Done something stupid!

redcard

Problem with that is the employee did not indicate they might leave. The OP indicated the might want to leave, as it would 'solve the problem'.

scooby088

One thing the jobcentre do not post jobs on directgov confidentially you either have employers details on the advertised job or you have to ring the 0845 number which is with the job. Or on the very rare occasion you can ask the adviser in the jobcentre. I think the OP has opened to company up to possible ET action with regards to the job, and why advertise a job when there is actually no job on offer?

Pete111

scooby088 wrote: »

One thing the jobcentre do not post jobs on directgov confidentially you either have employers details on the advertised job or you have to ring the 0845 number which is with the job. Or on the very rare occasion you can ask the adviser in the jobcentre. I think the OP has opened to company up to possible ET action with regards to the job, and why advertise a job when there is actually no job on offer?

For the reasons I described - happens quite a lot

OP - can you confirm if the employee said they might leave or did you ask them to consider leaving.

ILW

Many businesses run recruitment ads just to get a bank of people on file should any position need to be filled in the future. Unless the ad included start dates etc you have nothing to worry about. It is just forward planning.

smileylondongal

Pete111 wrote: »

For the reasons I described - happens quite a lot

OP - can you confirm if the employee said they might leave or did you ask them to consider leaving.

I think Pete's advice to the OP is spot on in terms of the approach to take and wording. I'd 'fess up as soon as possible to the manager to ensure they don't hear about it from other channels - if possible, do this in person.

As for what may happen, you don't know and can only do your best in this situation. Sometimes, we do stupid things, I don't think anyone can say otherwise.

smileylondongal

jamespir wrote: »

i think you should offer them something for the stress caused either weeks paid hol or a bonus in their wages

i agree with Googlewhacker, plus it would be admitting wrongdoing of some kind so I'd take legal and/or your manager's advice on it before acting on next steps.

Jarndyce

jamespir wrote: »

i think you should offer them something for the stress caused either weeks paid hol or a bonus in their wages

Whiteroom under NO circumstances should you follow this irresponsible advice, even if you do have the authority to do so. You would be creating problems when there may not even be the need to do anything. Ignore this.

bevanuk

Jarndyce wrote: »

Whiteroom under NO circumstances should you follow this irresponsible advice, even if you do have the authority to do so. You would be creating problems when there may not even be the need to do anything. Ignore this.

Yes. Until someone tells you that you have done something wrong don't even think about trying to appease the situation. In some way/shape/form it will be as if you have admitted liability.

UnderPressure

I am no great legal mind when it comes to employment law but from the tone of your posts it is clear to see this situation is causing you some concern so I did not want to read and run without at least offering some encouragement

For what it is worth and from what you have said I agree 100% with Pete111, I cannot see where you have gone wrong or what you have done that could be construed as being wrong or even immoral. The only thing I can see from what you have said is you "may" have broken some company policy by not gaining authorisation before advertising the post however this is no biggy especially considering those "above" have been encouraging you to find a way of disposing of this staff member in the first place.

Stay calm and express yourself the way Pete did in his post any employer would be hard pushed to find anything you have done wrong, I would have the attitude of complete surprise if anyone even questions you about this and would put the point across that as far as you were concerned you were acting on feelings that had been expressed by senior management towards this employee and also you were acting in the best interests of the business to ensure it was not without a key member of management for longer than necessary.

I would now take a deep breath and completely forget about until as or even when someone has a conversation with you about it

Best of luck I am sure it will all level out in the end, at the end of the day there are still "performance" issues with this member of staff they should take priority really over anything that has happened so far.

Hammyman

whiteroom184 wrote: »

the employee found out because one of his staff applied for the job, the job centre then told them what job it was

What did you expect? Of course they will tell them what the job is.