Employment Lawyers Can Answer Your Employment Law Questions
Hello, my name is***** am a qualified lawyer and it is my pleasure to assist you with your question today.
Hi Grace. How long have you worked there for?
OK, thank you for your response. I will review the relevant information and laws and will get back to you in a short while. There is no need to wait here as you will receive an email when I have responded. Also, please do not responded to this message as it will just push your questions to the back of the queue and you may experience unnecessary delays. Thank you.
Many thanks for your patience. The law is relatively silent on such matters as it does not stipulate a specific procedure on how the person subject to a grievance should be contacted or advised of the outcome and the timescales within which this needs to be done, Often this would be contained in a dedicated internal policy but at the same time there may simply be o such policy in place. It is therefore down to what may be considered acceptable and good practice. So it could be open to argument as to what is an unreasonable procedure or an unreasonable delay.
Also it could be somewhat difficult to link the grievance procedure to the performance in the interviews. I know in your mind this may be clearly linked but objectively that may not necessarily mean that your performance would have definitely been better and to the standard they were looking for, had you not been subjected to a grievance at the time.
I would say that you are entirely free to request two separate meetings but that would be down to the employer. Nothing in law says they need to agree to such a request. In terms of challenging this from your end now, you have the option of raising a grievance yourself about the way this was handled. Apart from that the only other option is a constructive dismissal claim.
I hope this has answered your query. I would be grateful if you could please take a second to leave a positive rating (3, 4 or 5 stars) as that is an important part of our process and recognises the time I have spent assisting you. If you need me to clarify anything before you go - please get back to me on here and I will assist further as best as I can. Thank you
Hello, I see you have read my response to your query. If this has answered your question please take a second to leave a positive rating by selecting 3, 4 or 5 stars from the top of the page. I spend a lot of time and effort answering individual queries and I am not credited for my time until you leave your rating. If you still need further help please get back to me on here and I will assist as best as I can. Many thanks.
Hello, do you need any further assistance or are you happy with the above response? Look forward to hearing from you.
hello there, would be more than happy to answer follow up questions however please leave your rating for the initial responses first. Thank you
Thank you. If there are no other positions available for this person what do you think the best outcome is, what would the employer best do with them?
thank you. it is not possible to force the employer to move this person. However, if you believe that the complaints they have been making are malicious and done intentionally then you could make your own complaint against them. The employer could the decide whether there are grounds to move them