Route to constructive dismissal

[NWpostie]

Hi there,

I'd be careful about using cameras for recording customers. I've never heard Royal Mail recommending that for dealing with problem customers.

Ambulance crew sacked after they are attacked by patient
Jun 10 2011 by Lisa Boyle, Ayrshire Post (main ed)

A TEAM of paramedics were sacked after THEY were attacked by a violent patient.
Robert Kidd and his partner Julie Hose were left with broken bones following the assault in the back of their ambulance.

The shock sacking came because Robert took a nine second recording of Marie Bennett’s torrent of verbal and physical abuse, thinking it would stop them getting into trouble with bosses.

The same goes for using cameras to record your manager. I've heard audio recordings would be acceptable in some circumstances, but try to get some advice before using the recording.

I think it is perfectly legal because if you take a photo of somebody in public you don't need their permission, by being in a public area they have consented by default, this was proven in courts, also how did undercover reporters managed to get their video footages on the documentaries otherwise, I think the Paramedics have been unfairly sacked and should fight it and ban the patient from any further hospital treatments, this country is too far on the right of criminals eventually we will all be criminals by taking the law in our hands in retaliation.

[Blue29]

Update.
Almost as predicable as the sun rising, I feel closer now to needing to action a constructive dismissal/ET case. Sorry no details.

ET's as far as I understand them are only available to those who've worked continuously for the employer for a year or more. What happens with for example angard staff? I know some have placed ETs over the xmas debacle... and seemed to get good results.

Interesting to see the cameras, etc. and I can see the use. However, I believe it's in my contract with RM not to take images from within its buildings or something like that. They've had those fly on the wall documentaries in the past do damage to the reputation. At least I won't be filming anywhere.

[dvbuk55]

Update.
Almost as predicable as the sun rising, I feel closer now to needing to action a constructive dismissal/ET case. Sorry no details.

ET's as far as I understand them are only available to those who've worked continuously for the employer for a year or more. What happens with for example angard staff? I know some have placed ETs over the xmas debacle... and seemed to get good results.

Interesting to see the cameras, etc. and I can see the use. However, I believe it's in my contract with RM not to take images from within its buildings or something like that. They've had those fly on the wall documentaries in the past do damage to the reputation. At least I won't be filming anywhere.

Are you a member of the union and if so why haven't you received any direction and if not

[Blue29]

I have asked to sign up, only the reps haven't managed to get things sorted. No direction but then I feel that some of that lies with the circumstance and why I'm being a little cagey about details. The reps seem ok.

[dvbuk55]

I have asked to sign up, only the reps haven't managed to get things sorted. No direction but then I feel that some of that lies with the circumstance and why I'm being a little cagey about details. The reps seem ok.

Join now! Use the online application.

[TrueBlueTerrier]

ET's as far as I understand them are only available to those who've worked continuously for the employer for a year or more.

Its just changed to 2 years - thanks to the the 3 unwise monkeys


However some claims for ET will be considered with less or even no qualifying time according to http://www.got-the-boot.com/law/law-02.htm" onclick="window.open(this.href);return false;

How long must I have worked to bring a claim?

The law states minimum qualifying periods that you must have worked before you can bring a tribunal claim before an Employment Tribunal. These are as follows:

Qualifying Employment Period - Unfair Dismissal
1 year. For all employees employed on or after 6th April 2012, the qualifying period for unfair dismissal
(and requests a statement of reasons for dismissal) increases to 2 years.
Employees whose period of continuous employment began on or before 5th April 2012
will still be subject to the one year qualifying period.

Qualifying Employment Period - Written reasons for dismissal
1 year

Qualifying Employment Period - Redundancy Payment
2 years

Qualifying Employment Period - Discrimination on grounds of Age, Disability, Gender Re-assignment, Marriage and Civil Partnership, Pregnancy and Maternity, Race, Religion or Belief, Sex or Sexual Orientation
none

Qualifying Employment Period - Equal Pay
none

Qualifying Employment Period - Right to ordinary maternity leave
none

Qualifying Employment Period - Right to additional maternity leave
26 weeks at the beginning of the 14th week before the expected date of childbirth

Qualifying Employment Period - Parental leave
1 year

Qualifying Employment Period - Contract claim by employee
none

Qualifying Employment Period - Holiday pay (working time)
none

What happens with for example angard staff? I know some have placed ETs over the xmas debacle... and seemed to get good results

The Angard claims are mainly over not receiving pay that they are entitled to and that falls under the "Contract Claim by Employee" for which there is no qualifying period.