7db wrote:Or what about all the passengers on the 328 bus yesterday -- he stopped a bit sharpish, alarming a passenger, thus passing the threshold for a S3 offence.
We were all aiding and abetting by not rising up and mutinying?
Does aiding, abetting etc really apply to sins of omission?
MGF wrote:PeteG wrote:Is an example of the aiding, abetting etc if I was to sit in the passenger seat of a vehicle, being driven by someone well over the drink-drive limit and knowing fine well that he is - and taking no steps to prevent him?
If you are not in any way assisisting him to drive I don't see how you can be A,A,C,Ping.
You do not normally have a legal obligation to interfere with someone who is breaking the law.
My point is that an intructor/observer (or what ever else you want to call yourself) is exerting influence/control over another in their driving & can be guilty of an offence by omission. The IAM or others will be in a similar position to employers in this regard, as an organisation with control & responsibilities over those acting in it's name within it.
As has been said the aiding, abetting, counseling & procuring applies to all summary & indictable offences. We don't have to look at it's application to speed offences alone to see how omission applies.
The case law for turning a blind eye stems from "R v J F Alford Transport".
Without going into it all, what it came down to was that a number of drivers were allegedly commiting driving offences & the management knew but did nothing.
The ruling shows that what is required to prosecute successfully is that
1) That one of the managers has knowledge of the offences, but takes no steps to prevent those activities.
2) The manager concerned had intended directly/indirectly to encourage (e.g. turning a blind eye). It was not necessary for the manager to have intended to commit an offence.
Such a manager was a representative of his organisation & as such the organisation would be criminally liable for aiding and abetting.
In view of that, I don't think the IAM can take any other stance than that which they do, whether that prevents getting people through the door or not.
I should point out that in the stated case the company in question were acquitted, because the required evidence wasn't presented, but the case set precedence for what is required.
Any views expressed are mine & mine alone.
I do not represent my employer or these forums.