HR/Legal issue

somethingcorporate

If it is a small company (and often with big companies) any action you take regarding these emails could seriously harm your chances of progressing within the company.

You need to decide what you want to do, haul your boss over hot coals for the HR / comments issue or pursue your career there. If the latter then I would forget about the emails issue and get on with your job and any efforts to go for that better one (if the opportunity still exists).

Good luck!

SJ_Jones

TBH I've given up hope of progressing in this company due to a) the attitude they already have towards my possible job application for a better job and b) their resistance to helping me fund the course I'm going to do. I try & see it now as a way to fund my studies, and to try & get more experience in different areas to help my future job hunting.

Which is a shame, as I've got into a really good working relationship with immediate colleagues

DVardysShadow

SJ_Jones wrote: »

TBH I've given up hope of progressing in this company due to a) the attitude they already have towards my possible job application for a better job and b) their resistance to helping me fund the course I'm going to do. I try & see it now as a way to fund my studies, and to try & get more experience in different areas to help my future job hunting.

Which is a shame, as I've got into a really good working relationship with immediate colleagues

Look for another job. Get it, put in a claim for constructive dismissal, settle out of court?

bigpound

Is there any record that were authorised to have access to their emails?

Googlewhacker

DVardysShadow wrote: »

Look for another job. Get it, put in a claim for constructive dismissal, settle out of court?

Do you honestly believe the OP would win from what you have heard so far?

3% remember win, very low and if no grievance has been raised then the company can't correct their mistakes.

zzzLazyDaisy

DVardysShadow wrote: »

Look for another job. Get it, put in a claim for constructive dismissal, settle out of court?

That wouldn't work because in order to have any chance of success at all in a CD case, OP would have to invoke the grievance procedure and give the employer the opportunity to put things right before resigning. She would also have to act promptly in response to the conduct complained of.

(I realise your comment was a bit tongue in cheek, nevertheless I think it is worth making clear what is involved in a CD case - most of which fail anyway)

DVardysShadow

Googlewhacker wrote: »

Do you honestly believe the OP would win from what you have heard so far?

3% remember win, very low and if no grievance has been raised then the company can't correct their mistakes.

You are far too straight laced. It's a bit gung-ho.

It is terrible to go for constructive dismissal having lost a job. But it looks potentially worth a punt to take the matter forward if OP has found a new job. While only 3% win, given the embarrassing content of the emails, the company would immediately lose reputation once the case reached an ET hearing. So this looks to me a better than 3% chance on an out of court settlement.

I note LazyDaisy's comment on the procedural aspects. A grievance is the right way to start this off.

SueC_2

I think I would wait for my boss to ask me to look up something in his Inbox, and then casually say "Oh yes, here it is, right next to the one about the size of my a$$".

zzzLazyDaisy

SueC wrote: »

"Oh yes, here it is, right next to the one about the size of my a$$".

:rotfl: :rotfl: :rotfl:

Sorry OP, I know the situation you are in is not funny, but this made me laugh

dickydonkin

SJ_Jones wrote: »

Today I found an email to a member of off-site staff with reference to the size of my backside.

Does you organisation have an IT policy?

If so then as stated:

it was a member of staff, who works off-site.

Then that person was potentially in breach of it.

If the company has a 'dignity at work policy' then the clown making such a stupid comment will almost certainly be in breach of that as well.

I have to state however that the person making the remark in an email must not be the brightest crayon in the tin.