Dismissal after staff party

[Johnboy007]

Re: Dismissal after staff party

Also would they have to give the employer a copy of the statements, or infact a copy of anything they have taken into the meeting with them if prompted?

You are entitled to a copy of any statement produced.
You can also ask for an adjournment, in order to study the evidence if needed.

[jon1965]

Re: Dismissal after staff party

Alfie
If you are relying on people making written statements that this was allowed practise , yes I think you will have to let the employer have a copy of the statements if requested, I think JB got your question wrapped round his neck..it's your defence statements not their statements.

JB
So far we only have sayso that in the past permission had been given to take some drink home, if that is the case then I see your point. I do not think that permission by omission can really be counted. That would have whole new ramifications. sadly John Deed is a fictional character

Surely in this case you can go on what you can prove, the company have not followed legal procedure, there is no contract, there is no disciplinary policy. That in itself is enough to win a case for constructive dismissal. You can not threaten employees to resign or I will call the police
If it can be proved that this was allowed by previous managers and not just not known about then there is a case for custom and practise . Very difficult to prove though

[Johnboy007]

Re: Dismissal after staff party

Alfie
If you are relying on people making written statements that this was allowed practise , yes I think you will have to let the employer have a copy of the statements if requested, I think JB got your question wrapped round his neck..it's your defence statements not their statements.

JB
So far we only have sayso that in the past permission had been given to take some drink home, if that is the case then I see your point. I do not think that permission by omission can really be counted. That would have whole new ramifications. sadly John Deed is a fictional character

Surely in this case you can go on what you can prove, the company have not followed legal procedure, there is no contract, there is no disciplinary policy. That in itself is enough to win a case for constructive dismissal. You can not threaten employees to resign or I will call the police
If it can be proved that this was allowed by previous managers and not just not known about then there is a case for custom and practise . Very difficult to prove though

Hi Jon,
Should have gone to Specsavers.............msl:
However the company are at liberty to collect statements too, but must give you a copy on request.
Likewise you are obligated to provide your statements if requested by the Company.

If the company are made aware that they have acted unlawfully, in threatening 'resign or I will call the police'., and they have not followed recognisable procedures.
I'm sure they may look for an easy get out, of the situation.
Especially if 'Constructive Dismissal', or 'Tribunal' just happens to get mentioned, at the hearing/meeting.

My name is also a 'Fiction'...

[jon1965]

Re: Dismissal after staff party

Lol we are in agreement .

But dont start on that nonsense jon of the family boy

[Johnboy007]

Re: Dismissal after staff party

Lol we are in agreement .

But dont start on that nonsense jon of the family boy

:laugh: