Physical assault at work

[funkyrobot]

WinstonWolf said:

funkyrobot said:

Jasandjules said:

OP if you are resigning and wish to leave open the possibility of a constructive dismissal claim then word your resignation carefully.

I've done some reading on constructive dismissal. It seems that it's a good idea to get a grievance in before hand. I have no time to do this.

As you have said, if I do consider this route I need to state constructive unfair dismissal in my resignation letter.

I really need to speak to someone at work because if they expect me to just go in as normal tomorrow and work alongside the woman who hit me, that isn't on and I'm going to state constructive unfair dismissal as a reason for leaving. Can't talk to anyone until I'm handing my notice in though. Bah!

You've got a new job. Personally I'd let go of this, it's one less thing to worry about

Yeah, you are right. Christ, it's a mine field isn't it.

I do think the slap event needs mentioning in my resignation letter though.

[WinstonWolf]

funkyrobot said:

WinstonWolf said:

funkyrobot said:

Jasandjules said:

OP if you are resigning and wish to leave open the possibility of a constructive dismissal claim then word your resignation carefully.

I've done some reading on constructive dismissal. It seems that it's a good idea to get a grievance in before hand. I have no time to do this.

As you have said, if I do consider this route I need to state constructive unfair dismissal in my resignation letter.

I really need to speak to someone at work because if they expect me to just go in as normal tomorrow and work alongside the woman who hit me, that isn't on and I'm going to state constructive unfair dismissal as a reason for leaving. Can't talk to anyone until I'm handing my notice in though. Bah!

You've got a new job. Personally I'd let go of this, it's one less thing to worry about

Yeah, you are right. Christ, it's a mine field isn't it.

I do think the slap event needs mentioning in my resignation letter though.

Mention it, forget about it and get on with the more important stuff. I tend to apply a "will this matter in ten years?" filter to life

[funkyrobot]

WinstonWolf said:

funkyrobot said:

WinstonWolf said:

funkyrobot said:

Jasandjules said:

OP if you are resigning and wish to leave open the possibility of a constructive dismissal claim then word your resignation carefully.

I've done some reading on constructive dismissal. It seems that it's a good idea to get a grievance in before hand. I have no time to do this.

As you have said, if I do consider this route I need to state constructive unfair dismissal in my resignation letter.

I really need to speak to someone at work because if they expect me to just go in as normal tomorrow and work alongside the woman who hit me, that isn't on and I'm going to state constructive unfair dismissal as a reason for leaving. Can't talk to anyone until I'm handing my notice in though. Bah!

You've got a new job. Personally I'd let go of this, it's one less thing to worry about

Yeah, you are right. Christ, it's a mine field isn't it.

I do think the slap event needs mentioning in my resignation letter though.

Mention it, forget about it and get on with the more important stuff. I tend to apply a "will this matter in ten years?" filter to life

It may matter sooner if she stabs someone at work.

[WinstonWolf]

funkyrobot said:

WinstonWolf said:

funkyrobot said:

WinstonWolf said:

funkyrobot said:

Jasandjules said:

OP if you are resigning and wish to leave open the possibility of a constructive dismissal claim then word your resignation carefully.

I've done some reading on constructive dismissal. It seems that it's a good idea to get a grievance in before hand. I have no time to do this.

As you have said, if I do consider this route I need to state constructive unfair dismissal in my resignation letter.

I really need to speak to someone at work because if they expect me to just go in as normal tomorrow and work alongside the woman who hit me, that isn't on and I'm going to state constructive unfair dismissal as a reason for leaving. Can't talk to anyone until I'm handing my notice in though. Bah!

You've got a new job. Personally I'd let go of this, it's one less thing to worry about

Yeah, you are right. Christ, it's a mine field isn't it.

I do think the slap event needs mentioning in my resignation letter though.

Mention it, forget about it and get on with the more important stuff. I tend to apply a "will this matter in ten years?" filter to life

It may matter sooner if she stabs someone at work.

As long as it's not you let someone else worry about it, it's not your problem any more

You'll also have bragging rights if it ever hits Spotted so it's a win win

[funkyrobot]

WinstonWolf said:

funkyrobot said:

WinstonWolf said:

funkyrobot said:

WinstonWolf said:

funkyrobot said:

Jasandjules said:

OP if you are resigning and wish to leave open the possibility of a constructive dismissal claim then word your resignation carefully.

I've done some reading on constructive dismissal. It seems that it's a good idea to get a grievance in before hand. I have no time to do this.

As you have said, if I do consider this route I need to state constructive unfair dismissal in my resignation letter.

I really need to speak to someone at work because if they expect me to just go in as normal tomorrow and work alongside the woman who hit me, that isn't on and I'm going to state constructive unfair dismissal as a reason for leaving. Can't talk to anyone until I'm handing my notice in though. Bah!

You've got a new job. Personally I'd let go of this, it's one less thing to worry about

Yeah, you are right. Christ, it's a mine field isn't it.

I do think the slap event needs mentioning in my resignation letter though.

Mention it, forget about it and get on with the more important stuff. I tend to apply a "will this matter in ten years?" filter to life

It may matter sooner if she stabs someone at work.

As long as it's not you let someone else worry about it, it's not your problem any more

You'll also have bragging rights if it ever hits Spotted so it's a win win

I've put a note in my letter stating that in relation to the recent assault, I no longer feel comfortable or safe working there. That will do.

[WinstonWolf]

funkyrobot said:

I've put a note in my letter stating that in relation to the recent assault, I no longer feel comfortable or safe working there. That will do.

Problem solved, you've now got one less thing to deal with

[funkyrobot]

WinstonWolf said:

funkyrobot said:

I've put a note in my letter stating that in relation to the recent assault, I no longer feel comfortable or safe working there. That will do.

Problem solved, you've now got one less thing to deal with

Indeed. That's nearly halved my major worries for this week.

[Europa1]

funkyrobot said:

I've done some reading on constructive dismissal. It seems that it's a good idea to get a grievance in before hand. I have no time to do this.

As you have said, if I do consider this route I need to state constructive unfair dismissal in my resignation letter.

I really need to speak to someone at work because if they expect me to just go in as normal tomorrow and work alongside the woman who hit me, that isn't on and I'm going to state constructive unfair dismissal as a reason for leaving. Can't talk to anyone until I'm handing my notice in though. Bah!

OP, constructive unfair dismissal isn't a thing. You can have constructive dismissal or unfair dismissal. Constructive dismissal is a lot harder than people think.

[funkyrobot]

Europa1 said:

funkyrobot said:

I've done some reading on constructive dismissal. It seems that it's a good idea to get a grievance in before hand. I have no time to do this.

As you have said, if I do consider this route I need to state constructive unfair dismissal in my resignation letter.

I really need to speak to someone at work because if they expect me to just go in as normal tomorrow and work alongside the woman who hit me, that isn't on and I'm going to state constructive unfair dismissal as a reason for leaving. Can't talk to anyone until I'm handing my notice in though. Bah!

OP, constructive unfair dismissal isn't a thing. You can have constructive dismissal or unfair dismissal. Constructive dismissal is a lot harder than people think.

Thanks for pointing that out.

Yes, it looks like very hard work.

[jshell]

Pothole said:

Are you for real?

Most of us have already 'hazarded a guess...'.

[funkyrobot]

jshell said:

Pothole said:

Are you for real?

Most of us have already 'hazarded a guess...'.

Yeah, my questions can seem odd to some. It probably comes from the anxiety disorder I suffer from which means I worry about and overthink things.

[CX53]

I can't help but think it's ridiculous to keep posting in the thread if you don't believe the guy.

If it's genuine, and I absolutely have no reason to disbelieve any of it, then the poor bloke could do with some support, not a load of grief.

[funkyrobot]

CX53 said:

I can't help but think it's ridiculous to keep posting in the thread if you don't believe the guy.

If it's genuine, and I absolutely have no reason to disbelieve any of it, then the poor bloke could do with some support, not a load of grief.

It is what it is eh. T'is the internet after all. Can be both useful and silly.

[lyonspride]

vaud said:

SmoothCriminal said:

What kind of organisation or outfit suspends the victim and lets the aggressor carry on as normal.

There are still many crappy companies about. Poor management (poorly trained management) who don't understand the ramifications of their actions or who have a fear of calling HR, thinking it will reflect badly on them... just push it under the carpet and hope no-one complains.

Training exists mostly to avoid liability, a good manager (of people) needs no training. Unfortunately the wrong sort of people seek out management roles and today's modern workplace culture of throwing colleagues under a bus to get promoted, works in the favour of the worst sorts of people.

[vaud]

lyonspride said:

Training exists mostly to avoid liability, a good manager (of people) needs no training. Unfortunately the wrong sort of people seek out management roles and today's modern workplace culture of throwing colleagues under a bus to get promoted, works in the favour of the worst sorts of people.

I partly disagree. A good manager know how to look after people instinctively.
But some training is also needed, for example on RIDDOR for H&S... what is reportable, etc.
Other areas like data protection/GDPR, etc can be handy to be coached/trained on - yes to avoid liability but also as they are complex areas. Ditto softer skills can be coached like "unconscious bias/diversity and inclusion".

[funkyrobot]

Thanks.

Back into the grinder tonight, but I will be armed with a resignation letter.

Just need to sort out tomorrow as that is my next shift with the slapper. Erm, that doesn't sound right.

[lyonspride]

anonymous said:

[redacted]

You can't train a bad person to be a good person. A good manager may need training in some areas, but they should know how to handle and get the best from their staff already. I had a manager who was a bully, he was sent on a management course, he was still a bully afterwards.

[edc]

anonymous said:

[redacted]

Whilst a lot of management, communications skills, conflict resolution, etc is common sense it is a poor organisation that believes managers have these skills with no need for training. Even if managers do have some of these skills they need to apply them in line with the company policies, practices and culture.

[Joe5y]

funkyrobot said:

Thanks.

Back to grinder tonight, .

Oh...

[V8mate]

funkyrobot said:

Thanks.

Back into the grinder tonight, but I will be armed with a resignation letter.

Just need to sort out tomorrow as that is my next shift with the slapper. Erm, that doesn't sound right.

You were only told of the job offer today? Do you have it in writing? A call usually precedes a letter to find out if you'd be minded to accept.

I wouldn't quit until signed contracts had been exchanged.