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i was request to the office on the 10th December where a meeting took place.
i was told at my boss that due to the following reasons I am going to be job changed
The result of this meeting was that my pay is to be changed from £30K to £11.50 p/h 38 hour week with possible overtime. And i will no longer be office manager but section leader a difference of £7k to take effect in the new year.
I have now received the 4 page letter from my firm explaining the details of the meeting and the action to be taken
quote form letter
staff handbook says
I feel that thismeeting should have been conducted as a capability / disciplinary meeting not just a meeting arranged quickly by uppermanagement an act of aggression against me because for what I considered to be a reasonable requests made the day earlier.
I was not told this was any sort of disciplinary meeting, i had no time to prepare, i didn't have a colleague present. And the result was instance...
i have spoken to ACAS a number of times and they have said that the following has accrued
I am now at a point where i am trying to compose my appeal letter but want to know legally where i stand currently before i give my appeal in ,and should i see i solicitor.
any advice would be great
i was told at my boss that due to the following reasons I am going to be job changed
- not openings the office in the morning and letting some else do it. (boss gets there before me)
- not consistently carrying out daily meetings with our 6 members of staff ( missed a few but spoke to staff one to one as other staff where out for the day)
- time keeping, (20 minutes late)
- requesting reasonable finishing time (due to later finishes the night before)
The result of this meeting was that my pay is to be changed from £30K to £11.50 p/h 38 hour week with possible overtime. And i will no longer be office manager but section leader a difference of £7k to take effect in the new year.
I have now received the 4 page letter from my firm explaining the details of the meeting and the action to be taken
quote form letter
staff handbook says
- If the nature of your job changes we will make every effort to ensure that you understand the level of performance expected of your and that you receive adequate training and supervision. If we have concerns regarding your capability these will be discussed in an informal manner with you and you will be give time to improve. there is a note in my letter here saying that following a request for a pay rise, I have not yet been seen to be carrying out my duties you had been employed to do.
- If your standard of performance is still not adequate you will be warned in writing that a failure to improve and to maintain performance required could lead to your dismissal. We will also consider the possibility of a transfer to a more suitable work if possible.Never had a written warning
I feel that thismeeting should have been conducted as a capability / disciplinary meeting not just a meeting arranged quickly by uppermanagement an act of aggression against me because for what I considered to be a reasonable requests made the day earlier.
I was not told this was any sort of disciplinary meeting, i had no time to prepare, i didn't have a colleague present. And the result was instance...
i have spoken to ACAS a number of times and they have said that the following has accrued
- punishment is severe
- company not following there own rules for capability/ disciplinary procedure
- not carried out capability/ disciplinary meeting under approved rule of practice
- not informed me of my statutory rights to have a companion present.
- due to the difference in wages incurred this is a disciplinary meeting with rules.
- job change pay rate is not a suitable change (£7000) per year difference
- breath of contract
- changing my contract?
I am now at a point where i am trying to compose my appeal letter but want to know legally where i stand currently before i give my appeal in ,and should i see i solicitor.
any advice would be great
to LegalBeagles
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