Sexual discrimination/equal pay issue

1984ReturnsForReal_2

hedger wrote: »

eh? explain that one to me please?

If it goes down the route its likely to they wont take to kindly to having documentation meant for only other employees & company diary records of other employees being used as evidence against them.

Once you start the process it will not be nice, other than you possibly getting money there is no other positive that you will get from it.

hedger

1984ReturnsForReal wrote: »

If it goes down the route its likely to they wont take to kindly to having documentation meant for only other employees & company diary records of other employees being used as evidence against them.

Once you start the process it will not be nice, other than you possibly getting money there is no other positive that you will get from it.

the letter showing the males salary was handed back immediately and the electronic diary is a common database showing the workload and how its distributed. so nothing top secret.
if theyve nothing to hide what is there to worry about

1984ReturnsForReal_2

hedger wrote: »

the letter showing the males salary was handed back immediately and the electronic diary is a common database showing the workload and how its distributed. so nothing top secret.
if theyve nothing to hide what is there to worry about

Hedger.


Not a personal question but I was wondering how old you & your wife are?

I bet on mid twenties.

astrid35

1984ReturnsForReal wrote: »

As for recording the meeting just take a dictaphone & hide it in something.

Be careful about secretly tape recording conversations. If I were you I would check out the legal position about recording conversations without consent in a business setting and whether or not this could be used/is admissable as evidence in a tribunal or case (if that's what it comes to).

You could ask someone impartial (is there a HR dept?) to sit in on the meeting and to take a note which is agreed and signed by both parties.

1984ReturnsForReal_2

astrid35 wrote: »

Be careful about secretly tape recording conversations. If I were you I would check out the legal position about recording conversations without consent in a business setting and whether or not this could be used/is admissable as evidence in a tribunal or case (if that's what it comes to).

You could ask someone impartial (is there a HR dept?) to sit in on the meeting and to take a note which is agreed and signed by both parties.

HR rarely are impartial.

aj2703

1984ReturnsForReal wrote: »

HR rarely are impartial.

Agreed if your gonna have someone impartial, i'd make it someone not connected with that department.

hedger

1984ReturnsForReal wrote: »

Hedger.


Not a personal question but I was wondering how old you & your wife are?

I bet on mid twenties.

we look that age both 34

1984ReturnsForReal_2

hedger wrote: »

we look that age both 34

Sorry Hedger.

Thought you were younger.

You dont go down the route your going & everything smells of roses coming out the other end.

Future employers are mostly reluctant (generalisation but overall accurate) to employ staff that have sued or taken previous employers to tribuneral for fear of being canned if they make a silly mistake.

Employers also resent having their own databases used again them..

hedger

another question. what are the laws regarding replacing a position in a company? the H&S manager left about 1 year ago and wasnt immediately replaced. a few months later the company put a H&S advisor into his place without interviews or selection process. no-one else given the opportunity to apply for it (despite being as well qualified and experienced). im just curious, is this allowed?

woody01

bendix wrote: »

. . . says the guy who calls himself an academic.

Which he/she/it clearly isn't.
He/she/it cannot even post a useful comment.