The Money Grows
After making a formal grievance against a company director an employee was told (by telephone!) that a commercial decision had been made; and her employment was being terminated immediately, with no grounds for appeal. Her company mobile was switched off immediately and her company car and laptop collected within hours.
We were instructed by the employee, a private client, who had taken advice from an Employment Solicitor.
It was decided that it was crucial to record a home visit from a HR manager after the client’s dismissal from her employment. The employee had complained in the past about bullying and un-warranted changes to her job description, role profile and employment contract without notice or consultation and this was the basis of the grievance she had lodged.
The home visit went ahead with the HR manager acting on behalf of Directors of the company. Not only did they break Employment Law but also the Companies own disciplinary process. The company later claimed that this meeting did not take place.
The company made an offer of 3 months salary, which was declined. The covert CCTV pictures with audio were admitted as evidence to an employment tribunal, forcing the company to make a substantial out of court settlement (approximately twice her annual salary) 2 minutes before the tribunal was to start.
After making a formal grievance against a company director an employee was told (by telephone!) that a commercial decision had been made; and her employment was being terminated immediately, with no grounds for appeal. Her company mobile was switched off immediately and her company car and laptop collected within hours.
We were instructed by the employee, a private client, who had taken advice from an Employment Solicitor.
It was decided that it was crucial to record a home visit from a HR manager after the client’s dismissal from her employment. The employee had complained in the past about bullying and un-warranted changes to her job description, role profile and employment contract without notice or consultation and this was the basis of the grievance she had lodged.
The home visit went ahead with the HR manager acting on behalf of Directors of the company. Not only did they break Employment Law but also the Companies own disciplinary process. The company later claimed that this meeting did not take place.
The company made an offer of 3 months salary, which was declined. The covert CCTV pictures with audio were admitted as evidence to an employment tribunal, forcing the company to make a substantial out of court settlement (approximately twice her annual salary) 2 minutes before the tribunal was to start.