Coxy11 wrote: »
A friend who has worked for their employer for 23 years, umblemished service and was awarded high marks in their appraisals, is being investigated for gross misconduct. The issues surrounding this are complex. A lot of the evidence is based on hearsay and speculation that they have done something wrong, rather than hard evidence/paper trail etc.
My question is, during their interview with their employer next week, they may have the opportunity to resign rather than be dismissed. How will this affect any possible reference the employer can give them; ie. will it be stated that the employee resigned during an investigation for gross misconduct? Similarly if the company decide to dismiss them, will they state that on a reference?
Many thanks for your time.
zrj wrote: »
j have taken redundancy after 13 years the last time I saw a contract was.9 years ago so wondered what was the statutory rights then as I don't have the contract to look out can u help please
karenlyth25 wrote: »
I have worked for a large city firm for 6 years of which 4 I have been bullied by a woman in the office whose son I use to date. She and her friends have been awful to me. I never get invited to events (i am told by my boss I dont need to be as they are not company events but these are christmas parties the whole office attends!!!), I don't get to see birthday/leaving cards, she wont sort out my expenses/post. I have been verbly abused on numerous occasions too. I have finally had enough and resigned but have just been told that I will have to repay, pro-rata, the last 3 years bonus I have worked incredibly hard for. I feel absolutely floored. I have put up with this for 4 years and I couldnt take no more....there were times when I was so depressed I want to go off sick but I didn't i continued to stuggle on.
My HR dept had been notified buty they said I would need to speak with my manager to sort it out which I did. I was told by people, in no uncertain terms, that going to HR will make the situation worse and would make look for a reason to get rid of me so I never made a formal compliant....something I very much regret.
Where do I stand which regards to paying this bonus back? The company call it a retention award but its a actually an annual incentive plan. They want me to pay back £3k...something I cannot and dont want to pay back. Where do I stand please?
SuSu1871 wrote: »
I've been advised that I might have a case of Breach of Contract against my employer, but I can't see anything in my contract specifically about this issue. To summarise:4 years ago - Got an RSI that took over 18 months to fix
2 years ago - Started to get bullied by senior director. Manager repeatedly tells me "not to let it get to me"
16 months ago - Finally went to HR with formal complaint about bully. Bully retired within a month.
12 months ago - was signed off sick with stress. Spent some months as day patient at the Priory
8 months ago - Returned to work 3 hours a day 2 days a week. Was advised that we were getting a contractor to support the team
5 months ago - RSI returned and stress as bad as it had been 12 months ago. Now working 3 hours a day 4 days a week
6 weeks ago - Contractor started work and has taken about 90% of my workload (not the team's workload, just mine)
I now have nothing to do at work, my stress level's through the roof, I'm having to take medication to deal with my RSI.
Basically, I want to leave, but I don't want to walk away with nothing. I've had 4 years of pain and/or stress and I don't feel like I can carry on like this. I see the work doctor every month and am just in tears all the time.
I have been advised that as the contractor is external, and has taken most of my responsibilities I can either request redundancy or start a grievance for breach of contract. Like I said, though, I can't see anything in my contract about this type of situation.
I'm aware that I have 3 months and 1 day if I want to do this, so I still have about 6 weeks, but it feels very daunting and I don't want to go in all guns blazing if I'm not 100% there is a breach of contract.
Hope that all makes sense, and hope you can advise.
baloo wrote: »
My son, who has just turned 18 has been an apprentice for just over one year at a large firm.
One month ago he was taken ill at work. Because the company nurse was off that day, they sent him to the local walk-in centre. They told him that he was severely dehydrated due to too much sun, lack of water & too much alcohol. He had attended a music festival at the weekend, but had deliberately booked the off after it. He now tells me that he when he returned to work they gave him an "alcohol test" which came back showing "traces" - i.e he was not under the influence or drunk in any way.
Today he went into work and was told that he was going to be sacked for Gross Misconduct. Company policy apparently. He was harassed into giving his notice in which he was recommended to do or else he would be sacked.
So basically I would like to know if all the above is legal. Has he the right to appeal. Is it worth contacting ACAS and pursuing it or is it a straightforward case of a harsh lesson learnt?
Pixiegill wrote: »
My employer, who I have worked for 8 years, has started a collective redundancy process as they are relocating 40 miles away from their present offices. We have all received notification that we face redundancy but they want as many staff to travel to the new location as possible. For those who do not want to travel they are offering the standard redundancy package but they have indicated that this is voluntary redundancy. The only incentive they are offering to travel to the new location is 20p per mile but only payable for the 1st 6 months so after this time we have to fund the additional travel expenses ourselves ( 80mile round trip each day).
Please can you advise me if this is voluntary redundancy or not as I am considering cancelling a holiday that I have paid a large deposit for and my travel insurance will only cover me if this is enforced redundancy and not voluntary. I can't understand how my employer can claim we are being offered alternative employment when we will be effectively taking a paycut to cover our travelling expenses ( and of course the additional travelling time of approx 2 hours per day).:(
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