Dismissed for gross misconduct (help)

trollopscarletwoman

Desecrated_Landscape wrote: »

i was stupid enough to give her it on a plate.

Must be one hell of a sized plate!

Missme

If someone I'd broken up with, came up from behind and put his hands on me (ick and creepy), he'd be walking(?) away with no testicles and his nose on the on the inside of his face.

Threatening to put someone in a deep fat frier - you'd need to chop her up into portions first - is like saying 'I'm gonna kill you'. Highly unlikely unless she is ummm abnormally tiny.

Were you two touchy feely at work before the break up? If not, she got away lightly with the few salty/fruity words you said.

ETA: Oh and when your new gf leaves YOU for someone younger and less of an oink, don't squeal too loudly, dear.

KiKi

When was your 6 month break of service? What was your status during this time...were you employed without pay? Or were you no longer in employment?

badskindollheart

It seems to me that OP is someone from the TAG category - same writing style.

Desecrated_Landscape

KiKi wrote: »

When was your 6 month break of service? What was your status during this time...were you employed without pay? Or were you no longer in employment?

Employed with 60% of my monthly salary and the refurb was in november 2012.

Desecrated_Landscape

Missme wrote: »

If someone I'd broken up with, came up from behind and put his hands on me (ick and creepy), he'd be walking(?) away with no testicles and his nose on the on the inside of his face.

Threatening to put someone in a deep fat frier - you'd need to chop her up into portions first - is like saying 'I'm gonna kill you'. Highly unlikely unless she is ummm abnormally tiny.

Were you two touchy feely at work before the break up? If not, she got away lightly with the few salty/fruity words you said.

ETA: Oh and when your new gf leaves YOU for someone younger and less of an oink, don't squeal too loudly, dear.

We were touchy feely not OTT though just hugs and general messing. The frier is quite big if positioned right someone could take a small dunk at 180'C it was just a spur of the moment reaction.

Desecrated_Landscape

badskindollheart wrote: »

It seems to me that OP is someone from the TAG category - same writing style.

My writing is pretty bad but no need to point it out i'm a chef not a english teacher. I cook better than write and that is the only skills i need to survive thanks

Desecrated_Landscape

I was just responding to the guy who said a chef is a common mans job and requires no skill. If you read this drop me a message and you can come to my kitchen for a trial as a commis i'll even pay for your travel then we will see who the one crying at the end of the day is. Ignorant piece of crap!!

wheezy57

This thread has given me the best laugh Ive had for ages. Tears and everything...

PHILANTHROPIST

paulineb wrote: »

She may have the power to dismiss you, but any sensible company would follow procedures as per your contract and ACAS codes of conduct and not a 5 min conversation saying get out you are sacked, incase you take them to tribunal. Following procedure is very important, thats why I suggested earlier that you look at your contract and the ACAS codes of conduct online.

If you want your job back I suggest you contact her with an apology, a very strong one, in fact regardless of whats happened between you in the past, Id apologise anyway for your behaviour.

Re above and other related and protracted posts re this thread. I will work on the assumption this is not a troll, or alter ego or whatever. If nothing else it would make an interesting question for an employment law exam.

A broad summary of the "law" is shown at footer of this reply.

To apologise may be a very bad idea. Tantamount to an admission of guilt re misconduct or gross misconduct albeit with alleged mitigating circumstances ... "heat of the moment" defence.

The romanian witness (if true) could be easily discredited by even a pupil barrister. It would then be left to her word against yours.... a scorned boss along side a virtual Gordon Ramsay ... I'd back Gordon lol

The six month break may be a problem as it was within past 2 years, but given circumstances a fully trained barrister may well be able to cite persuasive case law re inter alia gaps in continuous service outwith control of employee.

If the thread is tittle tattle and a wind up then I will look forward to having a "two Michelin star" egg on my face !

Here's summary of some related law :

" Renewing or ending a fixed-term contract

Ending a fixed-term contact

Fixed-term contracts will normally end automatically when they reach the agreed end date. The employer doesn’t have to give any notice.

If a contract isn’t renewed
This is considered to be a dismissal, and if the employee has 2 years’ service the employer needs to show that there’s a ‘fair’ reason for not renewing the contract (eg, if they were planning to stop doing the work the contract was for).

Workers have the right:

not to be unfairly dismissed after 2 years’ service - for employees who were in employment before 6 April 2012, it’s 1 year’s service
to a written statement of reasons for not renewing the contract - after 1 year’s service
They may be entitled to statutory redundancy payments after 2 years’ service if the work ends unexpectedly.

If the employer wants to end the contract earlier
What happens depends on the terms of the contract. If it says:

nothing about being ended early, the employer may be in breach of contract
it can be ended early, and the employer has given proper notice, the contract can be ended
Minimum notice period

Fixed-term employees have the right to a minimum notice period of:

1 week if they’ve worked continuously for at least 1 month
1 week for each year they’ve worked, if they’ve worked continuously for 2 years or more
These are the minimum periods, and the contract may specify a longer notice period.

If an employer ends a contract without giving the proper notice, the employee may be able to claim breach of contract.

The limit on renewing a fixed-term contract

Any employee on fixed-term contracts for 4 or more years will automatically become a permanent employee, unless the employer can show there is a good business reason not to do so.

However, an employer and unions (or a staff association) may make a collective agreement that removes the automatic right to become a permanent employee in these circumstances.

If the contract ends the employee may be able to claim unfair dismissal. "