breach of compromise agreement by employer.

skintandscared_2

Milkshock wrote: »

why does it make a difference which department they came from, since everyone in the organisation is bound by the CA.

As a matter of fact the person does work in HR. And?

If my HR department signed a CA agreement I wouldn't have a clue about it.

Milkshock

skintandscared wrote: »

If my HR department signed a CA agreement I wouldn't have a clue about it.

so you mean you think you would not be bound by it in any way?


:rotfl::rotfl::rotfl:

i can assure you when a CA is signed everyone working in the organisation is bound by its terms.

skintandscared_2

Only after you seriously tried to find a way of keeping it though.

but i didnt keep it therefore broke no contract.

As far as I can see they did. However they were not prepared to lie when asked directly by the new employer.

did they? what they did was confirm everything the 3rd party said, thereby verifying what could very well have been viewed as wild claims.

or at least i could have told them myself what the issues were, and put my side of the story accross (albeit positively from my point of view)

So, you were actually made redundant and PAID to leave and you still managed to shut them up over the disciplinaries.... Well done you!

You have absolutely no right or expectation for your company to lie to cover up your disgusting behaviour.

You COULD have told the prospective employer "your side" at the interview, but you chose to lie. Your bad. Intrigued to know what "positive spin" you would have put on it though. Was your colleauge on fire, so you threw your drink over them to save their life?!

Heh. :rotfl:

skintandscared_2

Milkshock wrote: »

so you mean you think you would not be bound by it in any way?


:rotfl::rotfl::rotfl:

i can assure you when a CA is signed everyone working in the organisation is bound by its terms.

Oh I'm sure that legally they are. But if they have no knowledge of it, they are acting in a personal capacity and that argument would survive for about 5 seconds in court. If I were you, I'd be asking myself why does everyone dislike me so much?

Milkshock

skintandscared wrote: »

Oh I'm sure that legally they are. But if they have no knowledge of it, they are acting in a personal capacity and that argument would survive for about 5 seconds in court. If I were you, I'd be asking myself why does everyone dislike me so much?

the point is it did come from the HR department anyway. And obviously so, as only they in the organisation would have access to the detail about my employment history. And I believe I have enough proof to identify who it was that tipped off.

my enemies live only within the HR department, and not outside it.

why do you think i managed to get a payoff and get the organisation to shut up? because the people with actual power (no one in hr has any power i hasten to add) knew that it was a problem i had with a few named individuals - no more and no less.

the same people with power who now, in order to force some kind of internal discipline are issuing me with a letter of assurance over the nature of the CA.

if it was me i would not bother holding a grudge against someone unless that someone had taken something away from them, or stopped them from gaining an advantage - but then thats just me.

skintandscared_2

No disrespect intended but you seem to have a severe superiority complex. Do you actually believe you are untouchable?

No matter what the outcome of this sorry and sad saga is, you need to learn to stop behaving like a child, control your behaviour, stop lying and accept responsibility. Oh, and get out of the HR field - you are seriously not cut out for it. Anyone working in HR should be aware of policies which you clearly have no clue about.

Milkshock

skintandscared wrote: »

No disrespect intended but you seem to have a severe superiority complex. Do you actually believe you are untouchable?

No matter what the outcome of this sorry and sad saga is, you need to learn to stop behaving like a child, control your behaviour, stop lying and accept responsibility. Oh, and get out of the HR field - you are seriously not cut out for it. Anyone working in HR should be aware of policies which you clearly have no clue about.

all of that is complete rubbish of course

but perhaps you could spend a few minutes of your time to make me laugh by telling me which policies and procedures i am not aware of?

and in terms of your respect

you can disrespect me all you like i could not care less.

certain peoples respect i do value, other people i have no intention of giving a toss either way, and you certainly fall into the latter category.

Uncertain

Milkshock wrote: »

...... other people i have no intention of giving a toss either way, and you certainly fall into the latter category.

You have just summed yourself up to perfection!

skintandscared_2

Milkshock wrote: »

all of that is complete rubbish of course

but perhaps you could spend a few minutes of your time to make me laugh by telling me which policies and procedures i am not aware of?

and in terms of your respect

you can disrespect me all you like i could not care less.

certain peoples respect i do value, other people i have no intention of giving a toss either way, and you certainly fall into the latter category.

The fact that you are clearly unaware that assault at a work function (outside of working hours) still constitutes misconduct. The fact that you are unaware (or don't care) that sending an email badmouthing colleagues is also a disciplinary offence. That you don't know a company cannot legally lie for you. Your general attitude. If you have read any of my posts you will see I have tried to give advice to help you, you ungrateful little !!!!!!. Please take them to court and lose every penny you don't have, it would make my day. Bye.

Milkshock

skintandscared wrote: »

The fact that you are clearly unaware that assault at a work function (outside of working hours) still constitutes misconduct. The fact that you are unaware (or don't care) that sending an email badmouthing colleagues is also a disciplinary offence. That you don't know a company cannot legally lie for you. Your general attitude. If you have read any of my posts you will see I have tried to give advice to help you, you ungrateful little !!!!!!. Please take them to court and lose every penny you don't have, it would make my day. Bye.

hang on

did i anywhere claim that i didnt have any misconducts to my name???

are you saying i am not showing enough shame in having these to my name???

yes i have 1 and 1 which was pending

i was not sacked.

the misconduct occurred at the same time that my post was deleted, and therefore i was made redundant.

the employer acknowledged not to talk about these to future employers, and confirm to them that i was made redundant.

they signed a legal agreement to do so.

it is very likely (provable in fact) that a tip off occurred that came from a source within the organisation, and not an ex-employee as claimed.

the organisation compounded matters by confirming their own tip off.

the same organisation is prepared to assure me that the agreement from the start made clear that any information about me to a future employer must be strictly in line with the CA reference.

in terms of me lying i could produce an email from the new employer which mentions nothing about me lying but everything about the conversations they had with ex employer, so i could use that instead as evidence if it appears that lying will hold me back.

and the employers defence? yes, we know all that but the employee was a bad guy.....

and you are saying i have no case????