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I filed for constructive dismissal against my formeremployer (a pub/restaurant). My main complaints were that I was regularlyunderpaid, my complaints regarding pay were ignored and I was regularly treatedin a way which I would consider to be bullying. I also noted on my form that Ifelt forced to do things beyond my better judgment, including turning a blindeye to racism regarding both customers and staff, and ignoring unhygienicpractice such as picking up dropped food and serving it to customers as well asserving pints from the drip tray. On occasions where I protested about my treatment,suggesting their behaviour was illegal, I was told that if I go to head office Iwill be dismissed.
I left and sent my notice to head office, outlining someof my reasons for leaving. Attempts were made to arrange a grievance meeting,however they ignored the dates I told them I was available and in the endoffered dates I had already told them I would be abroad. I gave up attemptingto arrange a meeting and filed for constructive dismissal.
After doing so, I received information there would be apre hearing review, as my former employer disputed that my claims were notsubmitted on time. My former employers lawyers have now conceded that my formswere in on time and asked to cancel the PHR. The judge has refused this requestand now the hearing has been amended to a preliminary case management hearing.I have received an agenda for case management discussion.
According to the form I should 'send a completed party toeach other party and to the tribunal in good time before the case management discussion'.My problems are as follows:
1.I received the forms on 23rd August, since then I havebeen extremely busy with family commitments and job interviews. The casemanagement discussion is on Monday 2nd September, I feel the earliest I couldsend this information is on Sunday. Will this be considered to be 'in good time'?(Please note I have received nothing from my former employer).
2.The wording of the agenda is difficult for me tounderstand and I cannot afford legal advice. Am I entitled to free legaladvice? If so have I left it too late?
3. I have little idea what the reason is for a preliminarycase management is and why the judge has done this. If anyone can explain thepossible reasons this would be helpful.
I have no experience in this area and any help is greatlyappreciated. Thank you.
I left and sent my notice to head office, outlining someof my reasons for leaving. Attempts were made to arrange a grievance meeting,however they ignored the dates I told them I was available and in the endoffered dates I had already told them I would be abroad. I gave up attemptingto arrange a meeting and filed for constructive dismissal.
After doing so, I received information there would be apre hearing review, as my former employer disputed that my claims were notsubmitted on time. My former employers lawyers have now conceded that my formswere in on time and asked to cancel the PHR. The judge has refused this requestand now the hearing has been amended to a preliminary case management hearing.I have received an agenda for case management discussion.
According to the form I should 'send a completed party toeach other party and to the tribunal in good time before the case management discussion'.My problems are as follows:
1.I received the forms on 23rd August, since then I havebeen extremely busy with family commitments and job interviews. The casemanagement discussion is on Monday 2nd September, I feel the earliest I couldsend this information is on Sunday. Will this be considered to be 'in good time'?(Please note I have received nothing from my former employer).
2.The wording of the agenda is difficult for me tounderstand and I cannot afford legal advice. Am I entitled to free legaladvice? If so have I left it too late?
3. I have little idea what the reason is for a preliminarycase management is and why the judge has done this. If anyone can explain thepossible reasons this would be helpful.
I have no experience in this area and any help is greatlyappreciated. Thank you.
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