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Hi, I wonder if anyone can help or advise me.
I'll give you a brief run down. I was at work last year when I was attacked in an armed robbery. The robbers had used a master key taken from the hotel managers unlocked safe. After the robbery they had done nothing to improve security or change the locks. I raised a grievance and the day before that took place, the robbers had come back but I'm unsure if they took anything that time. I raised my grievance over my health and safety and that there was known previous thefts which later showed that the robbers had been using this key for sometime. I had my first meeting and my points weren't upheld. I asked for the minutes which were incorrect and I forwarded to them a summary account of what I actually recorded. I then had another meeting which seemed more professional but my points were again not upheld nor all answered. I then provided further proof of previous thefts and emails from hotel manager stating they were thefts and asked why my points raised were not all answered.
I finally had a grievance appeal meeting with a Director at work some 8 months later. Before the first two meetings they failed to provide me with a copy of and policies and procedures saying everything I need is in the employee handbook - that only gives a brief summary. They say they have no discrimination policy and they are unaware where any risk assessments are kept (and still not provided me with any, although they claim to have updated them afterwards). In the meeting this person refuses to allow me to revisit grievance points or allow new points and also admits my appeal will be unsucessful. A lot of other things were said by this person including that they had not carried out any investigation to how or who took the key. They claimed the site was safe to return to but I provided proof that was untrue.
I have been classed as disabled (by the industrial accident benefits - off with ptsd and other injury) and been unable to work since after the robbery at work. The company sick pay stopped after I disagreed with the previous meetings outcome (not inline with what the policy states and not informing me it was going to stop), when I provided my employer with proof that my points should of been upheld. After this appeal meeting they refused to allow the minutes to be amended and once they have served me with the outcome, I then stated I wanted to make a formal complaint about the contents and how the meeting was conducted. They refused, then blocked my emails.
Luckily, I recorded the appeal meeting and have since filed an ET1 for failure to carry out grievance procedures correctly, making a disclosure, diasbility discrimination, victimisation and harassment. My employer has now invited me to attend numerous meetings since I submitted ET1 inc a possible constructive dismissal for use of inapproriate use of company email and possible dismissal for capability. I basically sent every works site an email to be forwarded to the Director after they blocked my emails of me requesting to make a formal complaint about them including a local journalist, although i did put a disclaimer at the top of the email. Not the smartest move, I know but how else could I get point across when stressed and frustrated - now they have invited me to another meeting to possibly hear my grievance.
Do I have to meet with them since starting my ET claim? I really don't trust them and they have shown that they are incapable of doing things fairly and correctly.
I worked there for over 3 years, I am not a member of a union nor do I have insurance to cover legal costs so i'm doing this on my own.
I'll give you a brief run down. I was at work last year when I was attacked in an armed robbery. The robbers had used a master key taken from the hotel managers unlocked safe. After the robbery they had done nothing to improve security or change the locks. I raised a grievance and the day before that took place, the robbers had come back but I'm unsure if they took anything that time. I raised my grievance over my health and safety and that there was known previous thefts which later showed that the robbers had been using this key for sometime. I had my first meeting and my points weren't upheld. I asked for the minutes which were incorrect and I forwarded to them a summary account of what I actually recorded. I then had another meeting which seemed more professional but my points were again not upheld nor all answered. I then provided further proof of previous thefts and emails from hotel manager stating they were thefts and asked why my points raised were not all answered.
I finally had a grievance appeal meeting with a Director at work some 8 months later. Before the first two meetings they failed to provide me with a copy of and policies and procedures saying everything I need is in the employee handbook - that only gives a brief summary. They say they have no discrimination policy and they are unaware where any risk assessments are kept (and still not provided me with any, although they claim to have updated them afterwards). In the meeting this person refuses to allow me to revisit grievance points or allow new points and also admits my appeal will be unsucessful. A lot of other things were said by this person including that they had not carried out any investigation to how or who took the key. They claimed the site was safe to return to but I provided proof that was untrue.
I have been classed as disabled (by the industrial accident benefits - off with ptsd and other injury) and been unable to work since after the robbery at work. The company sick pay stopped after I disagreed with the previous meetings outcome (not inline with what the policy states and not informing me it was going to stop), when I provided my employer with proof that my points should of been upheld. After this appeal meeting they refused to allow the minutes to be amended and once they have served me with the outcome, I then stated I wanted to make a formal complaint about the contents and how the meeting was conducted. They refused, then blocked my emails.
Luckily, I recorded the appeal meeting and have since filed an ET1 for failure to carry out grievance procedures correctly, making a disclosure, diasbility discrimination, victimisation and harassment. My employer has now invited me to attend numerous meetings since I submitted ET1 inc a possible constructive dismissal for use of inapproriate use of company email and possible dismissal for capability. I basically sent every works site an email to be forwarded to the Director after they blocked my emails of me requesting to make a formal complaint about them including a local journalist, although i did put a disclaimer at the top of the email. Not the smartest move, I know but how else could I get point across when stressed and frustrated - now they have invited me to another meeting to possibly hear my grievance.
Do I have to meet with them since starting my ET claim? I really don't trust them and they have shown that they are incapable of doing things fairly and correctly.
I worked there for over 3 years, I am not a member of a union nor do I have insurance to cover legal costs so i'm doing this on my own.
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