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jodyperry

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About jodyperry

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  1. I have been trying to sort some issues with my son and college. He's 17 and severely physically disabled. The difficulty I've found, other than ignorance is the cross overs in laws with it being a post 16 institution, which I don't fully understand. It's would seem to me tho that if either you followed their sick procedure or if you were prevented from following the proceedure due to your disability ( you can hardly phone to tell them during a seizure and from what I understand , following a seizure can take days to function 100% again) and they removed you from your course soley down to that
  2. Sorry weve gone a bit quiet there's been a lot to take in. We are now both a bit confused. Oh got his paperwork back from the SAR he sent which as we thought provided a completely different email sent the day in question. The one presented at the DP was completely fabricated. Where it gets a bit confusing, is that on Tuesday he had a call to say his appeal meeting (due this week) was being cancelled and he is simply reinstated. He got a letter confirming yesterday. No sorry for making the last 8/9 months a nightmare just technically we can't dismiss you but still kind of think u were wr
  3. Lol don't worry I really didn't think u was being an ass and ur right appeals will ask that so best to be prepared x
  4. Simply because of morals. He has been on and off depression tablets for the last 2 years but at the moment he's in a low like I've not seen him before. Don't forget this manager has, for the last two years treated him like he's useless, slow, incapable of his job, compared him to men half his age and pretty much broken him. Whereas it's not that desirable to go back into that environment I think he actually believes it a lot of the time. It's a case of if they don't want him, who the hell else would. I obviously don't agree and neither do I agree that goung back will be good for him. Besid
  5. Yea I figured that he could rely on the last act as it what they have detailed in the reasoning is the very thing he's been saying is discriminating all along ( we have a disabled son who he has to be home for so can't do overtime , just contract hours) , have 2 letters that state it was passed to the guy who did the actual dismissing to follow up. Should He leave the discrimination & victimisation out at this stage then ? Hes waiting on the solicitor to assess the case so should hear tomorrow or day after I'm just hoping if he does win an appeal they do actually re instate him as I'm tol
  6. If I miss those bits out and loses his appeal will they still be relevant at tribunal ? Also thanks for the advice
  7. The grounds are for disability dicrimination which he has put in three grievances about since 2013 which have never been investigated. The victimisation is because they have been gunning for him since about 6 days after the first was sent x
  8. I'm not annoyed with him no lol. He had told them his last day was 30th jan so by once again mucking up the proceedure and amending his last day his work have made it look like that way , but he has informed them now anyhow. I wonder if anyone could read through hubbys appeal? We've tried to include as much as possible without going into the ins and outs but like I said I'm worried hes going to not put something in that he needs to x Dear Sir/Madam Re: Appeal Against Dismissal I refer to your undated letter received on 9/2/2015 informing me that I have been dismissed from my e
  9. He's recieved an email today saying that the letter is still at the main sorting office apologises for this and says they have adjusted his dismissal date to tomorrow. ( even tho the guy has now been demoted to a position which is not authorised to dismiss) . It also now looks like my husband has now lied to the job centre! In his rationale he contradicts himself so many times and even refers to the email date being disputed and that he has now supplied one with a date. This date is actually the day after the event and reads as if it was sent the same day. In fact the things the manager is
  10. Just to update, oh was dismissed last week. They admitted that the "one act" was disregarded somewhat as "it was clear he was genuinely sick" . This "one act" was the reason he was originally suspended for. The main reason for dismissal was the "act" that was added on just after his fact finding interview the week before the disciplinary hearing. He was invited to a face to face discussion to be told the decision which I find odd as I've spoken to at least 5/6 other ex employees and it was always done by letter. I'm convinced it was just an attempt to get him to lose his temper. He wasn't
  11. Well that was a waste of time. They have sent the grievance back stating it is not appropriate to deal with the grievance as the proceedure cannot be used as an alternative or in addition to the diciplinary process which has its own built in appeals. As its directly related to an ongoing conduct investigation he should raise his concerns during this proceedure! Firstly he has constantly complained, but the investigator has told him and documented in his own minutes that as he had been suspended 2 days before raising an initial grivance , they will not deal with it. The grievance was abou
  12. wuick question. Hubby has just been told by a colleauge that there is a meeting set up for Wednesday to go through the notes. He hasn't been informed of this officially yet so presume that they are not intending to give 48 hours notice. My question is the hearing was not adjourned it ended by the manager saying we were done and refusing to shake oh hand ( with the hump). Would this meeting be part of the formal proceedure? Just so happens that it comes just after my grievance for a flawed investigation has been returned to me as sent to the wrong department.
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