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Giantpanda

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  1. Thanks sangie5952 particularly for such a quick response. I won't be pursuing this one.
  2. Hello again I posted this earlier today under my previous posts but think I should have posted my comments here as a new topic. Apologies for any confusion or duplication. I have started compiling my list of disclosures for the respondent in my ET claim and am also thinking about what I need from my employer (respondent). I would be grateful for some advice on the procedure for requesting information from a respondent relating to a third party. The background is that while my grievance was being investigated my colleague, Mrs X, also submitted a grievance against the respondent. The submission was made three months after mine but withdrawn after a month when she could see that my grievance was not making any progress. She told me she had cited many of the same issues that I had included in my grievance. Note: She wasn’t disclosing anything I didn’t already know as originally all three members of our team had drafted a collective grievance against our managers but my colleagues changed their minds for fear of reprisals and the belief that it would only be given ‘lip service’. The collective grievance was never submitted. Mrs X’s grievance was not investigated and she was not interviewed during the investigation of my grievance. The investigator did not reference any other complaints made against the respondents in her report. I believe Mrs X’s grievance could add weight to my claims particularly in respect of my allegation that the F/T member of staff was offered a promotion opportunity which the P/T staff were not. What is the procedure for obtaining this information. Do I make a request under the FOIA by sending a letter to the respondent’s solicitor? Should I get Mrs X to give her permission and attach it to said letter? If Mrs X is willing to give me a copy of her grievance together with a letter giving me her permission would it be acceptable to include this in the bundle? I would not want to make life difficult for Mrs X who still works for the respondent and for that reason I would not call her as a witness. Given that her grievance was submitted to the respondents do they now own this information instead of Mrs X? I can find lots of information about how to request information about me from my employer but am confused about how to request information my colleague gave to the respondent. Grateful for any input. Thank you.
  3. Hello again I have started compiling my list of disclosures for the respondent in my ET claim and am also thinking about what I need from my employer (respondent). I would be grateful for some advice on the procedure for requesting information from a respondent relating to a third party. The background is that while my grievance was being investigated my colleague, Mrs X, also submitted a grievance against the respondent. The submission was made three months after mine but withdrawn after a month when she could see that my grievance was not making any progress. She told me she had cited many of the same issues that I had included in my grievance. Note: She wasn’t disclosing anything I didn’t already know as originally all three members of our team had drafted a collective grievance against our managers but my colleagues changed their minds for fear of reprisals and the belief that it would only be given ‘lip service’. The collective grievance was never submitted. Mrs X’s grievance was not investigated and she was not interviewed during the investigation of my grievance. The investigator did not reference any other complaints made against the respondents in her report. I believe Mrs X’s grievance could add weight to my claims particularly in respect of my allegation that the F/T member of staff was offered a promotion opportunity which the P/T staff were not. What is the procedure for obtaining this information. Do I make a request under the FOIA by sending a letter to the respondent’s solicitor. Should I get Mrs X to give her permission and attach it to said letter? If Mrs X is willing to give me a copy of her grievance together with a letter giving me her permission would it be acceptable to include this in the bundle? I would not want to make life difficult for Mrs X who still works for the respondent and for that reason I would not call her as a witness. Given that her grievance was submitted to the respondents do they now own this information instead of Mrs X? I can find lots of information about how to request information about me from my employer but am confused about how to request information my colleague gave to the respondent. Grateful for any input. Thank you.
  4. Thanks and I will certainly consider joining UNITE in my next job.
  5. Thanks sangie5952. As I currently have nothing to lose I will indeed "go with the flow" but if there is any hint of a sunami I will head my pedalo back to shore as quickly as I can. Fingers x'd. Thanks again.
  6. Hi Sangie5952. Yes I wish I had belonged to a union. In the job immediately before my last one I was a contractor placed into a job via a recruitment agency so union membership didn't cross my radar. Immediately before that job I worked for 22 years in an OGD where, for reasons best not mentioned, I was unable to join a union. So I suppose joining a union was not in my mind. That said in the early 1980s I did belong to a union when I worked for another OGD and I even protested on the picket line. Am showing my age now methinks. My last employer is under the umbrella of a very large government department so probably has access to a legal team. In any event the employer has engaged a solicitor to represent them who is local to where I live (and worked). So I am not holding my breath. Looks like 'bread and scrape' then for the remainder of the year while I try to find another job.
  7. Thanks again sangie5952. Remember you warned me to sit down so I didn't have far to fall. I will 'sleep on it' maybe for a few weeks, so a long snooze. The grievance feels toxic making it difficult to be objective. Also I think the respondents are unlikely to make an offer to settle as they are part of a large public body and I believe their default position is not to admit liability. I wouldn't dream of calling you names. It is clear you are giving generously of your time and experience. I only wish I had access to this kind of advice sooner. Incidentally when I referred to the costs of witnesses I meant witnesses called by the respondents on their behalf. I was worried about having to pay for their air fares and accommodation if the tribunal awarded them costs. However given the strength of my case I realise it is unlikely they would need to call witnesses. Again many thanks.
  8. Thanks to all for your help and swift response. As you can see from my response to sangie5952 I am going to withdraw. (In response to Honeybee I have proof of everything relating to the grievance about performance and the appeal but only limited evidence to support the other issues).
  9. Thanks sangie5952 Appreciate the honesty. I would be concerned that the tribunal might view my claim as frivolous or malicious and order me to pay costs. Given that the costs may include air fares for witnesses etc I am loathe to risk it. Time for me to let go of the anger and move on methinks... Life goes on.
  10. Sangie5952 Thanks once again for responding so quickly. As requested here is some, but not all, of the issues: My employer committed a series of breaches between 2015 - 2018 including: In 2015 Failed to issue my contract within 2 months 2015 - recruitment manager reneged on a verbal agreement to review my pay retrospectively. I started at the lowest pay band despite having 9 years previous relevant experience 5 of which I worked as a contractor for the same organisation 2016-2017 - Denied me overtime as a part-timer on the basis that I needed to exceed the FTE hours (37 hrs) despite my contract stating premium rates at weekend applied (irrespective of whether it was F/T or P/T staff). Note: A new manager in 2017 told me that when she was a part timer she got premium rates at the weekend and consequently she allowed me to work weekends at premium rates. 2016 – I was initially denied an allowance and extra leave (special leave and annual) to which I was entitled. I initially asked HR for these but was told I was not entitled and my t&Cs were non negotiable. I managed to prove from online guidance that I was entitled, after which the allowance and leave were applied retrospectively. 2016-2018 – Denied me formal ‘flexi-time’ arrangements despite the job advert stating job available as ‘flexible working’ in addition to F/T, P/T and job share. It was subsequently introduced in 2017 after I complained to my CSO again. 2017 -2018 – Managers failed to follow performance policy and procedures. I was singled out by my line manager for a ‘partially met’ marking for my objectives. This marking is for staff not meeting the required standards. She proposed this even though she refused to look at my evidence of performance and external feedback. A few weeks later when I challenged her quoting relevant guidance she did a U-turn and later marked me as met against all objectives. I knew I had strong evidence which was commensurate with my previous years performance in which I had been marked 'outstanding' . Note: it was not until the last 2 weeks of the appraisal year that my line manager agreed to accept evidence and feedback after which she had no choice but to award me exceeded. Unfortunately this was too late for me to be considered for an 'In Year Award'. I raised a grievance against both my Line Manager and CSO in January 2018. Six months later I had still not been invited for an interview despite me emailing the Decision Manager (DM) in April 2018 stating that my situation had become untenable. I was not kept updated about delays. I again emailed her in June saying she was not taking my grievance seriously. I resigned after six months into my grievance (29/07/2018) at which point I had become aware that my line manager had been promoted and the CSO (who was managed by the DM) had taken on more staff management. It was also apparent that the DM would not be interviewing any individuals who could corroborate my claims despite being aware that some would have pertinent information. A colleague had also submitted a grievance against the same individuals in April 2018, later withdrawn. The latter was not referenced in the Decision Manager's investigation. Note: The DM was both responsible for investigating the grievance and deciding on its outcome and she also managed my current and previous CSOs. The DM did not uphold my grievance (12/09/2018). The grievance investigation report contained 13 paragraphs only 1 of which related to the grievance. The remaining 12 were subjective and judgemental comments about me. There were no comments criticising the line manager or CSO despite evidence which proved their shortcomings. I was offered an interview by the DM two days after submitting my resignation but I declined citing the above reasons. I appealed. The appeal manager also took six months to make his decision to not uphold my appeal. Note: He was only investigating the way the grievance was handled not re-investigating the grievance. And as you are aware while I was working my notice in October my Line Manager informed the team, including me, that she had nominated us for a team award. My colleagues got their awards at the end of March but it transpires my line manager did not nominate me.
  11. Oh dear I will probably withdraw my claim given it is unlikely to succeed. Thank you for the reality check.
  12. Today I received the respondent's (employer's) ET3 and once again would appreciate some advice. My employer states that because I worked three months notice I have waived/affirmed any alleged breach of contract. In my ET1 form I explained my reasons for working notice as follows: a) To limit the impact of my leaving on team members - I have worked with the same two colleagues for over 7 years during which we faced many obstacles together including the ongoing challenge of keeping an increasing backlog at manageable levels despite being significantly under resourced. With 5 new staff due to start in early 2019 I felt I could hold on until October to help my team (I resigned end of July and my last day of employment was 31st October 2018). b) My team was remotely managed and the interaction with our managers (the respondents) was relatively predictable and I knew the next significant flash point was likely to occur at end of October i.e. at Mid Year Review. c) To allow extra time for my line manager to agree my unused leave total - I correctly anticipated that my line manager would fail to agree my unpaid leave within the 5 working days prescribed by HR policy. Do you think the above could reasonably address the respondents assertion? Are you aware of any precedents I could quote?
  13. Sangie5952 Thanks that has clarified what the ET1 form represents. We haven't made disclosures yet so I can include the relevant evidence then. Appreciate your help many thanks.
  14. Sangie5952 Thanks for such a prompt and informative response. I have checked my 'Statement of Particulars of Employment' and there is no reference to bonus/thank you awards so it appears that an unauthorised deduction doesn't apply. If I am not amending my ET1 can you see any reason why I cannot include this in my witness statement? My concern would be that I had not given the respondent's solicitor sufficient notice of this new fact.
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