breach of compromise agreement by employer.

saintjammyswine

Fight the power brother.

Milkshock

saintjammyswine wrote: »

Fight the power brother.

:beer::beer::beer::beer::beer:

:beer::beer::beer::beer::beer:

pelirocco

Milkshock wrote: »

I cannot agree to "deny" the existence of the warning or the circumstances relating to it but if the organisation is asked direct questions about it, it will decline to answer, unless required by law.

shes only said relevant staff, because only specific staff have access to my reference as this is held on my personnel file. however in the above sentence shes closed off any avenue for anyone to comment about the disciplinary in any way.

I read the quite a few of the earlier pages , lost the will to live so jumped to the last page , so I might have missed out on some important stuff .........However If I am right in thinking this post means that the ex employer will not answer certain questions that a prospective employer might ask them about this employee.........then surely this is going to ring alarm bells ?

saintjammyswine

No, really don't please!!!!!! Run, while you can.

Milkshock

right at the risk of aggravating people im going to ask a couple of questions which id like a straight answer to if possible - no smart !!! comments please!

if you leave a place of work before an investigation or hearing has taken place (although an investigation meeting is set) are you within your legal rights to say there was no pending disciplinary before you left?

and secondly, if informal issues are stored on personal files of employees, does the employee legally need to be informed of this?

Emmzi

a) no, it was pending
b) no. but they can ask to see them and request any inaccuracies be amended. If indeed they "exist" by the time you have asked for them.

SarEl

Milkshock wrote: »

right at the risk of aggravating people im going to ask a couple of questions which id like a straight answer to if possible - no smart !!! comments please!

if you leave a place of work before an investigation or hearing has taken place (although an investigation meeting is set) are you within your legal rights to say there was no pending disciplinary before you left?

and secondly, if informal issues are stored on personal files of employees, does the employee legally need to be informed of this?

No. And no.

Milkshock

Emmzi wrote: »

a) no, it was pending

thanks with regard to a)

im trying to work out whether i did in fact 'lie' when i was asked by new employer if there were any further disciplinary incidents and i said no. they didnt ask if there were any pending issues just if i had any further disciplinaries to my name.

my concern is whether they could really stand up in a court of law and call me a 'liar' in the face of this on that issue.

Milkshock

SarEl wrote: »

No. And no.

thanks, see my response above, your input is welcome.

Jarndyce

Milkshock wrote: »

thanks with regard to a)

im trying to work out whether i did in fact 'lie' when i was asked by new employer if there were any further disciplinary incidents and i said no. they didnt ask if there were any pending issues just if i had any further disciplinaries to my name.

my concern is whether they could really stand up in a court of law and call me a 'liar' in the face of this on that issue.

Yes and yes.

Don't mention it.:)