOV

Vaccine hesitancy refers to delay in acceptance or refusal of vaccination despite availability of vaccination series. The majority of...

 

https%3A%2F%2Fcpe.psychopen.eu%2Findex.php%2Fcpe%2Farticle%2Fdownload%2F7525%2F7525.pdf&usg=AOvVaw31Crp4vo3s0D8xdCiMhBck

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The Tory Legacy

Record high Taxes, Immigration, Excrement in waterways, energy company/crony profits

Crumbling Hospitals, Schools, council services, businesses and roads

 

If only the Govt had thrown a protective ring around care homes

with the same gusto they do around their crooked MPs

 

10 years to save the Vest

After Truss lost the shirt off the UKs back in 49 days

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15 hours ago, lookinforinfo said:

...

 

On the one hand you do have the right not to be vaccinated but at the same time those around you also have the right not to be in contact with unprotected people. This is probably more important when people are visiting  hospital either as patients or visiting patients. My wife has a number of underlying health problems so much so that when she goes to hospital I am able to accompany her as her carer. She only visited hospital five times last year and stayed only twice which sounds like she had a good year compared to earlier years but she did suffer at home instead.  So you will understand that I have to be extra careful myself not to contract the virus  as I would feel so bad should I get it and pass it on to my wife. For that reason I would not want to have to deal with you were you in my local hospital. 

 

...

 

@hayho1  -  while I don't necessarily agree with everything else in @lookinforinfo's post, I think they have put their finger squarely on the crux of the problem in the two sentences I have highlighted.  Patients and/or their carers - especially if they are clinically vulnerable - will be understandably reluctant to visit hospital unless they can be 100% confident that staff they will come into contact with have been vaccinated.

 

As I said in a previous post, I am not personally convinced of the necessity of having all NHS clinical staff vaccinated, but if the NHS as an organisation is fearful that people who need to be seen in hospital will not go to hospital for fear of coming into contact with unvaccinated individuals, then even I can see that vaccination should be mandatory.

 

I would repeat what Emmzzi and I posted earlier - I think you do need to discuss this with your trust's Covid counsellor and not avoid them.  And seek advice from your union and professional body.

 

It seems at the moment that your only realistic options are to seek a medical exemption and/or explore teleworking remotely.  If you are not able to do either of those, you are in a difficult position.

 

[EDIT:  Just to add, I don't under-estimate the difficulty of your situation.  I can understand your reluctance to be vaccinated and I appreciate your concerns about the vaccine, but I suspect you might be steamrollered by this as being in the interests of the greater number - which I know is not always a convincing argument.]

Edited by Manxman in exile
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18 hours ago, Manxman in exile said:

 

As I said in a previous post, I am not personally convinced of the necessity of having all NHS clinical staff vaccinated,

 

I cant think of any valid circumstance where they should not be with the possible exception of staff permanently working from home - and what happens should that circumstance quickly change for any reason?

. Even back office staff regularly come into contact with other staff, and move around the hospital, and employed staff who work from home rarely do so exclusively.

 

I am a great believer in personal choice .. alongside personal responsibility in equal measures.

... but I would no more accept that a person unvaccinated (or unmasked) through personal beliefs (whether unfounded or not) should put others at risk in a hospital (or elsewhere), than I would a personal choice to carry a firearm in a hospital.

 

 

I dont know enough about the OP's circumstances, let alone any basis the OP may believe they have for what they seem to believe, and I am not a doctor of medicine, but might be worthwhile the OP considering if there is an aspect of  'false/mistaken beliefs' at work here?

The op should be more aware of that issue than I, and although such are apparently notoriously difficult to self review I would have thought it should have been raised in clinical supervision as part of their well-being in professional practice, alongside any advice she may have been given as a patient by medical practitioners?

 

The Tory Legacy

Record high Taxes, Immigration, Excrement in waterways, energy company/crony profits

Crumbling Hospitals, Schools, council services, businesses and roads

 

If only the Govt had thrown a protective ring around care homes

with the same gusto they do around their crooked MPs

 

10 years to save the Vest

After Truss lost the shirt off the UKs back in 49 days

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I think we've been asked only to comment on the employment law aspect. I am fairly sure OP will have heard many views on vaccines by now. She has a personal set of circumstances which none of us are living through.

 

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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The op has asked for "support and guidance regarding my next steps",

 

and the employment issues are relatively clear, seem unlikely to offer a resolution and have been detailed by those far better than me at it - including your own post detailing near future NHS requirements.

 

Whereas the other part of this might be able to present a number of other possibilities for next steps

What I have presented goes directly to (should be) available support and possible next steps

Edited by tobyjugg2

The Tory Legacy

Record high Taxes, Immigration, Excrement in waterways, energy company/crony profits

Crumbling Hospitals, Schools, council services, businesses and roads

 

If only the Govt had thrown a protective ring around care homes

with the same gusto they do around their crooked MPs

 

10 years to save the Vest

After Truss lost the shirt off the UKs back in 49 days

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Gentlemen please dont hijack this thread.

 

DX

please don't hit Quote...just type we know what we said earlier..

DCA's view debtors as suckers, marks and mugs

NO DCA has ANY legal powers whatsoever on ANY debt no matter what it's Type

and they

are NOT and can NEVER  be BAILIFFS. even if a debt has been to court..

If everyone stopped blindly paying DCA's Tomorrow, their industry would collapse overnight... 

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I think you have misunderstood what I am saying, which the op should understand better.

I'm not pressing my beliefs, just my limited understanding of the OPs situation.


It seems to me that refusing to discuss the issue with the covid councillor and/or clinical supervision leaves little options for the organisation ... or the OP.

Opening up that dialogue could well open up some options for the OP and organisation which otherwise seem to be almost totally lacking.

Not saying they would open up, just that the options seem to be very limited as it is and badly need expanding.

 

Would they use any information given in a dialogue with the councilor or clinical supervision (not supervisor) against the op? Depends what it was really,

and if help is requested by the op, that could also be used by either side in a way not clearly intended - it all relies on an open and honest approach .

But it does seem the OP is in a position which desperately needs improving.

 

 

I have little doubt that seeking help and assistance from the organisation will be far more effective than digging in, although if one of the experts here says theres a realistic chance of success in any tribunal as things stand, I'll take that as given.

Anyone?

The Tory Legacy

Record high Taxes, Immigration, Excrement in waterways, energy company/crony profits

Crumbling Hospitals, Schools, council services, businesses and roads

 

If only the Govt had thrown a protective ring around care homes

with the same gusto they do around their crooked MPs

 

10 years to save the Vest

After Truss lost the shirt off the UKs back in 49 days

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