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    • be very wary upon what you see being recently posted on here 😎 regarding KIH.... all is not what it seems...  
    • 1st - all my posts on CAG are made not only in reply to the specific issue the topic starter makes but also in a general matter to advise any future readers upon the related subject - here it is kings interhigh online school. KIH lets take this topic apart shall we so readers know the real situation and the real truth...and underline the correct way to deal with KIH. https://tinyurl.com/ycxb4fk7 Kings Interhigh Online School issues - Training and Apprenticeships - Consumer Action Group - but did not ever reply to the last post.  but the user then went around every existing topic here on CAG about KIH pointing to the above topic and the 'want' to make some form of group  promoting some  'class action' against KIH . then on the 2nd march this very topic this msg is in was created. all remarkably similar eh? all appear to be or state..they are in spain... ....as well as the earlier post flaunting their linkedin ID, (same profile picture) that might have slipped through via email before our admin killed it.., trying to give some kind of legitimacy to their 'credentials' of being 'an honest poster'....oh and some kind of 'zen' website using a .co.uk  address (when in spain- bit like the Chinese ebay sallers) they run ... and now we get the father of the bride ...no sorry...father of a child at the uk-based international school in question posting ...pretending to be not the 'other alf... do you really think people are that stupid..... ................... nope you never owed that in the 1st place... wake up you got had and grabbed the phone - oh no they are taking me to court under UK jurisdiction...and fell for every trick in the book that they would never ever put in writing that could be placed in front of a court operating under their stated uk jurisdiction wherever you live. T&C's are always challengeable under UK law this very site would not exist if it were not for the +£Bn's bank charges reclaiming from 2006> and latterly the +£Bn's of PPI reclaiming both directly stated in the banks' T&C's were they claimed they were legally enforceable ...not!! they lost big time... why? a waste of more money if you've not got a court claim....... why not use them for a good outcome...go reclaim that £1000 refundable deposit you got scammed out of . people please research very carefully ...you never know who any of these people are that are posting about kings interhigh and their 'stories' they could even be one of their online tutors or a shill . don't get taken in. dx      
    • @KingsParent thank you for sharing your experience.  I also tried contacting the CEO but didn’t get very far. Do you mind sharing his contact details?  kind regards   
    • Thank you Rocky for the clarifications though they did cause a problem at first since an original windsccreen ticket was  of a different breach some time before. The current windscreen ticket only states that you were parked there for 6 minutes which is just one minute over the minimum time allowed as the Consideration period. There is no further proof that you parked there for any longer than that is there? More photographs for example? Moving on to the Notice to Keeper-it does not comply with the Protection of Freedoms Act 2012 Schedule 4. First there is no parking period mentioned on it. there is the time 20.25 stated which coincides with the W/S ticket but a parking period must have a starting and finishing time-just one time is insufficient to qualify as a parking  period as required in Section 9 [2] [a] . Are there any different photos shown on the NTK comapared to the w/s PCN? Not that that would make a difference as far as PoFA goes since the times required by PoFA should be on the NTK but at the moment Met only appear to show that you stayed there for 6 minutes. Another failure to comply with PoFA is at S9([2][e] where their wording should be "the creditor will (if all the applicable conditions under this Schedule are met) have the right to recover from the keeper so much of that amount as remains unpaid; ". You can see on your NTK that they misssed off the words in brackets. Met cannot therefore transfer the charge from the driver to the keeper. Only the driver is now liable. Then their is the discrepancy with the post code on the NTK  HA4 0EY which differs from the post code on the contract and the Post Office Postcode Finder which both list it as HA4 0FY. As you were not parked in HA4 0EY the breach did not occur. In the same way as if you were caught speeding in the Mall in London, yet you were charged with speeding in Pall mall London [a street nearby] you would be found not guilty since though you were speeding you were not speeding in Pall Mall. I bow to Eric's brother on his reasoning on post 12 re the electric bay abuse  That wording is not listed on their signs nor is there any mention on the contract of any electric charging points at all let alone who can park there or use them. He is quite right too that the entrance sign is merely an invitaion to treat it cannot form a contrct with motorists. Also the contract looks extremely  short no doubt there will be more when we see the full Witness statement. As it stands there is no confirmation from Standard Life [or Lift !] on the contract that Savills are able to act on their behalf. Also most contracts are signed at the end of the contract to prevent either side adding extra points. So their percentage  chance of winning their case would be somewhere between 0.01 and 0.02.    
    • Owners of older vehicles tell the BBC of their anger that their cars' apps will stop working.View the full article
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      On 15/1/24 booked appointment with Big Motoring World (BMW) to view a mini on 17/1/24 at 8pm at their Enfield dealership.  

      Car was dirty and test drive was two circuits of roundabout on entry to the showroom.  Was p/x my car and rushed by sales exec and a manager into buying the mini and a 3yr warranty that night, sale all wrapped up by 10pm.  They strongly advised me taking warranty out on car that age (2017) and confirmed it was honoured at over 500 UK registered garages.

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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.
      We will be recommending that people do include this adverse judgement in their bundle so that when they go to county court the judge will see both sides and see the arguments against this adverse judgement.
      Also, we will be to demonstrate to the judge that we are fair-minded and that we don't mind bringing everything to the attention of the judge even if it is against our own interests.
      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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Dismissal from job - Advice please !


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Today my husband was very suddenly dismissed without warning from his job.  He was told it was because lost faith in him because he had left fuel cards (he was a fleet manager) in a draw unattended.  He has been with the organisation for 11 months with no complaints and only ever good feedback.   The contract states that the discplinary procedures don't apply and no process has been instigated or followed.  They subsequently denied later today that he 

Some further context, he worked for a repairs service that provided services to a housing association.  The housing association was a charitable company and the repairs service was a trading company (I think).  In January it was announced that the repairs service would be merged with the housing association to share systems and reduce operating costs.  This took place on the 1 April.  It was then announced to people working for the repairs service that job may be under threat and there would be a consultation.  My husbands job was ring-fenced but he was not included in the consultation pool.  That consultation is still ongoing until the 17th July.  Should he have been included in that consultation pool and if so can they legally dismiss him during that period?

His previous manager retired in June and an interim Ops Manager is in place.  This Ops manager is clearly looking for reduction in costs as suggested that the car allowance should be removed from project managers which was not done.  

Despite the role being ring-fenced, the job description was being changed with a move to a different business area and new reporting line.  He also saw new JDs for Team Leaders that included elements of his current job role.

Have they broken the law by incorrectly not including him in the consultation pool and if he should have been included dismissing him during that consultation period?

Any advice gratefully received, including any suggestions for potential letters to follow up with to his previous employer.

Thanks in advance!

 

 

 

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Others will need to advise you on whether your husband should have been involved in the consultation process, and whether that has any bearing on what happens to him, but two things jump to mind immediately:

1. With less than 2 years service, an employer can normally dismiss an employee on the spot, with little or no justification required.

2. If his employer is using his handling of fuel cards as justification for dismissal, the fact that they don't really need justification with less than 2 years service notwithstanding, what does his contract or any published policies have to say about fuel cards and how they should be stored?

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I don't think the two year thing is accurate but it depends on the probation period for the role but 2 years is a very long probationary period.

This smacks of using any excuse to get rid of staff so they don't have to redeploy them or pay them compensation (redundancy).

You need an employment lawyer and you may have access to one for free with your home insurance or a Union membership you have either?

 

 

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The two years is nothing to do with a probationary period Homer, it's the qualifying period before which an employee doesn't yet enjoy full employment rights.

There are certain circumstances where the qualifying period doesn't apply and dismissal is automatically 'unfair'. Or, if the person involved has a protected characteristic under the Equality Act. If neither of those caveats apply then an employee can be dismissed within 2 years with no obligation on the employer to follow a disciplinary process.

More information here:

Employment Rights

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Leaving fuel cards accessible does sound like a dismissable offence to me, I am afraid. And something ti is reasonable for a fleet manager to know about.

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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