Partner dismissed - am in despair

Milkshock

bobajob_1966 wrote: »

They *could* also tell you to go spin!

well they havent have they? as i said ive already got cast iron assurances over the validity and terms of the agreement.

and as ive said elsewhere it only takes ONE person to make a decision on behalf of an entire organisation.

KiKi

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.

Daily Mail crowd? Where the hell do you get your ideas from?

Telling this poor lady that her husband may be able to get a Compromise Agreement, a payoff, redundancy, insurance payouts, a reference saying he left due to stress... You live on a different planet. It's got nothing to do with reading the Daily Mail (which I certainly don't) - it's about giving sensible, helpful advice instead of false hope.

You have ONE experience of a CA. You cannot apply that one experience to this.

The man was USING DRUGS AT WORK. He has been suspended. He works in a blue collar job. This is not going to end well. That's not to be disrespectful to blue collar workers at all, but compromise agreements tend to be used either in situations where the employer has potential liability, or where the staff are senior, or where they want to avoid bad publicity.

This is gross misconduct. If he's not dismissed I will be amazed. There is the very slightest possibility that if the manager is kind, caring and generous that he will agree not to give any reference at all. But I doubt it.

Even if he resigns, the employer can still say he resigned pending an investigation for GM.

Your suggestions are not kind. They give ridiculous hope. The woman needs sensible advice (hence my previous post).

OP - yes, he should consult his union. To ensure this is a fair investigation and disciplinary if nothing else. There may be nothing they can do to make things better, but having someone's support through it may be very helpful for him.

ETA - Milkshock, it's not helpful to keep responding to others about your own situation on this thread. This lady needs some advice and having another debate about your issues won't help her at the moment.

KiKi

bobajob_1966

Milkshock wrote: »

well they havent have they? as i said ive already got cast iron assurances over the validity and terms of the agreement.

and as ive said elsewhere it only takes ONE person to make a decision on behalf of an entire organisation.

Not yet, but they haven't given you any of this compensation you're expecting either have they?

Sambucus_Nigra

Milkshock wrote: »

that is not the case

no investigation has yet been held.

pending issues should NOT be referred to in a reference.

Who says?

Can you direct me to any references that say this?

dandelionclock30

His reference will say what the employers policy is and what is agreed.
So it could be dismissed, resigned or no mention to the reasons for leaving and just a confirmation of the dates of employment.

custardy

can we move the milkshake saga to the thread i assume he/she has?
its not helping the OP if they ever come back

Milkshock

Sambucus_Nigra wrote: »

Who says?

Can you direct me to any references that say this?

yes. my own.

Sambucus_Nigra

Milkshock wrote: »

yes. my own.

Exactly. Nuff said.

Milkshock

bobajob_1966 wrote: »

Not yet, but they haven't given you any of this compensation you're expecting either have they?

not yet

but look at it this way

if i had no agreement in place there would be no recourse to anything at all for me!

RobertoMoir

Milkshock wrote: »

not yet

but look at it this way

if i had no agreement in place there would be no recourse to anything at all for me!

For someone who was worried about the OP getting help a few posts ago, you're certainly not helping now by engaging in discussion of your problems in their thread.