Hi The paperwork was sent to the Regional Office of the emplyer, the one which my partner was attached. As stated in my last reply, three repondants were listed all at the same address, so I would imagine that it would be going some for Royal Mail to not deliver three sets of documents.ThanksStarkiller

HIThanks for the reply. This is what I am confused about as the claim was submitted before the date of the change, so wouldn't the ET work under the 2004 rules not the 2013??The paperwork listed 3 repondants all at the same address, I think a coporation - large or not, would bb hard pressed to say all 3 sets of paperwork didnt arrive?ThanksStarkiller

I thought I had started a thread on here earlier in the year regarding my partner's problems at work, but I can't seem to find it. (ETA - just found them) Anyway, my partner made a claim against his employer (large bank) in the tribunal for unfair dismissal submitting his claim before the tribunal system changed. He called the tribunal office last week as he hadn't heard anything from his former employer or from ACAS; the Tribunal office said that there had been no response from his former employer and it had been "passed upstairs for a decision to be made regarding a default judgement". We were stunned at the lack of response, and have been talking about it over the weekend. Does anyone have any knowledge as to what the process is here on in? Is his claim subject to the old rules as it was submitted before the changes? Does his former employer get a second bite of the cherry so to speak in order to make a response? Doing this all ourselves, no solicitors etc so any knowledge gratefully received starkiller

Hi Altobelli Nothing specific has been mentioned about intimidation of staff, the only thing that was brought up in the investigation was one of his assistamt managers, but nothing that would be constude as intimidation. Breach of Trust - absolutely no idea, I can only imagine that this was him not following the sickness/absence policy. Breach of Trust can be far reaching I guess, he was told by the investigator "Don't worry we don't think you have been nicking money from the Bank" The investigating officer was another Manager from the district who is the same management band as my partner, and has a real "Alpha Male" complex as he tries to perceive himself as top dog so to speak. I am sure things are going to be ok, but in the meantime he is off work still ,and emotionally is up and down like a yo-yo. I guess we have to sit tight and wait for the disciplinary pack to arrive with all the info in it, and take it from there.

The irony is he is at the football tonight and he has had a call from the companies recruitment section about a new job he applied for in the same company 4-5 weeks ago. Dream job, not ideal being under investigation & facing disciplinary proceedings

The only thing he can think of is he moved a collegue who was under performing to another branch for a short period of time, it was discussed with his Area Manager, but said colleague was very upset as she felt she was being singled out etc. As for over reaction, im not sure. She has rung him today and has given him some reassurances which I cant really understand how she can as she has no involvment with Disciplinary etc. Union are aware, but the union rep isnt available until Oct 18th to attend a meeting. He has deleted anyone work related from FB, I have talked to him about online reputation which is what I teach my kids at work :-/ Thanks for the replies, I just needed to offload I think as I was going insane!!!

Sorry for the confusion he wasn't on Facebook at work, they used the Facebook screenshots to try to say he was in other places other than where he said he was when he should have been at work. Primarily this is my fault as I have had the 6 weeks off work over the summer and when I have been places I have tagged him in my statuses to "rub it in" I suppose that I was doing things that were enjoyable and he was at work. He can catergorically prove where he was on the occasion they have specifically targeted as he was in a meeting, he has a letter which thanked him for attending and if needs be the organisation he was visiting can prove he was there as he signed in and out. At the time he went home with the migraine he was under a lot of stress at work which is well documented as he was dealing with a HR issue within his team, which I told him he should have passed on at this point, but he insisted that due to his level of responsibility there was a specific level of expectation as to what he should/shouldnt deal with. However, as a manager of people myself I would not have felt comfortable or confident to have dealt with this issue myself, but he is not me. He has migraines yes, and he is also diagnosed with SAD which has flared up this summer due to the poor weather we have had. He hasn't got a drink problem at all, far from it, I have never seen him hungover in the whole time we have been together. Intimidation - no idea, I can only assume that they imagine he would talk to people who had been interviewed. I feel so bad for my part in all of this as in the FB tagging, I seriously need to grow up

Hi I am hoping to get som e advice, please bare with me though as I am totally new to all this. My partner has been suspended from work following a preliminary investigation, the investigation began on August 21st when an anonymous letter was received by his Area Manager claiming he had been for want of a better word skiving work and coming into work with a hangover. His area manager immediately accused him of lying, prior to any investigation and removing him from incentive (bonus) in effect punishing him without giving him any opportunity to defend what he was being accused of. He was questioned at length regarding his whereabouts over 1 1/2 days in July, specifically 4 hours one afternoon, and 2 hours when he came home due to a Migraine. He can account for his wherabouts for the 4 hours on the afternoon, despite the maliciousness of the letter accusing him of being elsewhere, the evidence they have produced in a screen shot of my partners Facebook page!!. Being accused of a hangover was actually a Migraine, and the only thing he did wrong regarding that was that he didnt follow procedure by letting area manager know, but he did let his colleagues know. Roll on lasr week when he was again called in for a second meeting, beleieving that as he had accounted for his whereabouts that the investigation would be finalised and there would be no case to answer. The second meeting was drawn to a conclusion by the investigating officer, who then adjourned the meeting and told my partner that he had to consult HR as he was thinking of suspending him. My partner was shocked and upset, he has worked for the company for 5 years, is in a senior management role and has an exemplary record. He was suspended at the reconvening of the meeting, he was so upset as he has done nothing wrong apart from the minor indescretion of not informing his manager that he was going home ill. Today a full 6 days after suspension he has received his letter advising that he is suspended for "unauthorised absence, intimidation of staff and breach of trust", apart from having to wait 6 days, none of these were mentioned verbally by the investigator, he merely said he was suspending him "to protect the business" I am stunned to be honest that they have invetsigated on the basis of an anonymous letter and a Facebook page print off! For his part he hasn't been sat around doing nothing, eventhough we weren't sure of the content of the suspension letter until today, he has been collecting specific policies, and has been putting together a statement and his own evidence that challenges every aspect of what was in the investigation notes , the only bit he can't skirt around is that he SHOULD have contacted his Manager when he went home ill. I don't really know what I can do or say to advise him

Good Evening I am hoping for some advice. I lost my darling mum 22 months ago, in the ITU of the local hospital. By the time she had been admitted to the ITU the damage was already done and try as they might, and try as she did, eventually as a family we had to make the heartbreaking decision to turn off her life support systems. We then had to wait 15 months, until May this year for the Inquest, in which the coroner delivered a Narrative Veridct which was scathing of the care (or lack of it) that my mum had received. At this point our solicitor put in a letter to the NHS Trust to complain about mums care, and the shocking way in which she died, it was avoidable if not for the arrogance of a consultant! Today we get a call from our solicitor to say the trust have admitted liability and have offered us an out of court settlement. The settlement is laugable to be honest, and will be refused. What we were wondering is how do the Trust come to an amount of compensation? I know that there is a certain level of compensation for a death and after that we are a bit lost. Our solicitors didn't share any financial information with regards to mum with the trusts solicitors nor did they share the two reports we had done by two independent consultants which make awful reading, but tell us what we knew all along - that they were negligent. The important bit for us is that they admitted negligence, no amount of money will ever be enough to make up for what they did. But we would like to think it would see my dad through the remainder of his life in a comfortable fashion, which at the moment it doesnt. Is there a tariff?? I did try google but I couldnt find anything. Our solicitor is on holiday now so we cant ask him these questions. Thanks in advance Starkiller