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I have Pay clip. Also he send to me a email also post letter at 8april I have Prof

Hi 👋 Most of my remedy was for actual losses so it's not as "big" as it looks, also the amount gets "grossed up" so you have to pay the income tax on it... etc. It's never the 'windfall" people see it as. But yes, the 8%interest (may be a bit higher now) was included. If you don't add it, the panel will so don't worry too much 😀

@@beentheredonethat9647 Thanks so much! One other question that nobody seems to talk about - should I prepare a 'final statement' which summaries everything, and if yes, do both parties read this out in court or does it get submitted in writing (like the witness statements)?

If it all relates to the same set of events then yes you can add constructive dismissal, and a preliminary hearing is the ideal place to organise that

Sorry I set that all up hoping people would help eachother but it didn't really work. Sorry

@@beentheredonethat9647 is it possible to speak to you somehow?

I'm glad!

Hi. Injury to feelings is only relevant where the claim includes discrimination

@@beentheredonethat9647 thanks… if you can help me …. I’ll make this as easy as possible for you to understand. I was “bullied “ at work . My union guy (who is a assistant manager and postman) and my manager were not letting me have hospital appointment and rest of the staff had their days off and letting mail fail . I booked twice and days available but still refused. My union guy was delivering mail with a female postwoman and he then phoned my manager to tell her that my eyes were wild . ( total lie) I was off work with depression. My manager has used this as a way to basically get rid of me. I was moved to a different office. Occupational health has put me down as a 2010 disability for long term anxiety. Would I have a claim for injury to feelings as my manager had a letter from occupational health about my condition. Thanks

Hi. I don't think so, based on what you've said. The only discrimination angle would be disability but nothing you say here demonstrates you have been discriminated against

Hi. There's little avenue for "seeking legal costs". It's a basic employee right to raise a claim. A respondent does not need legal representation so if they chose to pay for lawyers that's their choice. The only place for such a claim against you would be via things like "cost orders" (look them up in the "tribunal rules" for further info). And this is for when you are being horrible to them or breaking the rules...etc. if you are finding these threats unsettling, ask the tribunal for a preliminary case management hearing to discuss. Respondents should not make financial threats

Thanks - after being very agressive, now that they have seen the evidence submitted they have changed their tune and offered a settlement - well thats getting rejected. One thing though, if they are happy to pay out all the claim but we still wish to pursue to the tribunal then can we subject to costs as in essence that could be considered unreasonable ? - now you may ask why would you want to continue if they want to pay whatever you claim.... because what they have done is in fact illegal by not paying the NMW and as other organisations such as the Solicitors Regulation Authority wont handle an issue unless a court rules this is the case and it was unlawful hence we would still like to continue as we dont want this firm to abuse that in the future and to stop this practice. Whats your thoughts or suggestion on that ? Thank you 😊

If your husband represents you, that means you can't speak at all. You only get to speak when you're being cross examined and re examined at the stand. So he should only represent you if he knows absolutely everything and is confident in strategising the case (plan closing arguments first and work back from there) and in cross examination...etc

oh god, my husband only knows a little about my case. Therefore, I'm gonna have to represent myself and amend my ET1. Thank you so much for your help. Your videos really help me understand how to represent myself. Is it allowed to bring a loved ones at the premilinary hearing for moral support?

I'm not sure about bringing loved ones to be honest I was alone for all mine

Are you able to tell me how much time do I still have before Emloyment Tribunal claim I filed will be rejected. I originally submitted my ET1 on the 14th of March. I received the ET3 through email by the 21st of May but the ET3 was dated 17th of May. My premilinary hearing is on the 29th of July. With all these information is it right to say that the I only have till the 12th of June to complete my documentation. I'm so sorry for asking this questions as I find it difficult and confusing on how to keep up with the Employment Tribunal timeline. Also are you able to tell me on the number of days or months that the respondent and I should exchange documents, and when should I submit the agenda for case management?

Yes if it's in MS word. Go to the review tab and you should see a menu around protection where you can set passwords

Thank you so much for the information ☺️

It is, but you can do it!!!!

Yes ideally but some cases regularly used as precedent reference are so commonly used they can just be mentioned and most of the room know what you mean

Glad it was helpful!

I will try my best

I haven't made any for over a year. I think I covered everything I learned so there's not much left to cover. If there's a specific topic you need covering I might be able to make more. Sorry I don't offer anything 1 on 1

Usually it's the respondents job to do it, or it can be agreed in preliminary hearings, but being ready and planning this yourself... really taking charge of your case, can't be the wrong thing to do. It'll help you focus your strategy too

Feel free to watch someone elses videos if you'd rather....

Glad these vidoes are helping 🙌

Expect the FH to cover everything and don't leave anything out. I had 2 PH and then a totally different judge for the FH

@@beentheredonethat9647 Understood! Many thanks! You're a god-sent! Feel v fortunate to have stumbled upon your materials and now v glad to get your thoughts on some of the cloudy stuff that's been bugging me!

If settlement is your goal decide what feels like a just figure and make that proposal to them. Add a secondary figure on top of that if they expect settlement to include preventing you from speaking about the matter. If it isn't your goal, don't entertain discussions. It can be distracting

@@beentheredonethat9647 Points duly noted. Ideally I'd want to pursue with tribunal to teach them a lesson and so other future applicants don't go through the same ordeal. But I note your thoughts on discussion. Thank you

Yes add it all into your witness statement

I don't, sorry. However, judges at preliminary hearings assessing the time needed for a hearing know what they're doing so if they suggested 5 days that's probably a safe bet

Never too late. Submit additional matters to the court and the respondent and request to add them. As long as you include the respondent in all correspondence and give plenty of notice, it'll probably be accepted

Glad these videos are helpful

Sorry I made these on my phone to brain dump everything I learned and try to help others. Can't change them now....

@@beentheredonethat9647 Thank you for your response - not to worry - I would much rather have your videos as a resource than not, as not a lot of people seem to have made such content. Except for maybe me, forthcoming that is! So I will deal! I have a volume control and mute button after all, as I watch them on my TV. With that said, I cannot thank you enough as the videos have been a terrific resource. As far as the early beginnings of my channel are concerned, I invite you to become a follower. I have big plans, many recorded videos, but I've just posted a few thus far. I'm fighting an initial case within the Ontario Human Rights Tribunal, but an arm of the Tribunal called the Legal Support Centre arbitrarily assigned me a lawyer last May to "help" me prepare for Mediation, but she was so incredibly abusive over a period of one month that her treatment of me landed me in an emergency department via ambulance, and enduring a complete mental breakdown shortly after, with an overnight stay in a mental hospital, and 6-8 months recovery from this. The damage was just too intense not to report in some major way, and therefore I am making a second application to the Tribunal. But because her impressions of me as overly litigious and a liar were what prompted her to mistreat me in the first place, or so I have surmised, I will not ask for a financial reward. Just adherence to their own policies, which they did not do, and a promise to assign disability lawyers to work with people who have submitted documentation citing their disabilities. Would also be great to chat at some point if you were willing! Let me know. I'm also a budding memoirist, working on my first this summer. This will be documented in a playlist called Story Time. Thanks for reading and best of luck in your future endeavors. 🙏😁❤️

Long wait! Good luck!!

You are so welcome

1) you'll learn their names and be given copies of their statements well in advance of the hearing (you may already have a witness statement transfer date planned) 2) the judge will ask you and the respondent what the best order will be for the witnesses to come 3) yes they come to the court to be cross examined by you (i have a video on cross examination which may help) 4) the hearing will start with you as witness 1. Then your witnesses come up. Then theirs. Then closing statement from respondent. Then closing statement from you. Then panel deliberate and make judgement

​​​​@@beentheredonethat9647thank you so much for your reply.. really appreciate it! In detail, I am on the stage to impact statement with medical records after PH. During the PH, the Respondent said they would call up to 7 people including perpetrators and grievance and appeal managers. However, names were not clarified and I do not know the names yet. Just FYI- I do not need cross examination from all 7 people as some of them are meaningless and irrelavant to this case! I believe the Respondent wanted to scare me to call up to 7 people. In this case, 1) it is normal not to specify the names of witnesses at this stage on Case management order? 2) Do I call and cross examine "all" 7 people if they give me the witness statements of all 7 people? Or I can choose a few people only who are "relevant and important" to the case? If their witness statements are full of lies, but if I think it is not relevant to my case, do I still need to cross examine them? Thank you so much. You are an angel for the people who are fighting with hope! ❤

Watch my playlist on the basics. Having a better idea of what to do can help calm the nerves

You are so welcome

Yes, sorry, I've had to stop doing that it went crazy and I have 2 kids and a career

@@beentheredonethat9647 I get that . And same .. well your videos have been VERY helpful so thank you

Hope it all went well

It's up to you how you want to claim. In terms of injuries they would be three different things

You're welcome

That's a good idea yes

Great you felt so confident! Best of luck

Cite the Overriding Objective (I have a video on this too) clause 2 d " The overriding objective of these Rules is to enable Employment Tribunals to deal with cases fairly and justly...... (d) avoiding delay " This is from the Tribunal Rules which you can download here: assets.publishing.service.gov.uk/media/63629f57e90e0705ad93ee5b/consolidated-rules-october-2021.pdf Here's my video on the Overriding Objective ruclips.net/video/jDA0CwZwj0Q/видео.htmlsi=Np9B33bWGvVrl3FK

Thank you so much. @@beentheredonethat9647

Glad you like them!

No it absolutely is not. You may introduce any evidence you feel relevant. It's your case, not theirs. Worst case scenario you can agree to include your documents at the end of the bundle under a heading like "disputed" or "not agreed". They are not in charge of what the judge sees, nomatter how much they wish they were. Good luck, stay strong

Feel free to watch a few times. It's a packed topic!

Glad these help, keep that fire! No idea about press....

Hi 👋 i have another video covering the paperwork generally here: ruclips.net/video/WqPH0E4_Dlg/видео.htmlsi=Vyj0WnNScpooinXy If youre unsure, but may want to refer to it in court, include it 👍

Wow thanks for doing that!

From a tribunals perspective, whether or not a contract has been signed can still mean the contract is valid. It's called "implied consent". Basically if you carry on working, it's implied you accept the terms and conditions of the job. However if you believe this contract is totally new to you and you have never seen it then you can make that a key argument and set up your witnesses and evidence to make that point proved. Good luck!

I have a race discrimination, bullying and harassment final hearing on Monday, it has taken 3 years, I’m representing myself, I need to do this they have offered a settlement, but feel ai need to do this 🙏🏾 so scared.

Well done for staying the course. Settlements are only right in some cases. In any kind of discrimination case, employers only learn and change if someone holds them to account. Well done for being that person. Good for you! And Good for any one else who works with these people in the future. Stay strong (and watch my other videos for help!)xxx

No law. ACAS have a code of practice, which is not the same as a law. However, when employers are found to have treated an employee unfairly, they can be further penalised (up to 25% uplift to remedy) for failing to follow the ACAS code of practice. It's "best practice" rather than law.

@@beentheredonethat9647 A grievance was raised against an individual who also became the grievance investigator but the tribunal found it to be reasonable and fair for the individual to carry out the grievance as there are no other available senior management. The system seems flawed. The grievance was raised because of the behaviour of the individual and delay to the investigation but yet the employment tribunal disregarded. I know all cases are different but this seems strange. The individual who was the investigator gave an outcome that favoured himself and the company in the end. The judge who seems to be less experienced deemed it fair.

It can be hard for smaller companies to handle these sorts of situations, and it will have come down to minutiae of details. If you think the judge misjudged that point of law, you can request a reconsideration

1) don't panic! 2) the most important witness is you 3) don't worry, if the truth is on your side you just need to convey that to the tribunal panel.

I recommend this video I made ruclips.net/video/9fc8X17zpsU/видео.htmlsi=D-_eYzxlYbEqSpUm especially the tip at the end. Good luck!

Glad you enjoyed it!