Sexual discrimination/equal pay issue

DCodd

dwichmann wrote: »

this date can be altered by simply changing your system date and saving a copy of the file.

That old trick was good for time limited trial software which is why they come with a limited number of uses now but I have never experienced it changing the created date, just the last accessed/modifired dates?

Pete111

Keep us informed Hedger

I personally think that (assuming your posts to be factual etc etc etc) The tribunal is more likley to side with your wife rather than the company

However, with Tribunals it is often unwise to state for definite what they will or won't do so I will leave it at that and wish you all the best for next month!

1984ReturnsForReal_2

Pete111 wrote: »

Keep us informed Hedger

I personally think that (assuming your posts to be factual etc etc etc) The tribunal is more likley to side with your wife rather than the company

However, with Tribunals it is often unwise to state for definite what they will or won't do so I will leave it at that and wish you all the best for next month!

On at least one point they will side with the wife. If it ever gets there.

1984ReturnsForReal_2

Zazen999 wrote: »

Because they want equal pay and it's the law???

No it is not & definitely not in this instance.

BLT_2

hedger wrote: »

my wife is being treated terribly in work and is now threatened with redundancy. a quick overview:
wife has been employed for 4 years as a H&S advisor in a construction co. she was employed after obtaining her NEBOSH cert. after 2 years her direct manager left and was replaced with an old timer who really hadnt a clue. around this time another male advisor joined the company carry out the same type of work. last year when she went for her annual review the director very foolishly set down the male advisors package details. after reading the letter my wife said it would be great if i earned this much however i dont - the male employee is earning £6500 a year more than my wife and alos receives £100 per month more car allowance! the director near died with embarrasment after realising his error in showing the other guys package. my wife followed this meeting up with an email to the director asking for equal pay but he said "it is up to each employee to negotiate their package when they start". since then she has been treated terribly (including bein forced to work in scotland for 3 days a week) and was afraid of pushing it further (despite me urging her to).

now there is the threat of redundancies and another helpful director has told my wife in private that it is between her and the higher paid male advisor who will go. this is even before any appraisal has taken place. low and behold she was told on friday that the "embarrased" director and the incompetent manager will be doing her assessment!

i think its a cast iron case of equal pay and sexual discrimination. any thoughts/advice? should she take a grievance about the pay now? wud that prejudice her assessment?

Anyone ever noticed that everyone states that the manager is incompetent but they or their partners are personally superb at their job.

Perhaps your wife is incompetent and no one has actually told her to her face.

Ooopps no that wont be the case, she is no doubt the best thing to hit the firm since they first started business :rotfl:

terra_ferma

BLT wrote: »

Anyone ever noticed that everyone states that the manager is incompetent but they or their partners are personally superb at their job.

Perhaps your wife is incompetent and no one has actually told her to her face.

Ooopps no that wont be the case, she is no doubt the best thing to hit the firm since they first started business :rotfl:

Yawn :-O
If you are trying to be funny (and not having much success) at least say something new.
Lots of people have made the same stupid comments, it's getting really boring....

BLT_2

terra_ferma wrote: »

Yawn :-O
If you are trying to be funny (and not having much success) at least say something new.
Lots of people have made the same stupid comments, it's getting really boring....

Sadly I didn't have time to read through every post on the thread so wasn't aware this had been said before. However I congratulate you on your diligence in monitoring every post

terra_ferma

BLT wrote: »

Sadly I didn't have time to read through every post on the thread so wasn't aware this had been said before. However I congratulate you on your diligence in monitoring every post

Good, you have nothing to answer back with, and just admitted that you are posting randomly without having a clue about the discussion that is going on here.
Life is so much easier when people prove you point for you

Zazen999

1984ReturnsForReal wrote: »

No it is not & definitely not in this instance.

Not the law? Or not the case?

Have you any idea what you are talking about?

hundredk

1984ReturnsForReal wrote: »

I remember the correct chain of events Hedger.

Why would anyone put a request in writing for equal pay unless they were going to use it against the company at a later date?

But that is old ground.

For every action there is a reaction.

Zazen999 wrote: »

Because they want equal pay and it's the law???

1984ReturnsForReal wrote: »

No it is not & definitely not in this instance.

Equal pay and discrimination are not the same thing.

It is legitimate for employers to remunerate employees who have the same job description with different packages based on their skills, knowledge, experience etc.

What they should not do is differentiate based solely on gender.

With regards to this thread, ultimately a tribunal will have to decide on the balance of probability, which, if any of the above applies when they are presented with the facts.

A typical claim for unfair dismissal or discrimination will be dealt with over the course of one or two days and the witnesses for both sides will be subjected to rigorous cross-examination by lawyers and by the Employment Tribunal. In preparation for the hearing, the parties will have to put together an agreed bundle of documents and exchange written witness statements.
The key to success generally lies in careful preparation and a good understanding of the relevant issues. In practice, most cases turn on a conflict of evidence and it becomes apparent during the course of the day that not all the witnesses can be telling the whole truth! The Employment Tribunal generally have to determine matters of evidence on the balance of probability which means that they have to decide which party's account of events is more likely to be correct.