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Beatrixx

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About Beatrixx

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  1. Sorry to hear that. I agree with the others, definitely go for the appeal. Only submit a SAR now if you think you're fighting a losing battle; then you have to ask yourself why you are going through the pain of an appeal. If you lose your appeal, then submit a SAR. If you submit a SAR now, they will see you as a hinderance and be glad to be rid of you. You have the right to see the evidence they based their decision on and that is all you need at this stage. Remember, if you want to take them to a tribunal you only have 3 months to do so from your dismissal date. Don't wait fo
  2. I'm not saying that taking someone you know is a union rep is not the right thing to do but I would check that first. I had trouble with this when I was suspended; I wanted to take an ex-colleague who was a union rep. ACAS told me this would be perfectly fine but HR wouldn't allow this. Said it went against the terms of my suspension and employment contract. They used it against me in my investigation, said I was speaking to external parties about my suspension which was a breach of contract. I never got a chance to find out who was right.
  3. I'm sorry to hear that this is the case with the union. It is correct, I went to my union rep for advice shortly after joining and while they were extremely helpful (on an unofficial basis), they couldn't fully help until after 3 or 6 months of membership. I can't stress enough to be patient with all this and only speak when spoken to. They will contact you when they want to, not before. If any of your colleagues contact you during the suspension period, confirm that you are off sick and thank them for their concern. If this does happen, DO NOT tell HR or your manager that you have sp
  4. Do not request a SAR until after they have finished their investigation. If you were to request one now all you would do is delay the investigation and annoy the heck out of them. The only time to request a SAR is if the investigation does not go in your favour and you need to take legal action. To be honest with you, you won't get any tangible information from a SAR because they will deem it sensitive information with could be detrimental to the other parties involved if disclosed to you. If you have a copy of your contract and the company handbook, that is all you need at this point.
  5. You have every right to be aggrieved!! You have every right to want to seek answers. But unfortunately you're not going to get then and there is nothing legal you can do - doesn't hurt trying though, if I had found a way I would have totally taken my lot to court. I think you needed more than legal advice. Take care and I'm wishing you all the very best. I'm sure you will find something better soon.
  6. You're very welcome. Again my situation was similar. They recruited in another area after my dismissal and announced they would not be replacing me as they wanted to focus in that other area. That's a strategic decision that's not made on a whim. My paranoia wasn't paranoia, they were trying to get me to leave. I've since found out I was recruited to meet some key objectives over a 6 month period, when I met them I was no longer needed. Cheaper than getting a contractor in and cheaper than redundancy. Be very careful and be wary of your actions. Be the better person, no matter
  7. I went through a similar situation a few months ago. The advice you are being given here, especially about the wrong dismissal, is 100% correct. I don't understand why you have solicitors and ACAS telling you that you have a good case for wrong dismissal, when you clearly don't. It's natural to feel the way you do about this situation and to want justice, especially when you've done nothing wrong. It's an employers world, they can do what they want in your first two years with them as long as they following procedure. You've been there less than 3 months, write it of
  8. Cool. I wasn't going to bother with a letter for exactly the reasons you've given. I've already sent them a letter asking for my belongings back and to ask what they want me to with the conference bookings. I don't want to send them another letter. I've got a new job, my new employer knows why I left. I've nothing to gain. I didn't pay the solicitor anything.
  9. UPDATE You were all very right, the solicitor said nothing can be done and the company are under no obligation to assist in clearing my name. These allegations will remain on my file for 6 years. They did say I should give my ex-employers written notice that the allegations are false therefore they are not to provide a reference without discussing this with me first, unless the reference is generic. The best news of all is I have a new job after 2 whole days of unemployment. Ex-colleagues and managers have all rallied around to support me which is all I need to help me realise tha
  10. Thanks for sharing your story Sangie. It's given me strength to move on. You would be pleased to know that things seem clearer and calmer this morning and I feel able to move on. After writing my saga I realised that the signs were there all along, from the moment I first walked into the door of that organisation. A friend has offered me a job which is a promotion to my last job. I will be taking it if I'm not offered the job I'm interviewing for on Wednesday. My old employers (prior to this organisation) have also been in contact to let me know they are willing to have me back should
  11. Sorry, at the time I honestly didn't think my saga was relevant. My head was so full of anger regarding the harassment claims that I couldn't see the connection. I just wanted to focus on clearing my name. Now that it is over I can now see how it was relevant. Again, I'm sorry. You will have to forgive me right now. I'm sure in a couple of days time I will be able to move on and forget the whole sorry situation. But right now I feeling confused, angry, hurt ... all the negative emotions.
  12. I'm the same so I completely understand. And it's probably why I'm here now seeking help.
  13. I left out the part where my line manager tells me when I first complained that my predecessor had cited the exact issues as their reason for leaving. He says he feels like he has failed me. My predecessor was only in the job for about 6 months.
  14. Fortunately Sangie has explained why Emmzzi posted what they did so I understand the reason for this post. You have to excuse me but I still don't understand why my backstory would help with the harassment claims against me, but here it is. The colleague who complained about me is very controlling of my workload and my decisions. We don't work for the same department and they certainly don't have the authority to manage me; we are the grading. In meetings he speaks on my behalf and when he discovers I am working on a project for another department, he has his own projects meetings
  15. Thanks Sangie for being the voice of reason I took the 'I suggest you stick to advice from your lawyer who presumably has the whole story' to be aggressive. I understand where this now came from. Thanks for the advice about the solicitor. Don't worry I will not be departing with any money, I can't afford to. I will see what this solicitor has to say during the initial consultation. A friend upon hearing what had happen put me in contact with the solicitor by the way on an introduction e-mail so contact was already made before I could say 'thanks' or 'no thanks'. Then these ex-co
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