sacked for putting in grievance

[veronihilverius]

They got sacked for putting in a grievance ....... which was deemed to be in bad faith.....

Does this really happen???? OR just and old witches tale

[BingBong]

They got sacked for putting in a grievance ....... which was deemed to be in bad faith.....

Does this really happen???? OR just and old witches tale

Ha! Wouldn't surprise me if they tried that one tbh!

[Red Robbo]

They got sacked for putting in a grievance ....... which was deemed to be in bad faith.....

Does this really happen???? OR just and old witches tale

It does happen in cases of Bullying & Harassment !

[parcelboy]

It does go on believe me.I raised one for non payment of O/T was asked if i would with draw greivance not a chance.Next one i put in it was partly upheld at stage 2.This was for dom using his medical degree to under minding my GP ATOS advice and trying to force me into doing something i couldnt as i was carrying a injury sustained whilst doing summer lapsing in 2009.When i put pressure on HR at Rugby it all got very messy as they tipped him off.Before you know it no less than 3 conduct issues were filed against me.2 of wnich were Wilful Delay.When you have no less than 4 managers colluding and fabricating evidence the outcome is a forgon conclusion.Yes i was dismissed but i will be taking it further as between them they have committed 2 criminal offences (Perverting the course of justice) fabrication of evidence and (Perjury) Lying in a court of law
.These scumbags have cost me a job i loved and did for 20 years with a clear.conduct record.There actions also amount to theft of my future pension contributions 17 yrs worth.Waiting for responce from Police and what if any action can be taken against these cor rupt W****** .

[Lincox]

Parcelboy, were you a union member and if so, what action or assistance did you get from the CWU. Don,t understand what you mean by Lying in a Court of Law. Have you already been to Employment Tribunal and was it here that they lied?

[viking1488]

no you or they cant be sacked for putting a grievance in but a B+H case is different you can counter that and if its found that it is false then you can be sacked

[Shambles]

It does go on believe me.I raised one for non payment of O/T was asked if i would with draw greivance not a chance.Next one i put in it was partly upheld at stage 2.This was for dom using his medical degree to under minding my GP ATOS advice and trying to force me into doing something i couldnt as i was carrying a injury sustained whilst doing summer lapsing in 2009.When i put pressure on HR at Rugby it all got very messy as they tipped him off.Before you know it no less than 3 conduct issues were filed against me.2 of wnich were Wilful Delay.When you have no less than 4 managers colluding and fabricating evidence the outcome is a forgon conclusion.Yes i was dismissed but i will be taking it further as between them they have committed 2 criminal offences (Perverting the course of justice) fabrication of evidence and (Perjury) Lying in a court of law
.These scumbags have cost me a job i loved and did for 20 years with a clear.conduct record.There actions also amount to theft of my future pension contributions 17 yrs worth.Waiting for responce from Police and what if any action can be taken against these cor rupt W****** .

Fook me

What did HQ's do/advise etc?

I really feel for you, I know first hand what CORRUPT TO$$SERS 'Some' MANAGEMENT ARE!

Take it to the Mattress!

Keep us updated on progress and Good Luck

[Budfrog]

The original idea behind the facility to charge an employee with 'bringing a case in bad faith' was to prevent false claims and to be fair there are some cases brought where an employee has a grudge against a manager or a workmate which not only wastes a lot of time and effort but potentially tarnishes the reputation of the accused employee. However the problem with this is that it often prevents genuine cases from being brought as there is a fear factor associated with it. This factor is undoubtedly justified as the cases are generally investigated by managers from the same area (usually at least 2 grades above the accused) who often know and have worked with the employee under investigation so it is rare that a purely objective process will take place. Add to this pressure from above to reach a pre-determined decision (and this does happen) and you get the picture .... the whole sorry process is rotten. At the very least investigators should come from a different area and be professionally trained in conducting this type of work, ideally it should be outsourced to an external body which is CWU approved.

[Shambles]

Budfrog

No-one paid by RM should conduct any investigation, for it to be a fair, because 'some' Management at RM Will /may collude...and basically try and fook complainants over, especially when Management are the perpetrators!

[Budfrog]

I actually believe this to be a reasonably good process if followed to the letter, it’s not, it is totally abused and most managers either do not understand it or choose (or are directed) not to follow it:

http://goo.gl/lCQm5" onclick="window.open(this.href);return false;

The section on ‘in bad faith’ reads:

Complaints Not Made in Good Faith

Complaints that are not made in good faith undermine the validity of the whole
investigation process and damage the basis of good working relationships.
While a guiding principle of the Bullying and Harassment procedure is that
managers will treat all complaints seriously, there is an obligation upon all
employees that complaints must be made in good faith.

On completion of an investigation, where an investigator believes there is evidence
to suggest that a complaint was not made in good faith, s/he must decide whether
the complaint was so made.

For a complaint to be deemed as not made in good faith there must be reasonable
grounds for belief with supporting evidence. For example, where a complaint is
brought that is untrue and/or aims to annoy, irritate, distress, damage or otherwise
harm the reputation and/or integrity of the person against whom it has been made.

If it is found that a complaint has not been brought in good faith, appropriate action
may be taken under the Conduct Code, which may include dismissal.

Where it is believed that the complaint was not made in good faith, the investigator
will:

• Compile a summary of supporting evidence, clearly stating why they believe
that the complaint was so made,

• Inform the Complainant of the outcome of the harassment investigation and
that s/he believes there is evidence to suggest that the complaint was not
made in good faith, and

• Forward the summary and the original case papers to the relevant RCM.

• The RCM will use the summary only to decide whether the case should be
dealt with under the Conduct Code.

NB: The original Investigating Manager will not undertake the investigation of the
Conduct case. (Standard Complainant Letter 28 applies).

[TrueBlueTerrier]

For a complaint to be deemed as not made in good faith there must be reasonable
grounds for belief with supporting evidence. For example, where a complaint is
brought that is untrue and/or aims to annoy, irritate, distress, damage or otherwise
harm the reputation and/or integrity of the person against whom it has been made.

That is a very low threshold for making a case of Bad Faith, in fact if this was agreed by the Union they should be very disappointed.

For a complaint to be deemed as not made in good faith there must be more than reasonable grounds for belief with supporting evidence. For example, where a complaint is brought that is patently untrue and/or aims to (annoy, irritate, distress - these shouldn't even be in the description) specifically damage or otherwise harm the reputation and/or integrity of the person against whom it has been made.

or in full

For a complaint to be deemed as not made in good faith there must be more than reasonable grounds for belief with supporting evidence. For example, where a complaint is brought that is patently untrue and/or aims to specifically damage or otherwise harm the reputation and/or integrity of the person against whom it has been made.

[parcelboy]

Parcelboy, were you a union member and if so, what action or assistance did you get from the CWU. Don,t understand what you mean by Lying in a Court of Law. Have you already been to Employment Tribunal and was it here that they lied?

I was a union member.Iwas represented 100% at local level.From then on it went to area where the
area rep might as well have been on their side.When it went to HQ it all fell apart.As for the lying in court .I have since found out that the evidence the DOM used was fabricated. Which would mean that the dismissing manager and the appeals manager both lied in court.

[Lincox]

I still do not understand what court you attended at which they lied. Was it an Employment Tribunal, a Small Claims Court, Crown Court?

[parcelboy]

I still do not understand what court you attended at which they lied. Was it an Employment Tribunal, a Small Claims Court, Crown Court?

"EMPLOYMENT TRIBUNAL"

[lovehunter]

Ya can put in grievances all day, no come back from a grievance, B+H is different, but the way round it is by asking the hotline do they think its grievance or B+H