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The operator can be up to 3-4 metres away.   Infuriated as I had previously stayed with them in 2022 for 3 months at £260 per night that they would seek to question my honesty and invade my privacy. I immediately called reception and asked why they would do such a thing and if they had any concerns they were welcome to inspect my room and go through my personal belongings and ask me anything they wanted to. I was sleeping for the best part of my stay and was alone throughout.   I sent the recordings to the receptionist within the hour of finding them and I asked to speak to the manager of the hotel who I was told wasn’t present. I tried to have face to face meetings with him but he instead wrote to me denying the recordings were made at their hotel stating that they didn’t observe anyone in the corridor at the time of the recordings and that they don’t have a metal bar at the interface of the tile and carpet which corresponds to the overlying door. I rejected that statement on the grounds the video doesn’t show a bar but a reflection of light on the tile and you wouldn’t see a person outside my door because the cable is black and runs along the floor. If you don’t look for this you won’t see it. The matter was passed up to the area manager and he also denied the allegation. This is where the matter ends as far as IHG are concerned. Leading a busy work and family life I let the matter go but I found myself back at the same hotel a year later. I booked for  2 nights and was given a room facing the lobby door that led to the lifts. Unfortunately, from the hours of 3am I was woken up by the noise of the door opening and closing but also noticed shadows of a person standing in front of my door. At first I took no notice and put this down to a guest waiting for someone but the person or persons returned several times, standing outside my door for up to several minutes. I called the hotel reception and asked if there was an issue  on my floor and they said they would come up to check. They never said they would check the CCTV and as the incidents continued to happen up to 8am I called them 6 times. Given my past experience I didn’t think they took security as serious a# her establishments and made them observe the Cctv and let me know. The explanation I was given was that they could see residents there but they were heading down to breakfast. The time that I had noticed these feet by door was from 3am and breakfast started at 6.30am. It also didn’t explain why they would stand by my door for anything longer than 10seconds and if they were waiting for someone how likely is it that this scenario is played out 6 times when there was only 12 rooms per floor. Later that morning when I went down for breakfast the manager said he would move me to a room at the end of the corridor and asked me what my plans were for the day, essentially when would I be in the hotel. I stated that for the day I was out. He then said that all his staff were uncomfortable about me being a guest and said that I was not welcome there anymore. I had paid for the two nights but when it came to the end of the day I didn’t feel that I would be able to rest at the hotel given the hostility so I returned the next day to collect my remaining belongings, namely items of clothing, an iPhone charging cable and plug, and toiletries. Checkout was at 2pm and I was at the hotel at 3pm. All my belongings were gone and they couldn’t locate the items.  I plan to report the incident of the spy camera to the police, as well as the theft, and write to the hotel emphasising that this breach of privacy is unacceptable and the hotel's failure to properly investigate and address the issue is deeply concerning. The fact that I requested security checks to ensure my safety in the early hours was reasonable, yet their response to ban from the premises was excessive and even possibly discriminatory as I had revealed to them that I had been a victim of a hate crime given my sexuality. . I am seeking compensation for the infringement of my privacy, the lack of proper investigation, and the being humiliated and made to feel like an undesirable. I will request a full refund of my two-night stay totaling £390. Additionally, I will request compensation for the cost of my previous stay when the infringement occurred, which was £220. I am also considering damages for the infringement of my privacy but at a loss as to what this would equate to. I will close the letter giving them a 14 day timeframe to respond.    Is there anything you feel i need to consider here? Many thanks   
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Hi all,

my first post so just after a little bit of help

I have recently been dismissed for alledged theft. Some colleagues and myself had to stay at work overnight to secure the building due to a faulty front door.This had been reported at least 3 times. The company did not have an emergency contract.

While we were there we had a couple of beers and as we did not have any means to pay we agreed to pay on our next shift together so that we could all act as witnesses.

My main issues are that other managers have demonstrated the same practices.

This has been confirmed at the appeal. There have been no sanctions against them.

Two members of staff helped themselves to goods without my knowledge. They are still at work with no disciplinary!

The same two managers have carried out the investigation and disciplinary

I made the managing director aware of other incidens but they were not investigated. The MD carried out my appeal.

Th MD has confirmed that she is aware of an incident where two managers ran up an £80 bar bill but did not pay for it for two weeks. They have quoted the staff handbook saying that this is against the company policies. These two managers have not been disciplined as they are saying its post feb where memos and emails have been sent. I have not seen these

Apologies its long winded but I could go on

 

Cheers

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Hello there. I guess you're saying you've been treated less favourably than other employees in the same position.

 

As Rachel says, it would help us to advise you if you tell us more without identifying yourself.

 

My best, HB

Illegitimi non carborundum

 

 

 

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Myself and a few members of staff had a couple of beers while we were wating for daytime staff to come into work.

none of us had any cash or even a debit card to pay for them. we made a list so that we could pay. i put a copy of the list in my tray in the managers office and kept a copy with me. it was a thur night. i was off on the friday,in work sat and sun. i got a call on the monday evening informing me that i was being suspended and the reason would be discussed in an investigation meeting.

the allegations of theft were aimed at me along with 4 members of staff. we all went through investigations and i am the only one to have disciplinary action taken against. i was the duty manager.

as i have said two other managers both of who are senior managers ran up a large bar bill in jan. they paid two weeks later. head office have quoted the handbook in my case that says that under no circumstances can any member of staff loan any equipment or goods.

i would like to know how thier incident was different to wh5 happened to me?

i emailed the md and finance director giving a list of incidents to be investigated. along with a list of staff who could confirm them.these were not investigated.

apparently one of the management team went into work on the friday nad viewed the cctv footage which shows us pouring pints but not paying for them.

the site does not display any signage informing staff or customers that cctv is in use. can they legally use this if i was not aware of wha5 it was used for?

one of the other dms would not come to the site with a key which would enable us to lock the door and to leave the building secure

 

hope this is enough?

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Hi HB

yes i have been treated less favourably than others on site.

two memebers of staff helped themselves to goods without my knowledge. this was confirmed in my initial investigation

also managers have done similar to me but while customers were in the building. the building was closed to the public when we stayed to secure the building.

the same two managers have carried out the investigation and disciplinary. despite me implicating themin similar incidents. surely the investigation should have been passed onto someone not implicated?

no action taken against them.

also head office are saying that as memos and emails were issued in feb then as these incidents happened pre feb they would not be investigated. this is despite it being written in the staff handbook.

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Hi Magpie

 

Sorry to hear about your situation. I'm just a lay person but my understanding is that Disciplinary matters should be dealt with "fairly and consistently" which doesn't seem to be the case here. It seems you have been singled out for Less Favourable treatment compared to others in similar circumstances.

If at all possible, the hearings should not have been chaired by the same people who were implicated (as they are likely not impartial)

Was the issue addressed regarding the workplace's failure to act on the report that the door was faulty? Were you given any guidance on what to do should this happen on your shift?

Perhaps you should ask Head office to demonstrate that you had recieved the email/memo or had otherwise been made aware of the contents.

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Hi 30stm

 

There were other managers that could have carried out investigations/disciplinary. I am aware that ACAS guidelines state where possibel. I mentioned this in my appeal but it was ignored!

The issue regarding tha faulty doors had been reported three times. I know that another manager had stayed overnight two weeks previous and had a couple of soft drinks. This is against the company policy as he did not payLL

I also asked about the reluctance to provide evidence, such as emails,memos and even witness statements from others that were interviewed. These have not been provided

I am busy filling in the ET1 forms and waiting for a solicitor to contact me to discuss the case.

My question is - Do you think I stand a chance at Tibunal?

I know what I have wrote are not all of the facts and it could be hard to judge.There are so many errors on the companys part to write down!!

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Hello HB

 

I am waiting to make an appointment to see a solicitor. They are employment specialists so I will have wait and see what they say.

Until then im in limbo. I just thought I would see what the general consensus on here would be

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Hello HB

 

I am waiting to make an appointment to see a solicitor. They are employment specialists so I will have wait and see what they say.

Until then im in limbo. I just thought I would see what the general consensus on here would be

 

Sure. Bear in mind though that we're not qualified legal experts. What made you decide to get a lawyer involved, I'm interested?

 

My best, HB

Illegitimi non carborundum

 

 

 

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Sure. Bear in mind though that we're not qualified legal experts. What made you decide to get a lawyer involved, I'm interested?

 

 

 

My best, HB

 

 

 

I appreciate that people are not qualified and I was just after some comments to see if anyone else knew what could happen. This could be from past experience.

I want to speak to a solicitor for advice as to whether I would have a decent chance to go to tribunal for unfair dismissal. I dont really fancy acting for myself.

 

Thanks

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The key factor should you decide to pursue this at ET is that you are able to prove the inconsistencies in how disciplinary action is applied to employees helping themselves to drinks. You need to concentrate on how you can substantiate this to have any chance of success.

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The key factor should you decide to pursue this at ET is that you are able to prove the inconsistencies in how disciplinary action is applied to employees helping themselves to drinks. You need to concentrate on how you can substantiate this to have any chance of success.

 

 

 

Thanks.

The finance director in my appeal has confirmed in writing he is aware of an incident involving the Operations Manager and General Manger that happened in January. He states that as it is before any memo/email in Feb that thois is being ignored. However I have the handbook that states that under no circumstances can this happen. There is no new handbook available.Surely as it is the handbook that I was issued when I started in 2009 then this should be taken into account.

The company are breaching its own policy.

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What I'd do is look through the Thompson/YP under solicitors, and find the ones that specifically state that they specialise in employment law.

Try and see if you can get an initial free consultation, maybe with 2 or 3 different ones as their opinions can vary widely.

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I've always advised people to get at least a second opinion with legal advice if the first doesn't want to take a case on, Like every other role in life i've dealt with some brilliant solicitors and also some i've felt like throwing through the window.

 

A note of caution though, i recall (i think on here) a poster who just kept going through solicitors like a knife through butter until they heard what they wanted to, the claim was always going to fail and it WILL warp your mind to the extent you are no longer rational about it , don't waste your life if you do get a no from the first couple you try.

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Threads merged and tidied to avoid confusion!

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Hi all,

my first post so just after a little bit of help

I have recently been dismissed for alledged theft. Some colleagues and myself had to stay at work overnight to secure the building due to a faulty front door.This had been reported at least 3 times. The company did not have an emergency contract.

While we were there we had a couple of beers and as we did not have any means to pay we agreed to pay on our next shift together so that we could all act as witnesses.

My main issues are that other managers have demonstrated the same practices.

This has been confirmed at the appeal. There have been no sanctions against them.

Two members of staff helped themselves to goods without my knowledge. They are still at work with no disciplinary!

The same two managers have carried out the investigation and disciplinary

I made the managing director aware of other incidens but they were not investigated. The MD carried out my appeal.

Th MD has confirmed that she is aware of an incident where two managers ran up an £80 bar bill but did not pay for it for two weeks. They have quoted the staff handbook saying that this is against the company policies. These two managers have not been disciplined as they are saying its post feb where memos and emails have been sent. I have not seen these

Apologies its long winded but I could go on

 

Cheers

 

Alledged theft? Only alledged as you had the intention to pay for the consumed goods on your next shift.

 

Consuming alcohol during your normal working hours!... Anything in your handbook of employment about that one?

 

What is contained about such offences in the handbook, and what did that e-mail, letter mention?

---Aut viam inveniam aut faciam---

 

***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***

 

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All staff involved confirmed that we had agreed to pay together. This was stated in the investigations. The comments have been ignored

 

 

The consumption of the alcohol was out of our normal working hours. The building was closed and supposed to be secured and locked. The faulty doors meant we had to stay to secure the building overnight.

 

The handbook states that and I quote.

you are not under any circumstances allowed to borrow cash,stock or equipment from your place of work. Any such unauthorised possession by you or others on your behalf will be viewed by the company as theft.

 

I agree that we are in breach of the above but on the night in question two others helped themselves to goods and are back at work.

Three other managers were guilty of the same in January.

I have not had any emails regarding this.

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Did you receive wages to remain on the premises during that night?

---Aut viam inveniam aut faciam---

 

***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***

 

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Did you receive wages to remain on the premises during that night?

 

 

 

 

No we received no extra wages. I was the duty manager on shift. I attempted to speak to the General Manager but hos phone was off. I spoke to the team manager who had a key for the front door but refused to come in in order for me to secure the building and go home after an 8 hour shift. His attitude was as I was the dm then it was my responsibility to secure the building by staying.

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a) Do you get usually remunerated for overtime?


b) Who requested that you remain beyond your shift?


c) In what capacity did you remain on the premises that night?

d) What kind of business is it? Edited by Bigredbus

---Aut viam inveniam aut faciam---

 

***All advice given should be taken as guidance... Professional advice should always be taken before any course of action is pursued***

 

- I do not reply directly to any PMs, but you are more than welcome to enclose a link, in a PM, to your post. Thank you -

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a) Do you get usually remunerated for overtime?

 

b) Who requested that you remain beyond your shift?

 

c) In what capacity did you remain on the premises that night?

d) What kind of business is it?

 

 

 

 

No I would not get paid for any overtime or extra hours worked.

The tema manager informed me that as the duty manager for that evening it would be my responsibilty to secure the building

I was the duty manager despite my shift ending at around midnight. no other manager would come to secure the building despite my request

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