Partner dismissed - am in despair

Milkshock

bobajob_1966 wrote: »

How will he be able to use this payment protection policy? They are not going to make him redundant!

ive heard of people being able to swing these things IF they havent been fired but left.

possibly tell them he left due to stress etc...

you will need employer to play along with this of course, which they may be unwilling to do.

a lot of negativity on these forums but then i guess thats the daily mail crowd for you.

Milkshock

Sambucus_Nigra wrote: »

You have one experience. One. You currently have a thread where you were not successful in your own Compromise Agreement - so I can't see how you can apply your failure to advise others.

not successful? you mean i didnt get one?

Sambucus_Nigra

Milkshock wrote: »

not successful? you mean i didnt get one?

Well, you failed to get one that worked, evidently.

custardy

Milkshock wrote: »

ive heard of people being able to swing these things IF they havent been fired but left.

possibly tell them he left due to stress etc...

you will need employer to play along with this of course, which they will be unwilling to do.

a lot of negativity on these forums but then i guess thats the daily mail crowd for you.

.......................................................

bobajob_1966

Milkshock wrote: »

ive heard of people being able to swing these things IF they havent been fired but left.

possibly tell them he left due to stress etc...

you will need employer to play along with this of course, which they may be unwilling to do.

a lot of negativity on these forums but then i guess thats the daily mail crowd for you.

Why would an employer lie for an employee who has committed gross dismissal?

Sambucus_Nigra

Milkshock wrote: »

ive heard of people being able to swing these things IF they havent been fired but left.

possibly tell them he left due to stress etc...

you will need employer to play along with this of course, which they may be unwilling to do.

a lot of negativity on these forums but then i guess thats the daily mail crowd for you.

No - he will get a reference which says he left whilst he was suspended for drugs misuse and assault.

What's the truth got to do with the Daily Mail?

Savvy_Sue

warez22 wrote: »

He is a member of the union but he hasn't approached them yet as he doesnt seem to think there is any point - I dont know whether there is or not:(

I'd say there is always some point in approaching the union. And can I ask what evidence there is that he was smoking cannabis at work? And is there evidence that he did push his colleague? (which could be the more problematic area ...)

I ask these questions, because some years ago, in another workplace, a colleague left a pouch of a tobacco like substance in a room hired for a training day. The senior manager found it, and for some reason I've not been able to fathom decided to take it home. Later that evening the 'offender' rang the doorbell and asked if a pouch had been left, and said "I can explain ..." The manager said "Don't explain, please take it and leave." So far, so good.

They then suspended the 'offender', who was (fortunately for them) a member of the union. Come the day of the disciplinary, and the union rep said "What evidence do you have that this was not a tobacco pouch containing anything other than tobacco?" Well, by giving it back, the manager of course had absolutely diddly squat to go on, case dismissed ...

So, the pushing - was this witnessed? Or is it the OP's partner's word against his colleague's? And was it a serious shove, or a jokey 'get out of my face' push? And is that sort of behaviour something which does go on?

I freely admit that this is clutching at straws, and it will be down to the union rep whether or not any of it will fly.

skintandscared wrote: »

My advice to his missus is get him into a drug rehab programme or tell him to leave.

I'm not sure there's much residential drug rehab if you're 'only' smoking cannabis. NA might be a better bet, and WILL be faster if there's a local meeting. Also the partner's willingness to attend will be a clue as to how serious he really is about never smoking the stuff again ...

sophieschoice wrote: »

A few years ago a friend worked in a distribution centre for one of the big 5 supermarket chains.
They did random drink and drug testing. I once asked what happens to the people who fail the test. I was told they were offered help to stop drinking/drug taking and not necessarily sacked. Maybe worth appealing to the employer in this case?
I don't know about the 'pushing' bit the OP posted though.

It is true that some employers will offer help and support, and it would be worth him checking whether or not this employer is one of them.

Notwithstanding that, and what I posted earlier, is there a chance that this is not his first offence? Especially if this employer is meant to be one of the supportive ones. You have to wonder ...

Milkshock

Sambucus_Nigra wrote: »

Well, you failed to get one that worked, evidently.

and for which they *could* potentially be liable for not upholding. certainly they have come out with assurances that they must not give out anything other than the agreed reference, they may will give me some compensation. i doubt if this issue will occur again in the future.

so in a sense it has worked, because the breach has at least in part been addressed.

bobajob_1966

Milkshock wrote: »

and for which they *could* potentially be liable for not upholding. certainly they have come out with assurances that they must not give out anything other than the agreed reference, they may will give me some compensation. i doubt if this issue will occur again in the future.

They *could* also tell you to go spin!

Milkshock

Sambucus_Nigra wrote: »

No - he will get a reference which says he left whilst he was suspended for drugs misuse and assault.

What's the truth got to do with the Daily Mail?

that is not the case

no investigation has yet been held.

pending issues should NOT be referred to in a reference.