Hello, I am helping a friend with his ET, which has been going on for over a year now; for unfair dismissal. To cut a long story short, I have been requesting CCTV evidence and statements since last christmas, and finally demanded a Case Management Meeting. At this meeting, it turns out the CCTV evidence has been lost, and the ET have ordered the respondent to supply three missing statements. 1. What can I do about the missing CCTV evidence, and if they do not supply statements. 2. He was dismissed over one parcel, but in the bundle there is documentation on two more parcels, not mentioned until now, how can I dispute or get rid of this. Thanks Jim all other advice more than welcome

Just as I thought, thanks for your input my friend, will consider your points. Jim

Bump ?

Hi all, For the past 6 months a Manager has made my working environment hell, Threats of my future at job if I did not drop a disciplinary appeal, stopping overtime for past 2 months, changed hours to Flexitime withount discussion and increase of workload. He finally was caught red handed falsely stating that a written complaint was made against me so as to invoke disciplinary procedures. I immediately issued a Formal Grievance against him, my disciplinary was thrown out and 3 hours after I gave them my evidence to be used at the grievance, he was sacked. Now I need advice on the following . . . what remedy can I ask for at the hearing, can I ask for compensation or the loss of overtime repaid, what can I request or what can I do if they don.t give anything ? Thanks JigalJim

Hi again, I have a friend who works for an agency, who was given work at another company. After 7 months there, he was suddenly told he was not needed. He thinks it is because he has been named in a grievance against a manager, does he have any rights ?

Hi there, I have been helping a friend of mine with his case, the respondents failed to return their ET3; we were given a default judgement. The respondents appealed and asked for a review, which they got. This is the problem . . . I have sent emails to everyone asking for statements and documents for moths now, I have even asked the tribunal to direct the respondents to send me documents. I have received nothing, we are meant to exchansoon, and the case is for september. I have recently quoted rule Compliance with orders and practice directions 13. - (1) If a party does not comply with an order made under these rules, under rule 8 of Schedule 3, rule 7 of Schedule 4 or a practice direction, a chairman or tribunal - Is this the right way, and what else can I do ?

Thanks Montoonie, much appreciated

I have to go through the processes, such as the disciplinary on the 16th and the grievance meeting on the 20th; I do not know the outcome of these. If they are not to my liking, can I leave and go for Constructive Dismissal, as I could not face any further treatment.

My manager told me I was to take my managers post until his return ( 6 weeks ), they made changes that I had to implement, which angered the drivers. One mentioned bullying, so I repeatedly asked for management to inform staff these changes were coming from management. I was then told to perform two investigatory meetings on staff, I refused as I do not have the experience; they would not take no for an answer. This and the changes brought about an unfair bullying charge against me, which went to disciplinary. I was issued with a final warning, even though my past work has been exemplary. False statements were put in against me, and I have repeatedly requested these be investigated. I appealed this decision, and kept asking about my appeal. Due to my repeated requests about my appeal, a manager caught me outside; and he said I should consider dropping grievance (false statements) and appeal, as my future depends on it. I dropped grievance, but demanded an investigation into the statements. A few days later, he caught me again and told me I had better drop the appeal blah blah blah. I emailed him back and told him I was going ahead with this appeal. Since then my work reports have increased, my overtime which was a lot each week, was immediately stopped; I was told I was to go on flexi time as he wanted me to do night van audits. The final straw came when a supervisor thought he seen me smoking in a van, he had an informal chat and I explained that it was my smoke inhaler (letter from dr and hospital, stop smoking unit). This manager that has threatened me found out, and asked for a one to one meeting with me. At this meeting there was an HR person as well, and he told me that this supervisor and a written complaint from a client (councillor from council) had been given. to cut a long story short . . . . This written complaint from a client has been denied ever being said by this manager, but is verified by the HR officer and supervisors statements. This would have gone no further but because he lied and added a fictional complaint he instigated an disciplinary investigation, which has now gone to disciplinary. On receiving copies of the statements, it is obvious he lied and tried to deny this fictional complaint, so as to get me dismissed. I put in a formal grievance against this manager, where do I stand lawfully . . . Do I have a Case for Constructive Dismissal ?