Is it worth continuing with a complaint?

emploee_77

Hi All,

I’m in a somewhat complex situation and could use some advice.

In February, I was informed that my job was at risk, and it was later made redundant. Throughout the process, I felt the company handled things poorly—many of my questions were left unanswered, and a new person was brought onto the team at the same time, allegedly because we were “shorthanded.”

I lodged an internal complaint about the redundancy process in May. In June, I was officially terminated, and the company required that I involve a solicitor to sign the redundancy paperwork. Once I did, the company suddenly offered me a job, and I asked for some time to think it over. After that, two additional offers came through. However, the company said that if I accepted, I would have to forfeit my redundancy payment and rejoin as a new employee in October.

After some back-and-forth negotiations with my solicitor (since the company wouldn’t speak to me directly), they eventually agreed to pay my redundancy and rehire me as a new employee starting in October. Later, the company changed its mind again and proposed continuing my employment without a break, with normal monthly payments covering June, July and August. This was finally agreed upon after lengthy negotiations, which dragged on until August. During that time, I had no income and racked up significant legal fees.

Now, I’ve been invited to a discussion about my internal complaint, which they assure will be "free from retaliation." Having nearly forgotten about the complaint during all this, I’m torn—should I be upfront and honest about everything that happened, or should I let it go and move on?

Any advice would be appreciated.

Thanks,

tacpot12

As you have nearly forgotten about the complaint, I think you can do both! You can be upfront and honest about how their actions made you feel AND confirm that with the passing of time and as you have been successful in retaining a position with them you don't need them to do anything for you, BUT you should ask that they learn that their actions at a stressful time can have far reach consequences.

Marcon

emploee_77 said:

Hi All,

I’m in a somewhat complex situation and could use some advice.

In February, I was informed that my job was at risk, and it was later made redundant. Throughout the process, I felt the company handled things poorly—many of my questions were left unanswered, and a new person was brought onto the team at the same time, allegedly because we were “shorthanded.”

I lodged an internal complaint about the redundancy process in May. In June, I was officially terminated, and the company required that I involve a solicitor to sign the redundancy paperwork. Once I did, the company suddenly offered me a job, and I asked for some time to think it over. After that, two additional offers came through. However, the company said that if I accepted, I would have to forfeit my redundancy payment and rejoin as a new employee in October.

After some back-and-forth negotiations with my solicitor (since the company wouldn’t speak to me directly), they eventually agreed to pay my redundancy and rehire me as a new employee starting in October. Later, the company changed its mind again and proposed continuing my employment without a break, with normal monthly payments covering June, July and August. This was finally agreed upon after lengthy negotiations, which dragged on until August. During that time, I had no income and racked up significant legal fees.

Now, I’ve been invited to a discussion about my internal complaint, which they assure will be "free from retaliation." Having nearly forgotten about the complaint during all this, I’m torn—should I be upfront and honest about everything that happened, or should I let it go and move on?

Any advice would be appreciated.

Thanks,

Your thread is titled 'Is it worth continuing with a complaint?'.

Not if you've already got a satisfactory outcome - but as suggested above, go to the meeting and as succinctly and unemotionally as you can manage, explain the financial and personal impact the process had on you. Try to avoid 'Your actions made me feel....you failed to....' and keep it in the first person as much as possible: 'I felt...it would have helped if I'd known...'. That approach makes it much easier for the 'guilty' party to back down and apologise, and apologies can go a long way towards mending relationships.

emploee_77

Thanks, all for the feedback.

I haven't heard from the company in about six weeks about my redeployment until an email was sent at the close of business yesterday, I missed it and got a reminder today that if I didn't reply they'd invoke HR. A disappointing process continues.