Employer caused injuries, didn't pay minimum wage, discrimination etc.

EnPointe

samantham06 said:

EnPointe said:

" legally  we should have  had 5-7  members of staff on "   what legislation would this be ? 

a lot of  organisations have a policy of having  a minimum  of 3 members of staff on duty  as to not need lone working  policies  etc.

as someone who has been an accredited Trades Union rep inan industrial setting,  and has worked in a variety  of other settings including  healthcare and   catering / restaurants   it seems thatr your 'case'   is muddled confused,  and  has aspects   which  any one who actually knows the law could  drive  a coach and horses through 

 the immediate  answer to your injuries  is ' if you  were not triained why did you undertake this task' - were you  instructed to do so by a  team leader or Manager  ? and did you  report  this breach at the time 

unsure where the disability discrimination aspect comes from  based on what you have written, also  did you  disclose this disability   when you applied and did you  request an Occupational health referral ? 

 

You are incredibly rude. 

These are exactly the questions that any  Decent TU rep  would be asking to determine if your case is supportable 
These are exactly the  questions a decent investigating manager would be asking 

I've sat in every  chair  round the table of  disciplinaries in my time 

Oddly enough  when you work in a  large company or what appears to be a large company ( e.g. big brand  using franchises  to run many of the branches ) there are both internal to the franchise ( HR  / People lead) and internal to the brand ( someone leading on freedom to speak up   from corporate HR   or an extenral ethics and compliance  provider) Red Flag   systems and processes 

kinger101

samantham06 said:

EnPointe said:

" legally  we should have  had 5-7  members of staff on "   what legislation would this be ? 

a lot of  organisations have a policy of having  a minimum  of 3 members of staff on duty  as to not need lone working  policies  etc.

as someone who has been an accredited Trades Union rep inan industrial setting,  and has worked in a variety  of other settings including  healthcare and   catering / restaurants   it seems thatr your 'case'   is muddled confused,  and  has aspects   which  any one who actually knows the law could  drive  a coach and horses through 

 the immediate  answer to your injuries  is ' if you  were not triained why did you undertake this task' - were you  instructed to do so by a  team leader or Manager  ? and did you  report  this breach at the time 

unsure where the disability discrimination aspect comes from  based on what you have written, also  did you  disclose this disability   when you applied and did you  request an Occupational health referral ? 

 

You are incredibly rude. 

You do realize you might be asked these probing questions if you take legal action.

kinger101

If the deliberately went against company policy and this contributed to stress, then there me be something their.  An employer's duty to health does extend legally to mental health.

Harder to prove than physical injuries.

I'd go the no win no fee route on this one.  They do sound awful and the fact other places are like this does not make it ok.  A firm experienced with this kind of thing will make things easier on yourself.