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dissmisal from DHL for PCN in London borough!!
howardo
Posts: 2 Newbie
help!!! i got dissmised from DHL for parking on a pavement (i know this is illegal) but all i wanted to do was appeal the PCN. my company paid the PCN before i had a chance to appeal!! i got dissmised for misconduct. anyone had similar? anyone know if i should have a case? help!!! thanks. ray howard
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Comments
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help!!! i got dissmised from DHL for parking on a pavement (i know this is illegal) but all i wanted to do was appeal the PCN. my company paid the PCN before i had a chance to appeal!! i got dissmised for misconduct. anyone had similar? anyone know if i should have a case? help!!! thanks. ray howard
If it is covered under "gross misconduct" then they probably can. They don't want their drivers giving them a bad name. Most of us break driving laws at some point but when you're driving a marked company vehicle you've got to be so careful.It's someone else's fault.0 -
You need to check your contract of employment and all t&c relating to your job.0
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Before we start demonising anybody, let's gather the facts.
@ OP: you mention "appeal", so on what grounds would you have appealed? Were you (or were you not) actually parked on the pavement as the PCN alleges? How long were you employed by DHL? Did you pass the PCN to DHL yourself or did you ignore it and let the council send a "Notice to Owner" to them? Did you ever receive any PCN (or was it issued to keeper by virtue of CCTV)?0 -
Before we start demonising anybody, let's gather the facts.
@ OP: you mention "appeal", so on what grounds would you have appealed? Were you (or were you not) actually parked on the pavement as the PCN alleges? How long were you employed by DHL? Did you pass the PCN to DHL yourself or did you ignore it and let the council send a "Notice to Owner" to them? Did you ever receive any PCN (or was it issued to keeper by virtue of CCTV)?
Actually, all that is irrelevant if the OP's contract of employment didn't outline that this is a sacking offence and if they did not go through the proper disciplinary procedures.
Clearly, if an employee raised at a disciplinary hearing that the charge was didputed and the company acted precipitously before any appeal to the council was made and heard, then the OP has a very good case for an indusrial tribunal, regardless of the outcome of any appeal resolution from the council. At that point, the matter of whether or not an offence had occurred was in dispute and, until upheld, the employee should not have been dismissed.
So this is NOT primarily a parking matter, it is an employment legislation one.
I suspect, though, that there is much missing from the original explanation from the OP.0
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