Settlement Agreement

Jayjaybiscuit

Good morning,

Can anyone give me advice on what to expect from a settlement agreement?!

I'm currently going through a disciplinary appeal and grievance against my manager and in the appeals meeting this was suggested.

Thank you

ETA: i've had a look on the ACAS website and read their notes on it so kind of understand a little bit.

martinsurrey

Jayjaybiscuit wrote: »

Good morning,

Can anyone give me advice on what to expect from a settlement agreement?!

I'm currently going through a disciplinary appeal and grievance against my manager and in the appeals meeting this was suggested.

Thank you

ETA: i've had a look on the ACAS website and read their notes on it so kind of understand a little bit.

a settlement agreement can be anything.

They go from 1.5 years salary+benefits+bonus for a good leaver.

To 2 weeks notice and a clean reference for suspicion of gross misconduct.

they are total situation dependant.

jobbingmusician

Do you mean how much money? (We can't say) or what process?

What you should get from your employer is an agreed reference, a sum of money and an agreement on other points, all your leave to the agreed date of termination (which might be taken in any garden leave, or might not) and a legally binding document agreeing all this, which may include other points, so read the draft carefully. You have to have independent legal advice as part of this settlement, and to have consulted a solicitor as part of this. Your employer should pay for the solicitor (make sure they include enough money!)

ohreally

Be aware you will be gagged, would this be an issue?

ohreally

Have they suggested the appeal outcome will uphold the existing sanction? Was the outcome termination?

Jayjaybiscuit

ohreally wrote: »

Have they suggested the appeal outcome will uphold the existing sanction? Was the outcome termination?

No the outcome wasn't termination... they didn't carry out the disciplinary correctly so I appealed on them grounds! I think i had/have a good shot at it being reversed!!

Not fussed about a gagging order either.

getmore4less

Appealing a disciplinary on a technicality and a grievance against a manager.

Sounds like you to much of a pain in the backside to risk keeping so they are looking to pay you off to get you out of their hair.

How much do you think it is worth to them for you to go quietly.

Jayjaybiscuit

getmore4less wrote: »

Appealing a disciplinary on a technicality and a grievance against a manager.

Sounds like you to much of a pain in the backside to risk keeping so they are looking to pay you off to get you out of their hair.

How much do you think it is worth to them for you to go quietly.

No not a pain in the backside but you don't know the ins and outs (We have rules, procedures, and laws for a reason!)

I'm not even looking for anything much i just want to know whats included like salary wise, benefits etc.

Thank you!

Takeaway_Addict

Jayjaybiscuit wrote: »

No not a pain in the backside but you don't know the ins and outs (We have rules, procedures, and laws for a reason!)

I'm not even looking for anything much i just want to know whats included like salary wise, benefits etc.

Thank you!

You misread, getmore4less was backing you up.

But whilst you don't think you're a PITA your employer might....hence the offer of a settlement agreement

Jayjaybiscuit

Takeaway_Addict wrote: »

You misread, getmore4less was backing you up.

But whilst you don't think you're a PITA your employer might....hence the offer of a settlement agreement

My Sincere Apologies To getmore4less If I Misunderstood His Post (sorry!!) :doh:

Makes Sense Though... I resigned at one point but they asked me not to and now I'm here

getmore4less

I nearly changed the post as it was clear it could be taken a couple of ways.

I suspected there may be history to get where you are today but the signs from what you said were you were becoming a bit more bother than you are worth to them.

Don't need the details but appealing a disciplinary because you did no wrong is very different to appealing on a technicality.

How long have you worked there?

if things were not working so you resigned they then got you to stay but did not fix the things that got you leave in the first place then it may be time to move on if you don't think things will resolve so you can stay.

when looking at settlements.
Min would be what you would get if you resigned or were asked to leave as a PILON payment.

On top could be the equivalent to a redundancy situation, if a company gives enhanced packages one of those could be reasonable.

Then depending on the situation some shutup and go quietly money.

there are no set rules.