Your response was not quite as helpful as I'd anticipated.
I am on a training contract and after eight weeks the two junior roles were switched, therefore those to whom I was assigned to be trained, in cognisance of an external regulatory body to become fully qualified, I no longer worked for and the training roles were never realigned. This caused friction between my senior colleagues it then had an impact on their performance targets for promotion etc. It is set in the training requirements (the company has a training agreement with the external body) that I should have 3 monthly reviews of work experience and progress, however these did not take place and my last meeting in this respect was May 2013.
I raised my concerns last March that my training was not being progressed as it should and this was discussed again in May 2013 and various promises were made, however all other meetings and discussions were continually cancelled - on a daily basis at times.
No mention of my contract expiry was ever made, however as the training aspect of my existing contract has not been upheld, I am asking what position I am in legally.
On the one hand, I am cynical that they are not seeking a reason to terminate my contract - as with my former colleague last year - and simply following due process. On the other hand, they are suggesting that should I meet the 7 performance targets a new contract will be available.
In your experience, is this common practice, or what advice may you be able to offer?
I have been employed with this firm since 01/02/2012.
In your experience, once this process has commenced is it likely dismissal will be the end result?
Moreover, what would be the purpose of waiting until 28/02/2014 to inform me of this and then backdate to 01/02/2014? Surely only information from 28/02/2014and the following 2 months can be used in the review?
If I resign prior to the May review period do they include this information on a reference?