Employment Tribunal - Help and Advice

sangie595

Not one of us knows what your claim is or what your chances are. My experience is that everyone at a tribunal has a great case. Statistics say most people lose!

We can't possibly tell you what a settlement might be. We know nothing about your claim or the chances.

Your conciliators "leave" or whatever is a matter for her manager - not you. So your understanding about her leave isn't required.

Sorry, but predictions based on nothing aren't worth anything. It's a haggle. I don't even know if your schedule is realistic, so what percentage of that might be an offer is anyone's guess.

LittleButton

Wow, that was a bit of an agressive response. Why bother relplying to a forum where people are asking advice? Just move on past the post.
You stated in an earlier reply “who has that much leave anyway” or words to that effect. I was simply having some light hearted humour around that as it clearly doesnt matter given that the duty cover team seem to do a better job for me anyway.

Im not asking people to assess my claim or what it is worth. I am simply asking what an appropriate counter offer would be.

I will take my questions elsewhere as it seems this is not a support forum at all :silenced:

LittleButton

*appropriate counter offer as a percentage of my overall claim.
Meaning, do people usually counter 75%, 50% etc when opening up negotiations.

Gavin83

LittleButton wrote: »

Im not asking people to assess my claim or what it is worth. I am simply asking what an appropriate counter offer would be.

What Sangie is saying is that we can't possibly answer that, we know nothing about your case. Any figure anyone provides here is meaningless. If your case is rock solid go for a higher percentage, if it's not don't. That's about the most advice we can give.

Also Sangies post really wasn't aggressive. It's really not fair to be rude to people who are trying to help you out.

Cheeky_Monkey

LittleButton wrote: »

I have claimed middle band in injury to feelings after a lengthy campaign of harassment due to whistle blowing, and a maternity discrimination claim. I cannot post specifics as I fear they will identify me if R were to go looking, so i am not looking for validation on £ value of my claim/settlement.

Question is - What would you counter with to settle? 75% of claim? 50% of claim? I am still prepared to go to hearing because I can prove i was discriminated against with my evidence and witnesses.

It would appear that the OP's 'feelings' are quite easily 'injured'

Comms69

LittleButton wrote: »

Wow, that was a bit of an agressive response. Why bother relplying to a forum where people are asking advice? Just move on past the post.
You stated in an earlier reply “who has that much leave anyway” or words to that effect. I was simply having some light hearted humour around that as it clearly doesnt matter given that the duty cover team seem to do a better job for me anyway.

Im not asking people to assess my claim or what it is worth. I am simply asking what an appropriate counter offer would be.

I will take my questions elsewhere as it seems this is not a support forum at all :silenced:

If you get upset by comments on a forum, then your case is looking very weak!

LittleButton wrote: »

*appropriate counter offer as a percentage of my overall claim.
Meaning, do people usually counter 75%, 50% etc when opening up negotiations.

It depends. I wouldn't counter offer less than 100%, If I was sure I would win.


But given the above, you'd probably be best accepting whatever they are offering.

enegizerbunny

Hello All. Hope you are well.
We are just awaiting the tribunals decision on claims for disability discrimination, constructive dismissal and victimisation. We have had the hearing last week. 
On Friday just gone, one of the respondents witnesses (an employee) has walked past the claimant who was sat having a cup of coffee with friends. The respondents witness has stuck two fingers (F*** You) up and shouted your a nutter to the claimant. 
The claimant has several witnesses to this incident.
Apart from informing the respondents solicitor, is there anything we could or should do in regards to the Employment tribunal as we are awaiting their decision judgement. We have been representing ourselves.

Any help is much appreciated 

Undervalued

enegizerbunny said:

Hello All. Hope you are well.
We are just awaiting the tribunals decision on claims for disability discrimination, constructive dismissal and victimisation. We have had the hearing last week. 
On Friday just gone, one of the respondents witnesses (an employee) has walked past the claimant who was sat having a cup of coffee with friends. The respondents witness has stuck two fingers (F*** You) up and shouted your a nutter to the claimant. 
The claimant has several witnesses to this incident.
Apart from informing the respondents solicitor, is there anything we could or should do in regards to the Employment tribunal as we are awaiting their decision judgement. We have been representing ourselves.

Any help is much appreciated 

Is this a continuation of this two year old thread and you are using a different user name? Or, is it a completely separate case?

If I understand you correctly the case has been heard and the tribunal is considering its decision? However, after the case had ended the claimant received some minor verbal abuse from one of the employer's witnesses? Did this happen at the tribunal's premises or elsewhere?

If that is correct then, quite frankly, there is little you can usefully do. You have no direct access to the other party's solicitor. If the abuse was serious enough you could go to the police although I think it is unlikely they will take any meaningful action. You could make a formal complaint to the employer although, unless it is a large bureaucratic organisation, it is very unlikely they will do anything either. Even if they did you can't force them to dismiss him nor do you have any right to even know what action they do or do not take.

Sadly, it happens!

enegizerbunny

Hi Undervalued.
Thanks for replying. Yes, the tribunal has heard the claim and they are considering their decision. The incident occurred off their premises. I do have access to the respondents solicitor via email. The organisation is a large healthcare provider. The witnesses have referred to the claimant during questioning as "not being all there" or "your not normal" given that the claimant has learning disabilities. I was wondering whether the incident showed the attitude of the witness and thus added to the victimisation part of the claim.

Apologies also, I did not read that the thread was old. It is a totally seperate case and not the same person as in the previous posts. 

Thankyou once again