sacked...

Uncertain

peach_uk wrote: »

...you can also phone in sick with anxity and depression before the meeting, they can't do anything until you return.

And that is also rubbish!

Being off sick, particularly if backed up by a doctor's certificate, may delay matters for a while but there are ways of dealing with these things in a person's absence.

If GENUINELY sick then staying away MAY be the best thing short term but it may just prolong the agony.

Uncertain

peach_uk wrote: »

Could it be a case of "constructive dismissal" as the treatment you are experiencing is pretty harsh! I feel for you, good luck.

Oh for heaven's sake, have you actually read the thread?

mildred1978

peach_uk wrote: »

...........also contact Institute of Personnel Management & Development, and find out if the company are registered to Practice Personnel,,,I think that if a company is of a certain size, the HR peeps have to have all the necessary blah, blah hence whoever is in charge, have to register their name with them. You could turn the tables on them. Bad practices, that person will be struck off!

:rotfl::rotfl::rotfl::rotfl::rotfl::rotfl::rotfl::rotfl:

Evilm

peach_uk wrote: »

...........also contact Institute of Personnel Management & Development, and find out if the company are registered to Practice Personnel,,,I think that if a company is of a certain size, the HR peeps have to have all the necessary blah, blah hence whoever is in charge, have to register their name with them. You could turn the tables on them. Bad practices, that person will be struck off!

There would be a lot more than 135000 members in Europe if that was even near true! Its a professional membership body related to a HR qualification but it is purely voluntary and not required to be in business or have a certain number of employees!

Torry_Quine

slim1690 wrote: »

I'm more annoyed that I got sacked for one audit failure when there are people who've failed three or four who haven't been sacked. Hence the unfair dismissal claim.

The fact that others were treated differently to you is neither here nor there. As long as the correct procedure was followed that is all that matters.

dandelionclock30

Torry_Quine wrote: »

The fact that others were treated differently to you is neither here nor there. As long as the correct procedure was followed that is all that matters.

.

Absolutley correct-I was told the exact same thing by 2 union reps.

Jinx

peach_uk wrote: »

...do you have any friends/co-workers at your ex-work that could write a reference for you on company headed paper, as this would still show it's from your last employer, you could take it with you to an interview, pre-empt the next move? Is there someone you could ask to give you a reference over the telephone to a propective employer? Could it be a case of "constructive dismissal" as the treatment you are experiencing is pretty harsh! I feel for you, good luck.

Most large companies do not allow 'friends and co-workers' to do references on headed company paper. So if this was done and then checked it could land the current employee in trouble as well as the OP.

marybelle01

Jinx wrote: »

Most large companies do not allow 'friends and co-workers' to do references on headed company paper. So if this was done and then checked it could land the current employee in trouble as well as the OP.

Quite. To say nothing of the fact that if they lie (even by ommission) on behalf of the company, or purport to be acting on behalf of the company when they are not, regardless of what the company may allow, it would be gross misconduct.

Sambucus_Nigra

peach_uk wrote: »

...........also contact Institute of Personnel Management & Development, and find out if the company are registered to Practice Personnel,,,I think that if a company is of a certain size, the HR peeps have to have all the necessary blah, blah hence whoever is in charge, have to register their name with them. You could turn the tables on them. Bad practices, that person will be struck off!

Thanks for joining up to share this nugget of misinformation with us!

Must keep an eye on the advice you are giving, eh?