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Recent Humiliation questions

From south Korea. I move to the UK in May and started to

Hi My name is ***** ***** south Korea.I move to the UK in May and started to work at Korean reselling company on mid of June.While I were working I realized that I needed to improve my English speaking skill and I gave them a notice of a month. But she asked me if I work there as a part time job or not for a month. I accepted her suggestion. ( I already applied for my English school)But after then she kept bullying and humiliating me as if I decided my work time. She looked down on me in front of my colleagues about my work time. She told them that I determined my work time without her permission also I cause their family jar ( Maybe she didn't remember she asked me to work more. But she shifted responsibility to her husband. -I had two bosses and they are couple)The first day I worked as a part time job, She was attacking and blaming me on my behavior ( only the reason I ruined the atmosphere- in fact I did nothing..) After then she gave notice of two weeks me. And she forced me to accept it!!!After then on 3rd Monday she kept blaming me in front of my colleagues. She seemed like she gave me the sack right now. ( I have a tape-recording)So I was not able to stay there and quit my job. I feel wronged ..I want to get my money back for a month and sue her for harassment and humiliation.How can I do ??Please reply it for meThanks for cooperation.

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Ben Jones

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I used a laptop at work, and used my personal email account

Good afternoon,I used a laptop at work, and used my personal email account to retrieve pictures for a report I needed to write.The company did not supply a camera, so I used my own phone to take photographs. I stored the pictures on Gmail. I then opened Gmail on the work laptop and retrieved the pictures.I closed the session down and closed internet explorer.24 hours later, another colleague assessed the computer and went to sign into his Gmail account. The web browser loaded my Gmail account automatically and created a login time on my Gmail security.This colleague then spent 9 hours on my Gmail account, found explicit pictures from 10 years pervious. He shared all the images around the work place, and left them all on display, screen saver on the laptop. He also defaced my profile, writing degrading and offensive comments and posting them onto the internet.The compnay insists that I am to blame, their internet and email policy states,Users are responsible for all actions relating to their email account/pc username and should therefore make every effort to ensure no other person has access to their account. When using compnay email, users must etc……..The policy relates to the company system, although does not refer to using personal email.The laptops are not secure, or encrypted. Allowing data to be saved at the end of each session.Users have access to change settings and allow the computer to save passwords and Cache.Employees are not given specific login, to ensure sessions are secure.Employees are also forced to use personal devices, due to lack of equipment.My company phone has no internet for example.Compnay email system was only introduced employees a few months prior to this.My primary contact for the compnay was my personal email.I want to find my employer vicariously liable, although they argue it's my own fault for not acting responsibly.

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Ben Jones

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End of April i was called into line managers office for a'

End of April i was called into line managers office for a ' chat' . She has been with organisation 4 months, where as I have been there 24 yrs. During this discussion she was very critical of my work, which I found unjustified and humiliating. At the end of the meeting I was presented with a document titled performance management review, which I signed under duress , as if not, was told that I wasn't agreeing to improve my performance. There had not been any previous indications given of underperforming by my current or many previous line managers during these 24 yrs. I subsequently found out that the organisation does not have a performance management/ capability policy/ procedure but uses its disciplinary policy if deemed to be still under performing over a 6 month period. Nether do we have an appraisal system and 1-1,s ceased when new line manager came into post. As a result I invoked a formal grievance procedure against my line manager. This grievance is being heard on Thursday of this week. Any advice would be appreciated. Many thanks SandraAssistant: Have you discussed the disciplinary action with a manager or HR? Or with a lawyer?Customer: HR say they are acting appropriately , even without a performance management policy . During a consultation with a solicitor at the time of invoking the grievance I was told that without a policy they are not adhering to ACAS good practice guidelines. ?Assistant: What confuses you?Customer: Are they able to Performance manage without a policy / procedure that has a coherent approach and objective measures to assess my performance ? They say they can?Assistant: What is your employment status? Are you an employee, freelancer, consultant or contractor? Do you belong to a union?Customer: I am an employee. No , I do not belong to a union.Assistant: Anything else you want the lawyer to know before I connect you?Customer: From previous conversations with my employers , they are not going to admit any wrong doing during initial hearing or appeal stage. Do you think I would be successful at tribunal ?

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Ben Jones

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How do I stop bullying at the work place, I have complained

How do I stop bullying at the work place, I have complained on several occasions but now I have been given notice of three weeks, I went to the emergency services yesterday and informed our reception that I have a fever and awaiting blood tests, my manager said I should go back to the hospital for a letter, yet I am visibly unwell,Assistant: We have our lovely Black Belt Customer Support team available to help you 24/7.\nEmail***@******.***\nIn the US or Canada 1-***-***-**** Available 6am to 9pm PST\nIn the UK 0***-***-****\nIn Australia 1800-679-634\nIn New Zealand 0800-452-621\nFrom anywhere else 1-***-***-****\nCustomer: Thank youAssistant: Where are you located? It matters because laws vary by location.Customer: I am in uk, GuildfordAssistant: Has anything been filed or reported?Customer: No all verbal, and they have increased my work loadAssistant: Anything else you want the solicitor to know before I connect you?Customer: If dismissed at midnight from emergency room, do I need doctor letter not to work in the following hours, at 7 am

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Ben Jones

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I am a senior supervisor at this company. Since 2014 I have

Hi.I am a senior supervisor at this company.Since 2014 I have had a few issues with the office manager as when I report back to him about the work rate of other employees he does nothing about it apart from telling the employees that he has had a complaint about them but told me that the MD had told me to mind my own business.Since then until now it has made me feel undermined and worthless.I have done this job for over 20 years.I tried to talk to the MD about the issue and felt it would be resolved. Since then I have felt the office manager is playing mind games with me,,eg.he has had me doing the worse jobs available and to do them outside in the cold and between rain showers, he would tell other employees what been talked about on private issue between us and purposely parking his car to block me in from leaving at 4 as he finishes at 5. This is still going on to this day and he dismisses it if other employees done any wrong but makes a point to make sure the MD knows of any wrong I do even little petty things..I have previous put these concerns in writing but it seems to fade for a few weeks then starts again...lost now on what to do apart from making a record of events.

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Ben Jones

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I am currently off work with stress due to feeling bullied,

I am currently off work with stress due to feeling bullied, my boss is the chief executive and manager of HR , the organisation is a charityAssistant: Where are you located? It matters because laws vary by location.Customer: Warwickshire ukAssistant: Has anything been filed or reported?Customer: Only verbally to herAssistant: Anything else you want the solicitor to know before I connect you?Customer: I have worked there for 18 years and as a senior manager for the past 3years. I don't feel as if I have a job to go back to as she took on most of my duties when I raised this she said as my boss she could do whatever she liked. I felt like her lap dog and feel she stripped me of all my dignity and respect.

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Ben Jones

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I want to understand whether I have a case for constructive

I want to understand whether I have a case for constructive dismissalAssistant: Where are you located? It matters because laws vary by location.Customer: UK, southeastAssistant: Has anything been filed or reported?Customer: noAssistant: Anything else you want the solicitor to know before I connect you?Customer: no

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Ben Jones

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I'm currently in an extended probationary period (I did not

Hi I'm currently in an extended probationary period (I did not agree with the reasons in the first place) I'm experiencing difficulties. I have an excessive workload and I am being bullied. I was the only employee in my Area Office that was not allowed to attend a team building day. I'm about the complete a Bullying and Harrassment form to give to H.R. I'm in the Union too. What is the best way to handle this? I cannot work for them any longer because there is no-where to go. Will this affect my references from them? Thanks

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Ben Jones

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My manager has decided to initiate an 'informal' process due

Hello,My manager has decided to initiate an 'informal' process due to 'behavioural' issues. That came out of the blue, based on the 'evidence' in the form of feedback she has solicited from a few people (even though she claims that most of it is unsolicited). The list looks more like a list of accusations and one-sided opinions (e.g. Alex: 'not taking ownership/accountability', without specific examples, and some of them are false (which I can prove) and even contradictory. Some of these people have only interacted with me on a couple occasions and most have never said anything to me in my face, and went directly to my manager, or she has asked them, I am not sure.I feel that I have not been given an opportunity to defend my position, honestly, it feels like a lynch mob and has caused me a lot of stress this weekend.Based on these statements, which I refute, she proposed to remove me from the project and place on a 'Performance Focus Plan' for 6 weeks, which is humiliating given that it's been announced at the top level and across the company that I am leading this workstream (no problem with my performance, just my 'behaviours'). She instead wants me to hand over the project by the end of next week, and then do something completely different, which is made up and is not in her and, therefore, departmental objectives.I've been thinking about a lot what I should do. I decided that the relationship is broken down and I really don't want to be publicly humiliated like this (i.e. being removed from leading the work stream because some colleagues complained behind my back, mainly because I kept flagging a few issues and the way the project is being run) and do something completely different (given that I've only moved to this role in November and that was announced widely).I wanted to take a sick leave and just raise a grievance but on reflection I thought that I would talk to HR first, in the hope they will be willing to listen to my side of the story, which I doubt as they have advised my manager on this process in the first place, although I am not sure whether they have seen the 'evidence' list as it is poorly written and very unconstructive. I am also not sure whether HR are aware that she has decided to remove me from my core job and give me something that is not in her own objectives, so this is confusing, what is she trying to do (or the two of her lieutenants, who, I suspect, are the instigators of all this).Apologies for the long context, I would appreciate your help with the following:1. My manager asks me to 'sign the PFP and return to her for her to sign and retain'. Why is this signature necessary if the process is 'informal'? She said that a formal disciplinary process maybe started in 6 weeks if I don't achieve the objectives of the PFP (although this is not stated on the PFP form).2) Does she have the right to basically remove me from the project I am leading and, so basically remove me from my job. As I said, the list of things she wants me to do are beyond her department and are not even in her objectives so the senior leadership does not expect our department to use a full time expensive resource to do all these things.3) If I refuse to sign the document (which I intend to do), what are the consequences? Am I then entitled to just carry on what I am doing, i.e. leading the project?4) How can I have myself heard? I've been presented with a list of accusations, that she has solicited from a few selected people, and feel like have not been given a chance to defend my position. Is my only way to do this is to raise a formal grievance?5) There is a potential role in another business area and I said to my manager, why don't you just let me move there? I actually did not even want to do this project or move to her department (I'll ask about this separately). She said, 'if Will comes to me, I will have to tell him about the feedback about you and that I've initiated the process I doubt he will offer you a job then'. This sounds really malicious! Does she have the right to do this?I would appreciate the answers to my questions above and any further advice you might offer.I would be very grateful for a quick response.Many thanks,Julia

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Ben Jones

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