Just about to be fired
Discussion
anonymous said:
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Depends on the size of the organisation and your seniority I suppose. Roughly what is it you do, and what level? Frankly as mentioned above, once your card is marked you have two options: make it clear you know what is going on and get the best outcome for yourself; or accept it.
A SAR won't help you because realistically they could withhold anything through which you could be identified and the ICO would never get round to addressing it if you complained. Under the 2 years you have limited rights, but that doesn't mean you can't play the game.
What's your notice period?
anonymous said:
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DSAR - data subject access request.Data Protection Act 2018.
Serious bit: if dismissed, then it’s likely to be for a “other substantial reason”, ie things aren’t working out.
Wait until they have a protected conversation or a without prejudice discussion. Then see what’s what. There may be money on the table (beyond your notice - either worked or paid in lieu) but there is no obligation.
However, there are some limits to just dismissing you: you still have rights in relation to breach of contract, wrongful dismissal or discrimination. The latter is a helpful angle, especially if you have a protected characteristic or, for example, are diagnosed with depression as a result of your treatment by the business.... Remember that damages for discrimination claims are potentially uncapped.
Once you know their intentions, then raise a DSAR. It’s standard advice for dismissed employees these days as it’s a pain in the backside and compels disclosure before getting to tribunal.
And remember, if you are dismissed and wish to bring a claim, you need to do so within 3 months of your last day.
Good luck..!
No tribunals etc. unless it's because of a protected characteristic. That doesn't mean you can't call them out on their bulls
t if and when it starts to happen. Limited use in a SAR realistically.
Immediate thoughts are:
I would say don't take any holidays - what you have left is equivalent to an extra months pay - and if you do get fired treat the downtime between jobs as the holiday.
If you are paying pension contributions I would give consideration to stopping, as the next couple of months may not make a material difference, but the cash may.
Don't be tempted to "lose" kit etc. That's a surefire way to gross misconduct.
Also, you may just be paranoid; be guarded but not overtly. The best option is addressing this directly but professionally- head down waiting for the executioner doesn't work.
t if and when it starts to happen. Limited use in a SAR realistically. Immediate thoughts are:
I would say don't take any holidays - what you have left is equivalent to an extra months pay - and if you do get fired treat the downtime between jobs as the holiday.
If you are paying pension contributions I would give consideration to stopping, as the next couple of months may not make a material difference, but the cash may.
Don't be tempted to "lose" kit etc. That's a surefire way to gross misconduct.
Also, you may just be paranoid; be guarded but not overtly. The best option is addressing this directly but professionally- head down waiting for the executioner doesn't work.
Alternatively, could you go to the CEO and say, ‘ Can we have a quick chat, I am working on this, this and this and I think these items are going really well, but I wanted your feedback about whether I am focused on the right things, and what could be better?’
Maybe open yourself up to some feedback and see if you can learn what is the issue.
Sometimes it is a perception thing and by initiating a conversation you might be able to get past it.
If the CEO has made up his mind, just go to him and tell him you understand that this isn't working out and then ask for three months to find another job which will give him time to find a replacement.
If you do this you'll likely leave on relatively good terms.
Don't start pissing about with lawyers in HR meetings etc; you're pissing in the wind as he just wants you out.
If you do this you'll likely leave on bad terms and be gone sooner.
If you do this you'll likely leave on relatively good terms.
Don't start pissing about with lawyers in HR meetings etc; you're pissing in the wind as he just wants you out.
If you do this you'll likely leave on bad terms and be gone sooner.
bennno said:
anonymous said:
[redacted]
Bizarre, are you not already doing 2,3,4,7 & 8 already? If not that might be your answer.At 9 months you can be summarily dismissed, as others have posted I’d keep your leave intact as it will be a potential negotiating chip.
That's what I thought too.
Sorry to hear this, it's massivly stressful and it's not going to make working at 100% any easier.
I'd brush up the CV now and get it out to recruiters immediately. No point hanging about and waiting until they pull you in.
What kind of industry do you work in and how is the job market right now?
A candid conversation with either the CEO or line manager is the best course of action, if you get on with your line manager they might be the better option. Find out what's going on and depending on how that conversation goes let them know you're looking for a new role.
Most places would rather see someone leave rather than have to let them go.
Several jobs back I had a real clash with the CEO, had been there over 3 years and he ended up playing all sorts of games. Got my CV out and was out of there in weeks.
As others have said, if the writings on the wall then there's usually not allot you can do. Best to jump before you are pushed.
ACAS and freedom of information requests won't change the outcome. If you want to stay on as long as possible then try and address any issues they might have and start putting in 110%, up your game as far as you can.
Good luck!
I'd brush up the CV now and get it out to recruiters immediately. No point hanging about and waiting until they pull you in.
What kind of industry do you work in and how is the job market right now?
A candid conversation with either the CEO or line manager is the best course of action, if you get on with your line manager they might be the better option. Find out what's going on and depending on how that conversation goes let them know you're looking for a new role.
Most places would rather see someone leave rather than have to let them go.
Several jobs back I had a real clash with the CEO, had been there over 3 years and he ended up playing all sorts of games. Got my CV out and was out of there in weeks.
As others have said, if the writings on the wall then there's usually not allot you can do. Best to jump before you are pushed.
ACAS and freedom of information requests won't change the outcome. If you want to stay on as long as possible then try and address any issues they might have and start putting in 110%, up your game as far as you can.
Good luck!
anonymous said:
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That is not correct under UK employment law, they have to pay you any owed statutory days. https://www.nibusinessinfo.co.uk/content/holiday-p...
Jasandjules said:
anonymous said:
[redacted]
Find another job quickly and no matter what jump before you are pushed.I got a very good deal and walked away to a better role. Best thing I ever did.
I think it's fair to say that you have your own style and you are true to yourself. And that's a good characteristic.
Genuinely you may have surfaced culture issues that your colleagues were too afraid to raise. An immature company is one that is ran by command and control.
However, you are unlikely to reap the benefits of any epiphany the leadership team have as a result of your comments.
Basically you're still leaving, they may play it a bit more sensibly for the optics.
Genuinely you may have surfaced culture issues that your colleagues were too afraid to raise. An immature company is one that is ran by command and control.
However, you are unlikely to reap the benefits of any epiphany the leadership team have as a result of your comments.
Basically you're still leaving, they may play it a bit more sensibly for the optics.
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