Thanks a lot, all taken on board.

Thank u for the wealth of information above. The remedy is for compensation,they attempted my dismissal but failed.Have been on suspension for approximately 2years but with the tribunal finding in my favor I requested for suspension to be lifted.Suspension has now been lifted but they want me out and I don't think that is right because tribunal found allegation against me unfounded. The interesting thing is a similar document where another solicitor of the same firm steered my employer to commiting an act of unlawful victimisation against me ended on the tribunal table during the hearing and a judgement was clearly made that the solicitor had steered my employer.It is unbelievable that exactly the same thing has now repeated itself only worst than earlier document. There was nothing to indicate the document sent with other disclosure by my employer is priviledged and a lot of damning documents had been disclosed in the course of the hearing so to be quite honest I thought it's just another one except could not understand why they ll stil do this after an adverse judgement is already being made.

Thanks

Useful information above.Considering ve been warned against further distribution,the sensible thing 4 me is not to risk the consequences of distributing especially when I can't afford legal cost.I appreciate your information above and would appreciate any referral to further reading if u are able to guide me.

Has anyone got any helpful hint for me at representing myself at a remedy hearing please!

Am sorry, I won't do that.

Your hearing may already be past but if not, what ve just read sound very much like my experience.After the trouble of preparing my bundle they insisted on not including,the respondent solicitor before starting cross examination instructed me to put that bundle on the floor(pointing to my bundle) reason stated was to give me room on the table.It worked first hearing and as soon as I put my additional prepared bundle on the floor,under the pressure of cross examination I totally forgot about it and ended up not referring to it,of course it contains all my vital documents and that's why it was rejected.I lost that case In the second part of the case exactly the same thing happened but under cross examination I suddenly remember my vital document in my bundle is on the floor so I reached for it and behold a single document that led to a favorable decision was in the bundle of the floor. Therefore beware if some one pretends to be nice to you instructing u to put ur prepared bundle on the floor to give u room. Best wishes

Basically in a paraphrase, the document states this person has been succesful twice out of 4times.It went on to say they have a good chance of success if it happens again so they need to be rid off. It then went on to state exactly how it's gonna be achieved step by step and concluded that there would be a further victimisation claim but at least they would no longer be employed while the case is being defended. It's very sad but it's true and it's even worst that nothing can be done with such document because of some protection.I haven't money to do anything about it so I ll just left it go but it's great to see what goes on behind close doors.

Thank u,it's being a long battle and shocking that a finding of victimisation does not hinder further premeditated victimisation .Its indeed kool to see how plans made in secret was delivered to my door.

Thank u so much,that is quite enlightening

Please help! Following a favorable judgement of victimisation,I was invited to a meeting by my employer after refusing to exit my employment. The package of the meeting however contained clearly laid down step by my employers solicitor to terminate my employment .I have since sent a copy to the tribunal as the letter also stated the remedy date had been adjourned and I was not aware of such. My employer solicitor has now written to me to return the document because it was inadvertently sent to me,I have also b threatened with consequences of distributing the document because they are claiming protection under some LLP( legal litigation professional) or something along the line. Please note document was posted to my door,it bears neither confidential nor without prejudice on it,it was addressed to no one but titled in my name versus my employer. I hope to be able to rely on the document if the plan is executed ,how can I preserve this document so that I can rely on it in court because ve been threatened that I can't present it in court. Please help,

I was suspended several months ago for allegedly making discrimination complaint in bad faith. Complaints made to employment tribunal for victimisation. Employer denied knowledge of previous employment tribunal claim .The tribunal however discovered this was not the case on 2nd day of hearing and warned employer of possible perjury and solicitor representing employer required to make a written submission if they had fulfilled their professional conduct. Employer ask for 2weeks adjournement which was honoured.Hearing did not commence on scheduled day and now employer is threatning conduct action for bad faith allegation unless I settle. I have been threated very badly and require the tribunal to conclude . Am I required by law to settle against my wish?I have not made my complaint in bad faith as alleged and still waiting on another date from tribunal to conclude.I have already being cross examined and only the the witness warned of perjury is left to complete witnessing.Please any idea on danger in not settling against my wish?

Thanks for the response. Could an exception be considered where the fresh evidence is relevant and the respondent failed to disclose at the time. Basically its a 3 part complaint that are inseperable. The judge however declined consolidation because the 3part took place 7months after the first 2. It was at the 3rd hearing very recently the judge discovered the respondent were not being truthfull and ordered any further disclosure to be made while the tribunal took a break. Respondent solicitor came back with vital disclosure relevant to the earlier case and very damaging to the current one.I believe if the earlier tribunal had this disclosure it could well have affected the judgement. I could not possibly have sought a review because I was not aware of the document at the time.It was a document between the solicitor and respondent. Please kindly give if the explanation above would make any difference to fresh evidence.

Basically trying to prepare for a 3.10 hearing and need guidance on the following: Does a new point of law and fresh evidence need to be presented at the hearing or prior to the hearing? Can a similar case successful at an employment tribunal be cited where exactly same policy was relied on and the organisation is the same? Is it acceptable to file extract of policy documents in the bundle rather than entire policy documents in order to comply with 100pages requirement.

hi all, I came across this site out of my desperation searching for information having paid a lawyer online for a piece of information that didn't really serve my purpose. I just want to commend the founders of CAG, for the invaluable site that deals with literally any issue with real life people sharing their real life experiences. Well done.