Do you still evaluate the merits of a claim as I’m in the early stages of tribunal (unfair dismissal/whistleblowing) and would take you up on that, also is there a fee?
Really helpful thanks, I’m in the process of a whistleblowing/ unfair dismissal claim. On my online HM courts & tribunals account it shows my previous employers haven’t responded yet by the due date, will this make a difference?
If my employer ignored continuous claims added as part of a ongoing grievance case in an appeal hearing and the employer failed to respond in the outcome even after promising to provide a outcome on these in a recorded meeting. Do i raise a new grievance?
Hi . I'm currently looking for further advice in relation to my employment. I have been in the same job for the last 8 years. I supervise offenders on community orders. I start work at 8.30 am & finish at 4 pm , I don't get a break between these hours due to the need for ( Managers Wording) continuous delivery. To supplement this I & my colleagues have been verbally told our rest breaks are paid ( Just get on with it ! ) . This has since been uncovered as untrue in a sense . A little hard to explain but to have a paid break we have to stay on site with offenders as they need constant supervision ( So it's kinda no better off as we don't get a rest both mentally and physically) & it's Unpaid. When we challenged management on this the goal posts shifted, suddenly and unbeknown to our HR department & fellow colleagues we now get a compensatory break at 4 pm each and every day . Trouble is I clock out at 4pm and would effectively be having my break in the comfort of my car with my 4 year old son in the back , well away from the workplace. My point is my employer knows I start at 8.30 finish at 4 pm , breaks are unpaid & the compensatory break has to be at 4 pm each and every day , which is completely useless. I am physically & mentally exhausted , partly down to the nature of the people we are responsible for , but without any compromise or adequate rest in our role . We have asked to be double crewed so supervisors can take rest breaks between them and vice versa whilst the other monitors the group, but this was turned down due to cost. I would really appreciate your advice. I have spoken to ACAS , and trade union who are willing to back our case , but I would really appreciate your advice. Thank you .
Hi there, I'm enjoying the short videos. I need some advice on how to obtain answers to my questions from the redundancy consultation, as they have refused to provide them for me to review for an appeal. No minutes of meetings were taken. The answers given was very. Vague and misleading. Any help would be great
I missed the tribunal deadline by less than a month, But I put in a grievance and was waiting for my employer, the second thing is I didn't know there was a time limit, I have depression and anxiety issues and am currently on medication, is there anything to help- Valla?
The Story of David and Goliath in the Modern World In a bustling town in Mid Wales, there lived an ordinary person named David. David was not wealthy, nor did he have a team of experts to advise him. He lived a simple life, relying on his hard work and honesty to get by. But one day, David found himself in a battle against a giant-a powerful corporation named Goliath Industries. Goliath Industries was no ordinary company. It was a massive entity, with vast resources and a team of highly skilled lawyers at its disposal. They were known for their ability to crush anyone who dared to challenge them, using their power and influence to keep the truth hidden and protect their interests. David, however, was determined to stand up for what was right. He believed that truth and justice should prevail, even against the mightiest of opponents. Despite the overwhelming odds, David took on Goliath Industries, knowing full well that he was stepping into a fight against a giant. As the day of the legal battle approached, Goliath Industries made a sudden and calculated move. Late on a Friday, just days before the hearing, they sent David a revised set of documents-an updated bundle of information that was far more complex and detailed than what had been provided before. They did this knowing that David had only the weekend and a bank holiday to review it, leaving him with barely any time to prepare for the hearing scheduled for Tuesday morning. David felt the weight of this tactic pressing down on him. He had no legal team to support him-just two dedicated ladies who were helping him navigate the dense legal language. They did their best, but without the resources or legal expertise to quickly adapt to the new information, the challenge seemed almost insurmountable. But David was not one to give up. He understood that this was not just a battle of documents-it was a fight for fairness and justice. He reached out to those who might listen, explaining how the last-minute changes and the vast disparity in resources made it nearly impossible for him to compete on equal footing. He called for fairness, asking that the playing field be leveled, so that the truth could come out and justice could be served. In the end, the story of David and Goliath in the modern world is not just about a small person facing a big company. It’s about the courage to stand up against powerful forces, the determination to seek justice even when the odds are stacked against you, and the belief that fairness and truth should always guide the outcome-not only for David but for all the employees who were wronged by Goliath. Whether David wins or loses, his story is a powerful reminder that integrity and perseverance are the true strengths in any battle for what is right.
I’ve just asked acas to start mediation for me my work won’t me to relocate but the buses won’t get me there on time they won’t me to cycle 160miles in 5 days and the last one I refused to except a lift of a work colleague which I didn’t I said I should not have to rely on people when they can be I’ll or on holiday or even leave so any option I will lose my job
So I use your template for getting them to disclosed documents, waiting for the tribunal to get back to me. I'm very worried as I can't do my witness statement which needs to be in next week. Which has already been extended. What do I do? X
Don't not write and submit your witness statement because you're waiting for a document!! Mention the document/evidence as if you already have it, and then take it to the hearing with you, highlighting it to the judge at the very start.
@Valla I have WFH for 17 months after a witch hunt and KC over things i i didnt do (i was on holiday for 2 alleged things.) The truth is i am old and the compainanta all under 30. I put in a counter claim but my public body employer says their "too busy to investigate it right now". Now they want to put me on performance management for what i didn't do 17 months earlier. This is all part of a employer strategy to get people to resign by stringing thngs along for as long as possible. I put in a grievance a month ago, and no one has contacted me. Union rep says ET do not look at something that is part of internel investigation. My grievance is about Age & Disability disc, being undervalued, no training or any type of support and people making false complaints and spreading malicious rumours, injuring my feelings and destroying my reputation. I dont want to wait another 17 months while nothings done. Can anyone help. Is it true please, can i not go to ACAS and then ET based on these limited details? Thanks for reading this far.
Hi sorry I missed this, you are amazing, I have recently put in grievance, and feel overwhelmed with it as I feel like I am not being believed it's awful, I have resigned now, getting my meeting tom 1st Aug and I'm dreading it, I am going to struggle to prove the problems and exclusion, bullying etc as I didn't keep making notes after each incident x please advise x
While it's better to make the notes as soon as possible, they can still be evidence even if they're written down at a later point. It's just the longer you wait, the less likely a Judge is willing to strongly consider them.
Wow well spot well unfortunately the union don't go further with ur case at certain point and left you nut!! They don't even bother to dismissed ur case while you fighting inside 😂
With me the Respondent is preparing the final bundle but anything I asked to be in rhere they have said I would need to provide it and why its relevant to my claim I thought u didn't have to give my reasons until tribunal
Just a huge thank you for all your questions and answers videos. I took my ex employer to tribunal and had my trial last week and won. You were so useful...just need to do the remedy hearing so plenty on that please
@@AbisDen hi, it has been a very long process, the dismissal happened in may 23, then the first preliminary hearing was in January, then the final hearing was last week. As I won, I now have two weeks to add evidence to the bundle if I want then the other side has also two weeks to add theirs, then the judge has a month to review. we wont know the exact date until after the 1st October. even then I don't know for sure how long it will take for them to be forced to pay if there is a payout....just so so long. I included everything in the bundle but they refused me many documents, even with information request and only presented their selection. the Judge gave them 24h on the first day of tribunal to present all the document in their original format. has to be the most stressful and exciting three days of my life. I shared all my reasons and my case had a unanimous decision. can't wait to be able to share it. I am so proud i represented myself. Absolutely worth it. Thank you VALLA
@@AbisDen your evidence is your evidence - contemporaneous notes can often of course be the best from of evidence - as in, you don't need reasons to include them, the evidence simply must be relevant and necessary for a fair trial/hearing etc
@@celineyon918 yes very well done - i was dismissed in july 2022 - and case set for ET in April 25 - so even longer!! - the only advantage being that it gives me time to force them to submit documents - or the ET can draw adverse inferences...
@@kc-qs8qg that's right you can apply but if they refuse to disclose like in my case, I had to wait until I was in front of the judge. The respondent had provided their selection with no context and previous or next emails, messages and other. I had to point it out at the start of the tribunal and when the judging panel saw the Bundle they asked for the reason I didn't get those documents. the respondent had sent me an email quoting the preliminary hearing that said that only necessary and relevant document should be included. ( so they chose what was relevant and necessary to them). the judge got annoyed at them and ordered the entirety of the document to be provided to me by 10 am the following day. not all documents were retrievable.
