Hi, I will try and keep this as short as possible. I recently undertook a role at a business as a senior case manager and was put on a probation of 26 weeks and in the first couple of weeks was given some serious and time-tight targets to hit with end dates, in some cases I have not been able to meet those targets due to the fact that case work from other members of staff have not been handed over (in one instance, 4 weeks after my deadline date to have delivered that target and what I was given was incomplete) The office is a shambles with no/little procedures in place and documents and so I have had to spend the time getting these in place (not on target setting) to be able me to actually work towards my other targets and I made reference in my first review paper to that effect which was the reasoning behind some of my missed targets due to poor processes in place and incompleteness of work by others before me. The review went appalling, not on my side I was pleasant but obviously upset throughout, to the point that my manager stormed out of the meeting saying my comments were unprofessional to lay cause with other employees! He then placed this in his review paper the day after, threw it at me and told me to sign the review as unsatisfactory but was not prepared to discuss further as I didnt agree with it (foolishly I signed it but feel this was under duress). I then recieved an letter stating I had another 2 weeks to hit those failed targets, I was offered no support or training to meet them just a new deadline, needless to say I have not been able to meet them again but have delivered some. I have a contract stating (one month notice on my side) I am due to work 37 hours per week (with up to 3 hours overtime permitted) - since I started I have consistently worked closely on average to 55 per week and not been paid the overtime element nor have I opted out of the working time regs 48 hours ruling (think this is correct?) - despite verbally raising the concern over the hours, I was told to 'get on with it - its expected of you as part of the role, no-one works to 37 hours here!!) I had unforeseen medical issue for my daughter which resulted in hospital surgery and was made to take annual leave for the appointment, whereas other members of staff (fixed holidays) can take the days off and be paid for them with no impact on their annual entitlement yet I was angrilily challenged about why I never mentioned this at interview and "how much more time are you expecting to take off with this?"...I didnt know, it was only after 5 weeks of starting!! To date, I have had no formal induction including health and safety elements...fire exits, procedures etc which I have had to find out myself - is this legal? The upshot is I have been given a letter (bring work colleague/TU rep etc...) with you for a meeting with HR a week next Friday citing various missing targets and "other minor concerns" (some of which have never even been mentioned to me as issues and I feel I am being 'stitched up' since his wife now appears to be waiting in the wings for a promotion!) I have been told that I may be dismissed due to unsatisfactory performance and since told to refrain from coming into work (apparently to give me time to review the contents of the letter and digest... but stated I will be paid for this week and up to the hearing date (why would I assume otherwise?).... (before leaving I had to hand back all my company property including access badge, passwords, laptop, mobile and car keys etc) which seems to me as though the decision has already been made. If I attend then I know what the outcome is going to be and besides I dont feel I can work for him any longer and my doctor has since signed me off with work related stress, I know I will be entitled per my contract to one weeks notice - but if I fail to attend the meeting (advice of doctor)- can they withold this payment i.e turn failure to attend into gross misconduct? If they reschedule my hearing - should I be paid for it? Should I just send the note in and nothing more? Should I not even bother attending at all and save my time, petrol and dignity - knowing the outcome already? (would be my personal preference!) Should I send the note in and a covering letter explaining inability on medical grounds to attend and request a new date or indeed offer my responses to the allegations in the hearing letter? Is there any recourse to the issues around, induction, overtime, hours or holidays?