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About Me


  1. Hello again CAGgers - 2 posts in one day is a new record for me! Anyway - I already have a claim going to ET for disability discrimination from mainly harassment that my ex-line manager gave me(I say 'ex' as he's been made redundant since all this happened(strange!) but I am still employed by this Company). Applying for a ET did actually spur the company into taking some supportive action like mediation but there seems a big gap in attitude between the companies Employment Relations(who are actually quite supportive and acknowledge that I've not been treated well) and my Director in
  2. I was dismissed from work last week, with my employer citing capability as the reason. I worked as a manager for the large, very well known company for 6 years. Until this spring/summer I had not had any absence or performance issues. However, a new general manager had arrived in October 2011 and had begun to make clear who they appreciated, and who they wanted out. This involved face to face meetings - no notes taken. I was told that my management style did not fit and that I would need to make big changes if I was to stay on the team. Soon after, I was advised formally that m
  3. I am posting for some advice. I have been off sick since 9th August 2012 and I have requested to my employer whether they agree or not for me to work from home for 2.5 days a week instead of working full-time. I am worked for my employer now for just over 10 years. My sickness is due to depression but I also suffer from crohns disease and diabetes which are covered by the Equallity Act. The question I am asking is that my employers have requested an informal meeting to discuss ending my employment through a compromise agreement and I was just wondering what kind of payment I can request.
  4. I have been employed since 07/07/2012 (5 months). I have 10-years work experience as a dementia carer; nurse's and nutritionist's qualifications; spotless track record. I work as a live-in carer on 2 weeks on/2 weeks off rota basis: 2 x Wed -Wed; paid breaks 7h on Wed (11am-6pm) and 4h on Sat (11am-3pm). Sleep in nights on call. Client (and a dog) has advanced dementia and is very mobile. I think this is more like a shift work, where the shift pattern is: 4 live in shifts (315 hrs) are worked in 14 days: Wednesday 6 pm – Saturday 11 am; 65 h; 4 h break Saturday 3 pm - Wedne
  5. Good Morning! I'm trying to help a friend of mine who is experiencing some issues at work and he has asked me to draft a letter to his employer regarding this. Basically my friend is a Sales Manager, Director and Company Secretary of quite a large firm. The firm has been struggling and as a result the MD has been blaming my friend for a downturn in available work for the firm. On 2 occasions the MD has insisted my friend come into the office for a Performance Review - this is not conducted formally but arranged verbally over the phone often with the review being held on the s
  6. Hi all I work for a small Limited Company, I have worked there for 2 years 1 month. On the 7/11/12 my boss threatened to not pay me over the telephone, he said I am not getting paid so you are not. He is very much a Jekyll and Hyde character nice one minute nasty the next. I raised a grievance with him on the 8/11/12 sent him a letter saying you must pay me as my contract states on the last day of every month and I must receive pay slips which I have not received since he took over the business in August this year. He refused to discuss the issues with me and said there is no pro
  7. On wednesday I lost my job basically i worked at a waterpark and we were allowed swimming after our shift, which we do alot and we had permission. They saw us messing about we always do, and two people did get minor injuries but nothing a plaster can't fix anyway someone filmed us and i put the videos online. And everyone who went swimming got a written warning about it, seeing as they saw us and allowed us to do this at the time a but unfair in itself Then i get the sack, my manager said 'i'd had enough chances' which just isn't true i've never had any verbal or written warning, i'v
  8. Dear All Last Month I was dismissed. I knew since a year this this will happen. I joined this big company more than 4 years ago, my role is quite technical as i am dealing with regulatory compliance... before going on maternity leave i complained against my manager. when i came back, the person who covered my maternity leave became my boss. quite rapidly i had to go through a performance improvement project...the phase I lasted 2 weeks and i received a warning. the second phase lasted 8 weeks...and i have been fired...i had to wrote 3 reports on 3 objectives for which i knew 8 weeks
  9. Hello to everyone. A friend of mine directed me the consumer action group website and from what I have seen so far it is an excellent site. What brings me here is that I have been directed to attend a disciplinary on the 04-12-12 in the morning. I was advised of the disciplinary on the 30-12-12 at around 1600 and was given two copies of a letter advising that a disciplinary has been arranged. As per letter the purpose of the hearing is as follows: "will be to discuss an allegation that I have been by-passing the proxy server in order to access websites which have been banned and w
  10. My situation is as follows: Somebody rang the works whistleblowing hotline and made 2 allegations about me. Allegation 1: That when i had the opportunity to re-hire an old employee in January 2010 to a new position that i did not follow procedures in order to receive the companies referral fee, i have been accussed of stating that I would give 50% of the fee to the re-hire, that I would not advertise the job for the given period that i would interview him. Allegation 2: The whistleblower has stated that my current employer has overpaid me by £800 in June 2009 and I deliberately did
  11. Hi, I have recently been dismissed by my employers. I have appealed but have had not date given to me (this was over a month ago). I have recently put in a claim for a tribunal to hear my case as I have no faith in my company following procedures (they didn't follow procedures during the disciplinary hearing). I have recently been to my GP as my wife has told me I am showing signs of depression. My doctor has prescribed me medication to cope with anxiety and the lack of sleep I am getting at the moment. My question is, has anybody else been in this scenario? If so, how did they
  12. Hello, I recently left my job. At the time I was being hassled by management and I felt that could no longer work there. I had had time off work because of the stress I was under and I had been receiving counseling as well. I returned to work just prior to a restructure and they were looking for people to leave. I was all over the place mentally, and I explained to management that I couldn't continue to work there anymore, there was a breakdown of trust/confidence and I took a redundancy payment and left. Do I have any grounds for a claim for unfair or constructive dismissal? I
  13. :!:Hi everyone! My name is Paul, aged 41, I live in Norwich and recently, after 6 years of working for an organisation full-time, I was dismissed with Gross Misconduct. I have since managed to get my self sorted out, in terms of getting all the inevitable benefits sorted out, informing the relevant authorities of my changes of circumstances. The days following the Disciplinary Hearing were very hard for me - I felt shocked, very depressed, worried and very alone. Now I have got over the worse, I am now feeling happier as the overwhelming emotional support I received from friend
  14. Basically, my work has a new supervisor and site manager now and the previous one moved onto bigger things. Anyways; she sees me as competition or a threat and has ever since been trying to get rid of me. She's given me numerous disciplinaries for the most ridiculous things. I was given a final written warning due to not signing out the sign in book. I admit I missed a few BUT I wasn't the only one; there were many yet I was the only one who got a disciplinary; the ****ed up thing is that I have proof that SHE herself wasn't signing the book and when it was time for it to be sent off; she AMEN
  15. This is my first post so please be gentle with me. Dh was- we believe- unfairly dismissed from his job. It's a long story which I will post tomorrow, however as we now have just over 1 week to submit the ET1 form and the CAB-who said they would check the form through for us- haven't returned our e-mails for 2 weeks I am now feeling very much on our own. The union so far have been rubbish but we are hoping for help in the future when the national rep gets the paperwork. The thing that is bothering me at the moment is- As Dh is rubbish when dealing with this sort of thing, so far his company
  16. Hello Just looking for advice on whether or not I have a case for breach of contract / constructive dismissal. I have worked for my current employer for 8 years who is a well known healthcare provider. I recently completed training with my employer so that I can pursue a career for which professional registration is mandatory. I received a new contract for my training and it recognizes my continuous employment. One of the terms in my contract states that my continued employment after the training finishes is dependent upon successful registration with the professional body. It
  17. I am employed as a front of house team member in a busy public house. We have recently employed a new chef who has increased sales and brought a lot of extra custom, he has come from a rival company in the town. There are 2 main front of house waiting staff myself and someone else the new chef has told us both on many occasions that were no good at what we do, hes going to get his old staff over here who know how to do the job properly. I can assure you there is no fault with what we do The final straw was when i walked in on him calling me a useless c*** i have raised a grievanc
  18. hi, i have an interview soon and i am in two minds about giving the reasons for my recent departure.... i know i will need to come clean at some point as the references go back 5 years so will need to give details but if i admit during the interview then i dont think i would even be considered anyway... anybody know of the HR policys for such things for a certain big blue chip holiday company?
  19. Hi Everyone, I have not posted on here before but came across the site whilst googling for help! Please excuse the lengthy post but there is so much to explain. My main question is whether to go through the 'grievence' procedure or the 'Harrassment & Bullying in the Workplace' procedure. I have been told by HR that I have to choose which path I want to go down but in documenting my issues, it seems that there is a bit of both. I handed in my notice on 27th August so have a matter of days to raise my complaint. I have been in my job for 4yrs and 6months. In the last 3 year
  20. Business Secretary Vince Cable has proposed a cut in how much workers can claim for unfair dismissal at employment tribunals. He will consult on plans to cut the limit on compensation payouts to a maximum of 12 months' salary. He also wants to bring in settlement agreements, in which staff agree to leave without being able to go to a tribunal, but get a pay-off in return. http://www.bbc.co.uk/news/business-19594879
  21. I was recently dismissed for "gross misconduct" by my ex-employer, without any notice. I have since saught advice from the union, and also from acas, and both seem to think that i've got a very good case in my appeal. I don't want my old job back, as i'd never consider working for the company again, all I want to do is get the dismissal off my record (if possible). The job was a reasonably well paid one, and to find another job in the same industry i'm looking at about a £7k a year loss, would I be able to claim any money back to take into account this loss? I was only at the company for 11 mo
  22. Business Secretary Vince Cable has proposed a cut in how much workers can claim for unfair dismissal at employment tribunals. He will consult on plans to cut the limit on compensation payouts to a maximum of 12 months' salary. He also wants to bring in settlement agreements, in which staff agree to leave without being able to go to a tribunal, but get a pay-off in return. http://www.bbc.co.uk/news/business-19594879
  23. Afternoon Everyone It's been a while since I posted, I have been working very hard to secure work after being dismissed late last year, somebody did accept I needed a 2nd chance which was great however I am very keen on getting back into the corporate areana.... Has any body been successful gaining employment in places like banks, or big retail head offices for example? After being dismissed I mean for "gross misconduct"!! I have settled out of court so have been gagged in terms of what I can talk about should they ask also.... I wonder if I should stop trying to get jobs in these p
  24. Hi All I will give short version. My son worked (2.5yrs) with 3 ladies on his own in a lab and 1 of the ladies put in a complaint about him not talking, reading her notes, not opening the door and turning off the AC when she leaves the lab. By the time we got to the investigation meeting the other 2 ladies also put in a complaint about unwanted gifts, compliments that they said were inappropriate such as if they changed hair style he said they looked gorgeous etc. We did not hear of these 2 other complaints until James attend the meeting and the 1st lady added the same complaints to her f
  25. Hi Everyone Im a new member and Ive never posted on CAG before but Ive read lots of threads and the advice that everyone gives and I would really appreciate some myself. I will provide a brief synopsis of my current work situation. I work for a large public body (800 employers) in a small team of five. We had a new manager start in 2010 who was, without providing too many details, not suitable for the job. In January 2011 myself and two colleagues raised serious concerns with HR about our manager (targeting us as employers, being aggressive, being inconsitent and so on). HR met with ou
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