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Have you considered copying the letter yourself and obliterating any personal information such as medical conditions?

Char, I do think it's important that you report him asap. If you wait until you are made redundant, your complaint could be viewed as sour grapes.

I would be inclined to speak to ACAS again. To expect you to travel that kind of distance, especially in current conditions is unreasonable and clearly designed to deter you from following through with your appeal. Have you checked your home insurance etc for legal expenses cover?

Char, he does sound to be a particularly nasty piece of work. In my experience, if someone is capable of this kind of behaviour it's unlikely that this is an isolated incident. There are probably other vulnerable females who have been targeted but feel too embarrassed and scared to report it. One other suggestion if I may. If your mobile phone can make conference calls why not make the phone call to him from the HR office and include the HR officer in the call? Just choose your words carefully so that it is clear that you are responding to his suggestions and not the other way around. Best of luck.

Congratulations

Why on earth would they send screenshots of them accessing the files from your login during their investigation? It does not prove your guilt but rather demonstrates the manner in which someone else could have accessed your login. Perhaps they did not expect you to examine them in such detail.

Shifty, I fear that by signing the CA you have effectively signed away all of your rights as far as complaints about the company, your industrial injury etc. Did you take the advice given by your solicitor or sign because you needed the money? In order for the agreement to be enforcable you must have had the benefit of advice from someone with the necessary qualifications and insurance. If they (your legal advisor) gave you poor advice, you could claim against them. However, if you refused to take their advice I don't think you would have any come back.

Presumably, if such software has been loaded onto a computer, there would be traces of it. If the software was loaded onto another machine it's a fair argument that you are hardly likely to leave incriminating evidence for others to find. Also, it could be worth comparing the logs of activity on your manager's login and those of anyone else who has administrative privileges. If activity ceased on their logins at the time of the unauthorised access and recommenced immediately afterwards, it could suggest that someone used your machine when you left it unattended.

A bit of a long shot I know but, if someone has your password and is logging on as you, would it be worth checking the times and dates against holidays and lunchbreaks. There would only need to be one occurrence that could not possibly be your responsibility to make all of them look doubtful.

From the Directgov website Dismissal relating to trade union reasons If you are dismissed for a reason around trade union membership, recognition or subscription funds it will be automatically unfair. This includes being dismissed for: deciding to join, not to join or take part in the activities of a trade union or independent trade union, or for using its services refusing to give up your rights under a collective agreement objecting to or refusing to make a payment for union membership showing your support or non-support of any aspect of trade union recognition in the workplace asking your employer to stop paying a contribution of your trade union subscription into the trade union’s political fund objecting to a deduction of unauthorised or excessive union subscriptions from your pay

Simbatim, in the course of my work I book staff through an agency and, in their defence they often do not get firm instructions from the client until late in the day. As Conniff said they were obviously doing their best to contact you in order to offer you work. Perhaps the problem could have been avoided if you had answered your phone. Also, knowing that you had already accepted an offer of a permanent job, would it not have been more fair of you to inform them rather than leaving them to waste time and resources trying to contact you?

The Health & Safety at Work Act 1974 and the Health, Safety & Welfare Regulations 1992 place an obligation on employers to maintain the right working environment for staff, and this includes air quality. Additionally, under the Control of Substances Hazardous to Health Regulations 1994 (COSHH), employers carrying out industrial processes are responsible for carrying out risk assessments to ensure adequate indoor air quality. Failure to comply may lead to prosecution or costly litigation with potential damage to the finances and reputation of any company.

This may be of interest to you What is the maximum/minimum temperature in the workplace?

Thanks, it was a big help. To be honest I think it's a shame that everyone can't have the support of a friend or family member. With the best will in the world not many workmates feel comfortable about speaking out for someone else. They understandably need to look after their own job.