I love your video's as an employee it is simply more reasonable to study your plan of attack and defence than from the other side of the coin so to speak ... shallom or not
00:40 What about if I have to resign because my job description/responsibilities were completely absolved? 1:101:59 Thank goodness for this. I think the law is on my side. 3:41 Everybody but him 5:39
As a volunteer who's manager has slowly reduced my hours, moved day's into half and who's constructivly latched on to a customer complaint letter about my agreeing with a distraught customer* who's friend died of cancer, then some conspiricy stuff, covid 19 - I tried to descalated with reason. Cue another customers letter complaining I backed her* anti-hospital stance, she had 2 relatives died of covid or cancer. I refuted 90% of the letters 100% bias against me, manager refused me access to it and cctv footage of said event or allow 2 customers i served inbetween to be asked to witness. I was asked to leave, week before under the managers breath she said "Fuck off". I am appealing with an area manager- it seems online volunteers are lambs to the slaughter regardless. 15,000hrs possibly gone, i now understand why shortage of good volunteers always happens.
Daniel, is it the case that an Employment Tribunal can only permit allegations of a breach of the implied term of trust and confidence if it is accompanied by some type of dismissal? Can an employee include allegations of a breach of the ITTC as part of an ET claim when they have neither been unfairly dismissed nor acquiesced to Constructive Dismissal? I am aware that there is no statutory basis for claims relating to the ITTC and therefore no statutory prohibition on its enforcement either but that judges are typically minded to resist claims relating to the ITTC outside of unfair dismissal claims, however, what latitude/discretion does an Employment Tribunal have in deciding whether to permit such claims? Are they actually barred from doing so? Is there any actual official guidance on enforcement, or is it simply an unwritten rule/best practise model they follow? Thanks in advance with kind regards
Love the video! Still relevant to challenges faced by employees every day! Question, does an employee remaining at their employer after a break of contract remove their ability to bring legal action in the future? Thanks.
Gonna say not at all and the reason why If you strike the record clean si be it And a maxim in law is We are All equal under law ( not legislation ) It is human to error it is Devine to forgive But don't take the piss
So is it better to resign if my responsibilities have been handed to someone else and my job title completely lied about, or do I stay and say I'm not doing jobs not in my job description, and get fired, will that affect my case?
![I raised a GRIEVANCE at work and was threatened with dismissal. Can that be fair? [LBC Legal Hour]](/img/1.gif)
Thank you. You have given me all the advice I need. I will be seeking a solicitor.
Super helpful, I have a David and Goliath case - very early ET3 just been received, this video was helpful regarding the 'tests', Many thanks
Great stuff Daniel, thank you for your videos
I love your video's as an employee it is simply more reasonable to study your plan of attack and defence than from the other side of the coin so to speak ... shallom or not
As ever very useful as taking employment law exam on 4th August - brilliant series ! Thank you so much 😊
Great video 😊
00:40 What about if I have to resign because my job description/responsibilities were completely absolved?
1:10 1:59 Thank goodness for this. I think the law is on my side.
3:41 Everybody but him
5:39
Thank you, very informative info 🙂
What about when an employer uses SOSR as a constructive dismissal tool to force the employee out of the workplace?
Thank you, sir!
As a volunteer who's manager has slowly reduced my hours, moved day's into half and who's constructivly latched on to a customer complaint letter about my agreeing with a distraught customer* who's friend died of cancer, then some conspiricy stuff, covid 19 - I tried to descalated with reason.
Cue another customers letter complaining I backed her* anti-hospital stance, she had 2 relatives died of covid or cancer.
I refuted 90% of the letters 100% bias against me, manager refused me access to it and cctv footage of said event or allow 2 customers i served inbetween to be asked to witness. I was asked to leave, week before under the managers breath she said "Fuck off".
I am appealing with an area manager- it seems online volunteers are lambs to the slaughter regardless. 15,000hrs possibly gone, i now understand why shortage of good volunteers always happens.
Is there a 3 months deadline for a grievance to be dealt with otherwise it becomes constructive dismissal?
what about when an employer uses cameras installed as a lone worker safety measure to monitor your breaks
Daniel, is it the case that an Employment Tribunal can only permit allegations of a breach of the implied term of trust and confidence if it is accompanied by some type of dismissal? Can an employee include allegations of a breach of the ITTC as part of an ET claim when they have neither been unfairly dismissed nor acquiesced to Constructive Dismissal?
I am aware that there is no statutory basis for claims relating to the ITTC and therefore no statutory prohibition on its enforcement either but that judges are typically minded to resist claims relating to the ITTC outside of unfair dismissal claims, however, what latitude/discretion does an Employment Tribunal have in deciding whether to permit such claims? Are they actually barred from doing so? Is there any actual official guidance on enforcement, or is it simply an unwritten rule/best practise model they follow? Thanks in advance with kind regards
Love the video! Still relevant to challenges faced by employees every day!
Question, does an employee remaining at their employer after a break of contract remove their ability to bring legal action in the future?
Thanks.
Gonna say not at all and the reason why
If you strike the record clean si be it
And a maxim in law is
We are All equal under law ( not legislation )
It is human to error it is Devine to forgive
But don't take the piss
Can the employer be taken to ET for breach of Mutual Trust & Confidence and still be employed?
No - you would have to resign in order to claim constructive dismissal.
So is it better to resign if my responsibilities have been handed to someone else and my job title completely lied about, or do I stay and say I'm not doing jobs not in my job description, and get fired, will that affect my case?
This was all over the place
really good video
Malik doesn’t create the definition of the trust and confidence, woods v wm services does
Is that a question to yourself? Put that poster behind your back and get on with your conversation.
Dude, what are you on about?