Actually the permanent does help - on a temp they can use any excuse to get rid like operational needs etc. whereas a permanent has procedures attached even if within 2 years i.e. they couldn't terminate it on those grounds then recruit a new temp a week later. You can't normally claim unfair dismissal within 2 years bar exceptional cases like discrimination, which you may fall into.FelicityRae wrote:Thank you for such a detailed response. That sounds exactly like what is happening here although he does have a permanent contract (they couldn't recruit anyone from what I can gather, so after months of trying they put up a permanent contract and my husband got it), however there's the six months (or is it a year?) probation that is effectively just the same as being on a temp contract as they can just say it didn't work out.
That's part of his stress too, knowing that he will sometimes have to be some where for our children and that the fallout from that lasts weeks. We've a young family, one of our children has a disability and one is very young so sometimes I need him to be home at the time he is suppose to be. One time he prewarned them the day before so got told to come in x amount of time early, he did, they gave him more work and he ended up having to go over again.
That's incredibly sad but I can see how it got to that situation. It seems like a train in motion and no one can or will step in to help apply the brakes.
I'm not sure we could get a copy, however we do have a photo of it and also he stupidly sent a copy of it to another employee, it was a photo of him holding it up and grinning. We can get that if it would help. It was put on a board next to the key cupboard so there's no way that people didn't see it but not one person has mentioned it to him aside from the twat that did it, oh and another manager saying it had nothing to do with him.
Thank you. That's really kind of you. I'll try to get him to read some of this but understandably he is finding it hard to motivate himself at the moment.
My username is nothing like my actual name and not connected to my husband in any way either. I chose something random that I thought was prettythank you for the warning though.
It sounds like one manager is staying clear of it because he knows damn well how potentially serious it is BUT if he/she has knowledge of these facts and knowing the magnitude fails to act then they are just as culpable.
Maybe it's worth getting the copy from the 'other employee' using leverage i.e. inferring it's serious and ask this employee if they really want to be involved in a serious complaint or put distance between themselves and the matter by co-operating with you.
Remember one man's 'laugh' is another's misery. NOTHING will improve unless people stand up and show resolve in cases like this.
P.S. Most concerning is that you seem to have nobody fighting your corner which I find sad. You'll get a lot of advice along the lines of "he's permanent, tell him to tell the manager this and that.." which is easy advice to give if you are a strong confident established person. Trouble is some forget that confrontation or argument affects some people far more than others and is a difficult prospect for some. That's why we're supposed to have effective Union reps.