Sexual discrimination/equal pay issue

hedger

Pete111 wrote: »

hundredk wrote: »

Come in this thread quite late so not read all posts.


Shame, you missed out on a lot of fun.....! (sort of)

All signs continue to point strongly to 'settlement via compromise agreement' Hedger.

Good luck as previously and well done in getting a union involved. That will increase the pressure given the comedy of Mgt/HR errors that is unfolding.

P

thank you Pete.
U are correct about the involvement of the Union. He tore strips off them and really helped my wife (who was understandably nervous) in the meeting. being very experienced in this type of thing he took the lead and adjourned to discuss issues privately. he honestly said hes never witnessed a worse redundancy consultation process or "criteria"

ps. he also secured my wife an extras month pay because the company has done something wrong with the notice period

hundredk

hedger wrote: »

its at appeal with employer - no chance of being re-instated goin by the appeal concluding with the MD wishing my wife good luck in her future career (then sheepishly apologising when pointed out it was an appeal hearing) :rotfl:

hope to achieve more money and satisfaction and to hopefully expose (this has been prob achieved already) the director who deliberately went out of his way to unfairly dismiss my wife

Sounds like OH wouldn't want reinstatement so what happened to claiming for discrimination instead of/as well as unfair dismissal. And likely more money that route too...

Pete111

Is it just the extra notice secured at present or have the company agreed a compromise yet Hedger?

P

PS I almost felt the need to apologise on behalf of their incompetent HR person - gives the rest of us a bad name by the sound of it. Then I remembered their actions have been very helpful to your case....!

hedger

hundredk wrote: »

Sounds like OH wouldn't want reinstatement so what happened to claiming for discrimination instead of/as well as unfair dismissal. And likely more money that route too...

she prob will put that in too when it goes to tribunal.
there is an equal pay issue ongoing as well that is going straight to the equality commission (who are very concerned at the initial facts about the case) once the company reply to my wifes grievance letter and hearing

hedger

Pete111 wrote: »

Is it just the extra notice secured at present or have the company agreed a compromise yet Hedger?

P

PS I almost felt the need to apologise on behalf of their incompetent HR person - gives the rest of us a bad name by the sound of it. Then I remembered their actions have been very helpful to your case....!

Pete it is just extra notice i think because they done something legally incorrectly (I havent got the full reasoning behind it) - the union guy said there is no argument over it

the HR manager has been shown to be a complete idiot. What also went in our favour was the HR Director (experienced and quite shrewd) phoned in sick and didnt attend the appeal hearing so it was left to the MD (who squirmed throughout at some of the revelations) and the HR Manager (who was badly out of his depth). the MD and HR guy actually had words during it and the MD stepped in on 3 occassions cos he knew the HR guy was contradicting the companies apparent stance and what should have happened in the redundancy process.

ps. my wife was told the appeal would be chaired by a Director from another dept in the company, neutral & unrelated to her work. her MD turned up and he is in charge of the director that caused all this and is my wifes ultimate boss so should he have been there cos he def cudnt be impartial in any way?

hedger

another question. Whilst ur appeal is still pending can your employment be terminated? My wife had to leave yday (after 1months notice) and has had her phone etc turned off. Surely she has to be given a reply in writing that her appeal was unsuccessful?

Pete111

Pretty sure they can

If her appeal is sucessful then they will allow her back and turn her phone back on as she will be reinstated as an employee. At the same time that scenario is playing out, Gordon Brown will be running naked around the house of commons shouting 'It's all my fault! It's all my fault!' whilst beating himself with a large haddock

Apart from the phone thing, the MD's comments in the meeting and the general attitude of the company though - are you quietly confident that the appeal will be upheld?

hedger

Pete111 wrote: »

Pretty sure they can

If her appeal is sucessful then they will allow her back and turn her phone back on as she will be reinstated as an employee. At the same time that scenario is playing out, Gordon Brown will be running naked around the house of commons shouting 'It's all my fault! It's all my fault!' whilst beating himself with a large haddock

Apart from the phone thing, the MD's comments in the meeting and the general attitude of the company though - are you quietly confident that the appeal will be upheld?

:rotfl::rotfl:

hedger

sorry we have another question and it might be confusing!
My wife had 2 x grievances (equal pay and complaining about the selection process) in before it was announced she was bein made redundant. after she lodged these she had 1 x grievance hearing (for both grievances). The company has only now, after she left on wednesday, sent her 2 x letters (which frankly didnt answer anything) as their official response to the grievances . My question is can we appeal the company responses if she has left?
we have information from Equal Opportunities Comm that states you should always appeal the grievance hearing decision before going to tribunal otherwise any award will be reduced by 10-50% but that info is based on you still bein employed in the company so we are a bit confused.
appreciate any help or advice

Pete111

hedger wrote: »

sorry we have another question and it might be confusing!
My wife had 2 x grievances (equal pay and complaining about the selection process) in before it was announced she was bein made redundant. after she lodged these she had 1 x grievance hearing (for both grievances). The company has only now, after she left on wednesday, sent her 2 x letters (which frankly didnt answer anything) as their official response to the grievances . My question is can we appeal the company responses if she has left?
we have information from Equal Opportunities Comm that states you should always appeal the grievance hearing decision before going to tribunal otherwise any award will be reduced by 10-50% but that info is based on you still bein employed in the company so we are a bit confused.
appreciate any help or advice

You should still be able to appeal - If a letter came in on that basis from a recently redundant employee I would likelyhear the grievance (as if I didn't it may be held against the company at tribunal)

I agree it is usualy best to appeal and follow the full process but perhaps it's worth checking your best course of action with the union/lawyer first though? - This one is pretty convaluted!

P