The individual who is the subject of the grievance is the HR manager and is also the person sending correspondence to me. Is this fair?
Is the contract enforceable if some clauses are not entirely accurate?
I am being asked to pay for another medical, otherwise I won’t have a job. Is that reasonable?
Compulsory overtime without a contractual right. Can my employer make me undertake additional work?\
I work part-time with a disability and have been told that if I don’t work within a set period, I will lose my job. What can I do?
Should I be paid before I clock in and out if I am working?
I’m required to apply for redeployment because I have a disability. Is this fair?
Possible dismissal for raising health and safety concerns, but with under two years service. What can I do?
Can I still take holiday if it has been neither approved or denied?
Do I have a case for constructive dismissal?
The individual who is the subject of the grievance is the HR manager and is also the person sending correspondence to me. Is this fair?
Q. I handed my notice in, due to treatment by the HR manager who is also the CEOs mother. I felt that their behaviour became so unbearable I had no option to leave. Given the fact that complaining would only make things worse. Since I handed my notice and the events that followed, I put in a grievance against the HR manger regarding bullying, Racism and abuse of power. This was submitted to the operational manager. Said HR is one sending correspondence. Is this fair and right.
A. It’s certainly not good practice. The person who is the subject of the grievance should not be involved in the investigation or decision-making. Although she is only sending letters, one could infer that she is involved in the process and would, therefore be biased.
At the end of the day, you have resigned, so unless you are taking the matter to an employment tribunal, it makes little difference whether she is sending the correspondence. It may obviously have a bearing on fairness and process should you wish to take the matter further.
Is the contract enforceable if some clauses are not entirely accurate?
Q. I had an employment contract that I signed apx 6 months after starting my job. The employment contract has my role incorrect and it does not state the length of my contract on it - which was two years. I have since handed in my notice. My employers are trying to have me for breach - not giving 3 months and working within 10 miles of their premises. Would the errors make my contract unenforceable.
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