That's a very good breakdown Unique. Some people will be trying to "be kind / sympathetic" rather than looking at it objectively.
That's a very good breakdown Unique. Some people will be trying to "be kind / sympathetic" rather than looking at it objectively.
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Last edited by wasabi; 22-07-2014 at 10:44 AM.
Does this not amount to work place bullying?
You seemed confused about the role of ACAS. They cannot takes sides as they may intervene in the dispute at a later date. They cannot offer specific opinions as to the outcome of a tribunal decision.
However, I spoken to ACAS before and they gave a first class professional service in terms of course of actions.
Trade Unions are a useful resource as they can negotiate between the employer and your wife.
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Last edited by santa claus; 20-08-2014 at 07:36 PM.
Wasn't optimistic, but within their limited context, still not great IMO. Waste of a phonecall. They were quoted direct passages from staff handbook and asked for clarification of meaning - nada.
Wish I could say what the industry/business is, but it could get traced back.
If goes to tribunal can idiotically amateurish decisions by manager which affect wife's ability to make budget be taken into consideration? I worked in the industry many years ago and the guy's strategic thinking and operational management skills are rookie grade woeful. And I am literally highly qualified to comment. Great marketing/ideas 'vision' guy no doubt, but he got rid of everyone who got in the way of the-next-big-thing and reality checked out before breakfast. As the direct line manager and MD, is there a way for the seeds he sowed be directly linked to the lousy crop - at HIS feet and not my wife's?
Personally I'd go for the napalm strategy - destroy the manager's credibility with a harsh dose of 100 percent accurate factually correct truth to directors and staff then wait to get marched out. But wife's field is more specialist than mine so can't move so easily.
It's not their job to interpret staff handbook, especially snippets as sometimes you need to read the whole handbook for context.
I suggest you speak to a few employment lawyers for advice but you may find yourself in a catch 22 situation where they expect you to put in a grievance and see what happens next.
Sound like a case of constructive dismissal to me, get legal help asap either privately or through union. Also as it's a US company (or run from the US) they may have very little understanding of UK & European employment law, my partner is an HR Manager for a US owned company and over the pond they just do not consider that anything is different to the US hire 'em & fire model.
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