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WITSEND34

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  1. When filing my schedule off loss and compensation do i have to put specific amounts or are brand brackets accepted eg if i had 8000 in mind putting ( 6000-10000) How specif does this have to be
  2. Hi Sorry for lack of information all that was done on mobile only just got to computer. To clarify the sex discrimination is part of the equal pay claim then there is also a claim for sexual orientation discrimination which is against the business and director as judge pointed out a ltd company could go bust basically and as individual told me to grow a pair when i complained hes been listed as the 2nd respondent. From the cmd notes The claimant contends that he was forced to resign as a result of a combination of factors: unequal pay, harassment/victimisation because of his sexual orientation and health and safety concerns. The respondents resist hid claims in full Sexual orientation dismissal claim 1)The claimant contends that he was subjected to harassment because of his sexual orientation, by the virtue of alleged homophobic comments made by (management member) and by (directors) failure to deal with his concerns. the last alleged detriment is the claimants forced resignation. 2)The respondent contends that parts of this complaint were presented out of time limit and that it would not be just and equitable to extend time. These issues will be considered at the full hearing where it will be decided weather there was a continuing detriment running throughout the period. 3) Further claim for victimisation following the complaints made, claimant contends he was told to "grow a pair" unfair constructive dismissal claim 1)The claimant accepts there was a gap in his continuous service for the respondent and consequently he lacks sufficient qualifying service to bring a complaint of "ordinary unfair dismissal" 2) instead he contends with the decision to resign was also in response to the failure to address health and safety concerns arising from a recent burglary see sections 100(1)(d) and 100(1)(e) of the employment rights act 1996. This does not require a years continuous service. equal pay claim 1) Competitor named. he contends they were both employed to perform like work and in particular both had a specific licence (cant say as very specific) for the role. he contends that she was paid more than him up until the point his employment ended. 2) The respondent accepts that competitor was paid more that the claimant. it contends that this was for a material factor unconnected with his gender, namely that competitor performed additional responsabilities
  3. He applied for all claims to be struck out and reffered to me as an impulsive liar and deceitful and judge said to him the evidence suggests that your the one being deciftul and lying. I had no communication since i left but was offered a reference sunday night day before hearing.
  4. Acas and the courts are on my side defendant is non complient and been caught out lying to many times. Im submitting my evidence bit by bit until the deadline. And he keeps getting caught in trap. I also strongly belive after yesterday's hearing and communication after this will be settled out of court.
  5. Can I ask you as well health as safey place of work was burglaled three times I was on shift all three times. I came face to face with intrudor in a back alley. Security lapsed one offender was prosecuted but kept returning to business this has been denied so sent subject access request asking for 101 ans 999 calls made to address. Do you know whered id find legislation and claim brackets on this its been upheld as unfair dismissal. Also equal pay
  6. Although am currently on sick in new job due to stress and anxiety as dealing with all this is to much. My confidence had been knocked but ill get up and get justice
  7. Many thanks only negative on my side is I planned to leave ans started my new job day after my contract ended. Although in my defence due to financial climate had to secure another job before departing although there was a final straw incident on day I left. Had my case management yesterday after a really insulting grounds of resistance and have been told we can settle this out of court by cot3 just tell me what you want. Ive got this far and im hitting a wall at last hurdle as cant find decent literature on claims. Although juadhe stayed yesterday its £32 an hour for any prep work. The acas conciliator is always working from home.
  8. Filed a case after bulling being told im a useless c**t. Being told my kind is not appreciated im a gay male and lots of other abuse all backed up with evidence. Anyways left the business filed for tribunal was all contested have had my case management hearing all all points upheld none were dropped. Upheld to final hearing are Sexual discrimaination Sexual victimisation (after being told to grow a pair when submitted grievence) Unfair dismissal sections 100 1d and 100 1e employment act 1996. Also an equal pay claim. I have to do a schedule of loss how do I calcukate the compensation
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