Official Complaint to HR

Fucking hell the cheeky twat


do you have a union

Are you in some kind of union? If so, that would be my first port of call.

[B)] to the idiot who said that

quote:Originally posted by cariad
fucking hell the cheeky twat


do you have a union

id="quote">

......no.....

I would be straight to HR with an official complaint, you have witnesses to the event. Redundancy or not I would expect that sorted out - ignorant little man ☹️!]

Hi There

I work in HR and have to say that you should definitely NOT sign your compromise agreement as it will probably say that you cannot take the company to tribunal for anything (such as discrimination) even if it doesn't relate to your redundancy.

They cannot withhold your redundancy money so I would seriously not sign the comp agreement and I would raise a formal grievance because you have to do this to proceed to any kind of tribunal. (on the quiet - if you raise a grievance they may chuck more money your way which will help if you're the only breadwinner and then you can sign the agreement). If you want me to pm you with further advice let me know!

Hope that helps

And hello to everyone on the forum - I read but don't normally post!

quote:Originally posted by Tulips
After chatting for a while, he said that I am a child abuser for trying to bring my baby up as bilingual (I'm Dutch).

id="quote">

That's truly appalling - I have a close friend who's really struggling with her plans to bring her child up as bilingual (English-Italian) because she's worried about the overall speech delay that's a completely normal side-effect of trying to process two languages at once.

Fortunately, she hasn't given up, and she's beginning to reap the rewards (and the advantages to her son will be truly colossal) - but a demonstrably pig-ignorant comment like that might well have pushed her over the edge.

That said, I'm not convinced that it's worth an official complaint - it's not exactly harassment, is it?

quote:Originally posted by Mills
Hi There

I work in HR and have to say that you should definitely NOT sign your compromise agreement as it will probably say that you cannot take the company to tribunal for anything (such as discrimination) even if it doesn't relate to your redundancy.

They cannot withhold your redundancy money so I would seriously not sign the comp agreement and I would raise a formal grievance because you have to do this to proceed to any kind of tribunal. (on the quiet - if you raise a grievance they may chuck more money your way which will help if you're the only breadwinner and then you can sign the agreement). If you want me to pm you with further advice let me know!

Hope that helps

And hello to everyone on the forum - I read but don't normally post!

id="quote">

No compromise agreement will be binding unless she has had the advice of a recognised advisor who has insurance.

You can put a written complaint in at any time including up to 3 months after the matters you are complaining about. Does your company do exit interviews? If they do then you could always raise it then. If you want some advice on sex discrimination the Equality and Human Rights Commission (which the Equal Opportunities Commission are now part of ) are a good start.

Oh and [B)] for the comment. I think bringing your child up bi-lingual is one of the best skills you can give them!

quote:

That said, I'm not convinced that it's worth an official complaint - it's not exactly harassment, is it?

id="quote">

I think it can be classed as harassment....

Harassment, in general terms is:

unwanted conduct affecting the dignity of men and women in the workplace. It may be related to age, sex, race, disability, religion, nationality or any personal characteristic of the individual, and may be persistent or an isolated incident. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient.

Thank you all for your comments (welcome Mills!). I have emailed the HR manager who has already responded. She wants to meet tomorrow and tells me not to worry.... not sure what that means but we'll see.