Jump to content

TartanBunnet

Registered Users

Change your profile picture
  • Posts

    3
  • Joined

  • Last visited

Reputation

1 Neutral
  1. Regardless of your length of service your former employer hasn't followed the correct procedure for dismissing you. Even with allegations of gross misconduct employees are entitled to notice of a hearing, an opportunity to defend themselves against the allegation, and the right to appeal against the decision if they think it's too harsh or unfair. You appear to have been denied all of this. Your former employer also seems to be misinforming you as they appear to be confusing "constructive dismissal" with "summary dismissal": dismissing someone without notice or payment in lieu of notice, which is what they seem to have meant, is summary dismissal rather than constructive dismissal. Constructive dismissal is where an employee has no choice but to resign because the employer's actions have breached their contract of employment. (In other words, it's something an employee would claim against an employer rather than a reason an employer would give an employee for dismissing them) As far as I understand it a wrongful dismissal tribunal claim can be made by anyone regardless of length of service so it could be worth seeking professional advice on this. Best of luck with it- you sound like you deserve a much more appreciative and ethical employer than that lot
  2. If he's 18 or older he's entitled to a 20min uninterruptedrest break in a shift of 6hrs or more. If he's under 18 it's a 30mins break in a shift of 4.5hrs. That's the 1998 Working Time Reg's rather than just best practice. Sorry I can't help you with the rubber gloves issue tho
  3. As far as I understand it, even tho your employer is no longer paying your SSP you're still accruing holiday entitlement and length of service with them so your employer is well within their rights to keep in touch with you during your sick leave
×
×
  • Create New...