Need Advice on Next Step in Redundancy Case

Nassy

Hi,

I need some advice over how to proceed over a redundancy and sex discrimination case. First I will provide some background.

I made a claim against a former employer several months ago relating to unfair dismissal on grounds of sex discrimination. A number of incidents lead to my work being unfairly put under supervision (and also duties that were given to me previously stripped from me) apparently due to alleged concerns over delays to a project although I was not invited to a review or consultation. I believe I was a scapegoat based on many different reasons.

As for the redundancy process itself, where i was put in a pool for not being "senior", there were also signs my selection was predetermined. For example there was a selection pool error (with someone being taken out because of an unfair dismissal threat because they were "senior". Also when I submitted a flexible work request a few days before I was put "at risk" a meeting was arranged but they did not consider my proposals carefully.

Finally in the appeal itself allegations were made against me and was threatened with the sack suggesting I leaked confidential information but have no idea what those allegations were.

The latest update is that I have just received the response to my Sex Discrimination questionnaire. First of all I feel some of the answers are evasive - lots of content but that either ignore the question or play what happened down. For example they will not say what I did to get accused of potential gross misconduct.

However the main tactic used in the response to the questionnaire is to play all of this down by implying that my role was less "senior" when I joined. They've never explained this but they have now come up with a new embellishment on their defence and say that there was always an "informal supervision arrangement" in place when I was hired. I know this is at worst a lie, at best very tenuous. :mad: I was hired at the same level as existing members, was never told anything different and was tasked with an important project (that one of my colleagues even admitted they were jealous of). I wasn't aware of any supervsion process/arrangement enforced or otherwise. To the contrary the team I joined was in disarray. Any suggestions on what to do next? :cool:
I am considering writing a letter to the Company's solicitor making it clear what I think of this new claim.

Or should I simply wait until the tribunal actually direct me to start asking questions/ and disclose my documents etc... Not certain what to do really? Any ideas?

Nassy

Decided I think on balance it is better that I bring this up with the solicitor and reiterate that from my perspective I was hired at the same level and that i would of course have trusted the employer that this was the case since I saw no evidence otherwise. I will ask why it is the respondent did not raise the point that there was an "informal supervision process" before and will ask to see what my former line manager has to say on the matter (to try to call their bluff) I have some documents that contain information that I believe would make their argument appear less truthful but in the meantime I need to make it clear that I have spotted this new claim (otherwise there is a risk the tribunal may be less likely to believe my version of events) I also wish to try and apply pressure but at the same time won,t reveal too much of my hand (and risk giving my former employer a chance to yet again change the defence tactic). :cool: