Driving Solicitors

Learn About these Laws Surrounding the Use of Dash Cams in the UK

Dash cams are legal in the UK
This is definitely the most important thing to know about dash cams in this context. You won’t require special permissions to use dash cam on UK roads since they are legal. In fact, you would just fit one in your car without the need to notify someone.

Certain situations of using dash cams require you to inform other people

You must inform others about a dash cam if your car is not solely for personal use. At times people share their vehicles, for example in instances of company schemes or a taxi service. You have to tell the other person in the car that they are being recorded. It is a matter of breach of privacy. If you sound record, sometimes even video record another person without them being aware, it is considered a serious breach of privacy. So if you operate a taxi, or you drive minicab, coach, cabbies and others, you must inform every passenger who enters your vehicle.

Dash cams can be used in court
Dash cams can provide valuable information in a case in court. There have been cases in the UK where dash cams have been used to prove a case that otherwise would have been left to testimony and conjecture. The first jail sentence to be handed with the aid of a dash cam in the UK was in 2015 when a dangerous driver was convicted with the assistance of an incriminating dash cam footage.

A dash cam by a concerned citizen helped the police, who then proceeded to arrest the driver. So yes dash cams are useful in law courts where necessary and have been used. In fact, there are so many cases of police tracking down lawbreakers in the country using dash cams. Driving solicitors also utilise dash cams to help prove cases

Incorrect installation of a dash cam is illegal
One thing that could invalidate your use of a dash cam is how it is fitted. It is very important to understand that dash cams should only be fitted in a way they don’t obstruct your field of driving while driving. You could be fined for unsafely positioning a dash cam. What is worse is that driving solicitors working for you may not use the footage recorded in an incorrectly installed dash cam since it is considered inadmissible in court. You could even be charged with a driving offence should a road traffic collision happen when you have an incorrectly mounted dash cam.

You can submit a dash cam footage to the police reporting law-breaking motorists on UK roads

Just any footage that shows another motorist breaking the law. In July 2018, Nextbase, a dash cam manufacturer partnered with the regional constabularies, (including the police forces) of England and Wales launched the National Dash Cam Safety Portal. This is where you can quickly and easily submit a footage to the authorities.

negligence

How To Recognise And Deal With Gross Misconduct

Gross misconduct is a serious behaviour by the employee that is so bad that it destroys your relationship with the employee. Where experts are involved, gross misconduct becomes professional negligence and can lead to the dismissal of the employed professional.

It might be challenging for some people to recognise gross misconduct but it is pretty easy to do so. Generally, gross misconduct is a serious breach of contract, including what an employer finds to be a cause of serious damage to a business or company. These are offences which irreparably break down trust and relationships in a business. You can find a professional negligence solicitor to guide and offer assistance in recognising and dealing with gross misconduct.

No exhaustive list of offences is available but common ones include

– physical violence
– damage to property
– bullying
– theft
– accessing pornographic and other obscene material sites
– damaging a company’s reputation
– incompetence caused by dependence on alcohol and/or drugs
– failure to obey rules
– breaching health and safety rules
– serious neglect of duty

To easily recognise gross misconduct, you as the employer should have your own list with regards to the circumstances of your business. It would also be advisable to state that the list is not exhaustive. A better way to do it is to inform your employees of anything that generally could break down relationships and harm your business.

Having such a list shows that any employer involved in gross misconduct was aware that committing a certain offence is very serious and can lead to their dismissal.

You should be careful when dealing with gross misconduct. Ensure you have a disciplinary procedure for your business or firm, which is unique to it. Make sure that the policies and procedures used when dismissing an employee comply with the ACAS code of practice. This is because failing to follow the ACAS guidelines even in the event of professional negligence can lead to unfair dismissal claims. You most certainly don’t need a claim made against the company especially when you have already lost.

Take into account always neutrality and impartiality when dealing with gross misconduct. If it is possible, make sure roles of an investigation officer, disciplinary officer and appeal manager are performed by different members of the management team. No biases or unfair treatment can be associated with a dismissal handled this carefully. In case of a dismissal that escalates to a tribunal hearing, you are protected as the employer.

There are times when an employer is unable to decide if an offence counts as gross misconduct or not. You should involve a professional negligence solicitor if you are unsure of a situation before rendering a dismissal.

There are actually other alternatives to dismissal when dealing with gross misconduct. You can issue a warning, give a period of suspension without pay, strip seniority, demote or redeploy.