Mrs NW Suspended on full pay!!
Discussion
So, the saga continues
Following on from other issues with work ( SausageGate - SalaryGate ), the story gets better!
Mrs NW called me last evening (I work away from home) and tells me she was suspended from work, on full pay, whilst a "theft" of c£515 is investigated. The thing is, the dates of the alleged theft coincide with when she was off work for 2 weeks having collapsed at work with a suspected heart-attack. Her employers are fully aware of this yet still they suspend her.
She will obviously be consulting with her union, is there anything else PH can recommend as I have really run out of patience with what I consider to be a string of vindictive and deliberately bullying actions which are actually really impacting Mrs NW's health.
Thanks NW
Following on from other issues with work ( SausageGate - SalaryGate ), the story gets better!
Mrs NW called me last evening (I work away from home) and tells me she was suspended from work, on full pay, whilst a "theft" of c£515 is investigated. The thing is, the dates of the alleged theft coincide with when she was off work for 2 weeks having collapsed at work with a suspected heart-attack. Her employers are fully aware of this yet still they suspend her.
She will obviously be consulting with her union, is there anything else PH can recommend as I have really run out of patience with what I consider to be a string of vindictive and deliberately bullying actions which are actually really impacting Mrs NW's health.
Thanks NW
NormalWisdom said:
Mrs NW called me last evening (I work away from home) and tells me she was suspended from work, on full pay, whilst a "theft" of c£515 is investigated. The thing is, the dates of the alleged theft coincide with when she was off work for 2 weeks having collapsed at work with a suspected heart-attack. Her employers are fully aware of this yet still they suspend her.
It may be that there is a policy in place that suspension is the automatic default where there is an suspicion or allegation of theft. However if the dates are that clear cut then the suspension period should be minimal because the facts (as presented on here) can only lead to one conclusion as far as she is concerned. If a " theft" actually took place someone else must have done it.It seems your o/h is being targeted for whatever reason. What are the school governors doing to sort it out?
You'll be lucky to get any any action out of her union. When I accompanied my disabled O/H to a meeting with her union regional rep in the hope of getting a watertight claim for victimisation and intimidation acted upon all he was interested in was minimising the cost of union involvement. His first question was 'How much would you accept as a pay off?' Useless prick!
Good luck sorting this out. It smells a bit of office politics and stitch up from here. Sounds like a relative and a friend that went to tribunals. The friend won their case, the relative got some concessions at their appeal which admitted they'd made a few mistakes but seemed to centre on 'We followed procedures.'
There seems to be a few in the public sector that think feeding excrement into procedures somehow legitimises the excrement. They shrug their shoulders and say 'We followed procedures'.
I used to work with someone on the rob. Some other colleagues were more annoyed it about than me, possibly as they'd been saying stuff had been going missing for years but also while that colleague was stealing everyone else there was under suspicion.
There seems to be a few in the public sector that think feeding excrement into procedures somehow legitimises the excrement. They shrug their shoulders and say 'We followed procedures'.
I used to work with someone on the rob. Some other colleagues were more annoyed it about than me, possibly as they'd been saying stuff had been going missing for years but also while that colleague was stealing everyone else there was under suspicion.
Jasandjules said:
Take advice from someone who has you as their client and so in insured, but it sounds like you are sailing close to constructive dismissal as they are harassing her. The problem is constructive dismissal is a real challenge to win.
I concur. Consider also a (Court, not tribunal) claim under the harassment legislation and/or for stress/injury caused by bullying and hostile work environment. PM me for some solicitor recommendations.
Riley Blue said:
You'll be lucky to get any any action out of her union. When I accompanied my disabled O/H to a meeting with her union regional rep in the hope of getting a watertight claim for victimisation and intimidation acted upon all he was interested in was minimising the cost of union involvement. His first question was 'How much would you accept as a pay off?' Useless prick!
Just to give a counter. I know someone that was on the receiving end of discrimination like this. I don't know if a union was involved, but the company sacked the two men involved.Breadvan72 said:
PM me for some solicitor recommendations.
Thanks for that Bv - As soon as we get the official letter from her employer I will take stock - She was verbally "laid-off" yesterday.I am just amazed that employers think they can get away with such actions, their attitudes (IMHO) have to take significant blame for her hospitalisation in April and to compound with this now is frankly barbaric!!
NormalWisdom said:
Breadvan72 said:
PM me for some solicitor recommendations.
Thanks for that Bv - As soon as we get the official letter from her employer I will take stock - She was verbally "laid-off" yesterday.I am just amazed that employers think they can get away with such actions, their attitudes (IMHO) have to take significant blame for her hospitalisation in April and to compound with this now is frankly barbaric!!
* Where there is a legal right, there is a remedy for the breach of it.
Sympathys to the OP and is OH this sounds like a really s
tty situation to be in, hope you get it sorted.
top man.
tty situation to be in, hope you get it sorted.Breadvan72 said:
Ubi ius ibi remedium*. In other words, go get 'em. I will offer some pro bono initial steers by PM if you like.
* Where there is a legal right, there is a remedy for the breach of it.
* Where there is a legal right, there is a remedy for the breach of it.
top man.Edited by PanzerCommander on Wednesday 7th May 14:40
Sorry to hear of your wife's experiences. Been in the same position myself.
However, a full-pay suspension is the best possible situation from which to search for another job, so maybe the best use of her time and energy right now is to do just that, rather than getting too distracted by the legal implications of dismissal.
It sounds as though she would not want to keep working where she is currently in any case.
However, a full-pay suspension is the best possible situation from which to search for another job, so maybe the best use of her time and energy right now is to do just that, rather than getting too distracted by the legal implications of dismissal.
It sounds as though she would not want to keep working where she is currently in any case.
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