help please - sorry a long one

teeandrew

Thanks for all the replies, should have checked before now.

I have been in touch with a solicitor who has said definately "potential" sex discrimination arising from maternity & paternity regs 1999, unfair dismissal and breach of the statutory dispute resolution procedure.

She also said all of which could be argued on their behalf and the strongest being unfair dismissal.

Has anyone had dealings with Citizens Advice? Are they any good for this kind of thing?

teeandrew

They are offering 1wk per year stat, 1wk py full pay as I guess enhanced then the entitled holiday pay.

I am still in contact with the old MD but I don't think he can speak to me until after I am no longer employed by them.

getmore4less wrote: »

On the payout, it is fairly normal to include the stat in enhanced payouts.

Are they offering you 1 week per years stat(capped at £350) + 1wk py full pay as an enhanced payment then that is an ok deal more than stat as long as you get a PILON on top of another 7 weeks(stat notice of 1wk per year), otherwise you are just getting stat payments with no enhancement at all.

If they are making good all previous bonuses and a bit more on top, you have to decide if a tribunal would give you more if you had a claim on just money grounds since the old bonus payment may be outside the time limits for making claims, depends when you actualy found out about them.

If you are not happy with the consultation process and selection, aggree with the others time for some legal help

Do you still have contact with the old MD handy to back up any discrepancies in the company records of your previous/current positions.

getmore4less

teeandrew wrote: »

They are offering 1wk per year stat, 1wk py full pay as I guess enhanced then the entitled holiday pay.

I am still in contact with the old MD but I don't think he can speak to me until after I am no longer employed by them.

What about notice?

kateab

teeandrew wrote: »

Thanks for all the replies, should have checked before now.

I have been in touch with a solicitor who has said definately "potential" sex discrimination arising from maternity & paternity regs 1999, unfair dismissal and breach of the statutory dispute resolution procedure.

She also said all of which could be argued on their behalf and the strongest being unfair dismissal.

Has anyone had dealings with Citizens Advice? Are they any good for this kind of thing?

Do you have legal expenses cover with your home insurance or other policy? It's just that it would cover this sort of thing barring a small excess. They normally appoint their own solicitor and they will look at the facts. I did this a few years back with an issue over flexible working that was ongoing but the solicitor decided not to proceed because there was less than 50% chance of success at tribunal because my employers eventually made an offer in terms of flexible working rather than an outright refusal.

It's worth ringing up and finding out anyway.

kateab

teeandrew

Finally had my insurance claim declined so now have to do this off my own back, the solicitor (very expensive one) advised that if was the case to write to my ex employer stating what I would be taking them to a tribunal for and hope that they offer me something out of court.

I know it's a tall order but with my baby mush head still on I haven't a clue what to write......... can anyone help me with a professional sounding letter? I really can't afford to involve another solicitor so any help would be greatly appreciated.

ohreally

When did your employment end - are you out of time for making a complaint to an ET?

teeandrew

I was made redundant on 31st May so got a couple of weeks before the deadline. I've sent off a letter to my former employer so shall wait and see if I get a reply.

jazzyman01

Did you appeal against the decision to make your position redundant?

teeandrew

jazzyman01 wrote: »

Did you appeal against the decision to make your position redundant?

Not in writing no, after speaking to a solicitor I was told that this should not have any negative effect on any outcome as the only person I could appeal to was the person who made me redundant and I was told in no uncertain terms that there was no job for me.

jazzyman01

Your company should take your letter as a form of appeal.

You need to ensure that you meet the ET deadline for submitting a claim. The claim should be sex discrimination (assuming you were the only female manager and not getting the bonus).

You said the temp was offered a job in a different department. I think this is a red herring in that they knew your role was going to be redundant and should have given you the opportunity to apply/take that role.

It depends on whether you want to fight it at ET or accept the enhanced redundancy terms in a compromise agreement. The benefit of the latter is knowing what you will get the former is a bit risky and, unless you have a no win no fee lawyer, potentially expensive.