What would you do ?
25 June 2005, 01:43 AM
#1
Scooby Senior
Thread Starter
What would you do ?
Background:
You have been employed in a specialised role on a contract basis for an FTE 100 company for 12 months.
Your (Company Employee) Manager starts off ok but turns into the manager from hell over a 12 month period.
You know the Manager has had 4 people either resign or transfer out of the role you are covering in the last 2 years.
You also know that said manager has had at least 2 official warnings from HR with relation to how they deal with staff (Contract or Permanent)
After much suffering you decide to apply for another job within the same organisation. (without reference to current Co. manager - IR 35 etc etc they cannot dictate to you AFAIC)
You get offered the job, HR confirm it, as does the recruiting manager.
You finish your contractual obligation to existing manager and prepare for a 2 week vacation in Florida.
On day of leaving for vacation (also last day of contract with Hell manager)
the mgr from hell says
"See you on your return"
Reply "My contract has ended, you did not renew my contract, therefore I assumed I was not renewed"
"Oh that was an oversight"
"Really Sorry - I have taken another contract position"
"Oh - I see, Can I ask what it is that you will be doing outside of XYZ Ltd"
"Actually I have taken a position in another area of XYZ ltd that allows me to meet my Work / Life balance"
"You can't do that, I will block the move"
-----------------------------------------
Quick visit to HR
They say - Move cannot be blocked
-----------------------------------------
Mgr from Hell goes upline and requests that move is blocked cos of the critical nature of position.
Move is blocked
4 weeks later the "Move" position is filled by a permanent member of staff.
On the same day (Tuesday 14th June) Mgr from Hell says there is a change of plan - you finish on Friday 24th June.
I would welcome some legal advice
You have been employed in a specialised role on a contract basis for an FTE 100 company for 12 months.
Your (Company Employee) Manager starts off ok but turns into the manager from hell over a 12 month period.
You know the Manager has had 4 people either resign or transfer out of the role you are covering in the last 2 years.
You also know that said manager has had at least 2 official warnings from HR with relation to how they deal with staff (Contract or Permanent)
After much suffering you decide to apply for another job within the same organisation. (without reference to current Co. manager - IR 35 etc etc they cannot dictate to you AFAIC)
You get offered the job, HR confirm it, as does the recruiting manager.
You finish your contractual obligation to existing manager and prepare for a 2 week vacation in Florida.
On day of leaving for vacation (also last day of contract with Hell manager)
the mgr from hell says
"See you on your return"
Reply "My contract has ended, you did not renew my contract, therefore I assumed I was not renewed"
"Oh that was an oversight"
"Really Sorry - I have taken another contract position"
"Oh - I see, Can I ask what it is that you will be doing outside of XYZ Ltd"
"Actually I have taken a position in another area of XYZ ltd that allows me to meet my Work / Life balance"
"You can't do that, I will block the move"
-----------------------------------------
Quick visit to HR
They say - Move cannot be blocked
-----------------------------------------
Mgr from Hell goes upline and requests that move is blocked cos of the critical nature of position.
Move is blocked
4 weeks later the "Move" position is filled by a permanent member of staff.
On the same day (Tuesday 14th June) Mgr from Hell says there is a change of plan - you finish on Friday 24th June.
I would welcome some legal advice
25 June 2005, 07:48 AM
#6
Scooby Regular
Join Date: Jan 2004
Posts: 649
Likes: 0
Received 0 Likes
on
0 Posts
Originally Posted by Gidney&Knowlesy
Constructive Dismissal.......seek legal advice
Sorry I don't know enough to comment on the situation though. You might be best hunting out an employment law solicitor unless someone answers who is a practicing solicitor in this field.
Result!