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Reply | Is this on Nourry?
at 22:55 19 Oct 2024
I believe it is on Nourry.
I didn't think it was in dispute that he is accountable for all the new signings.
Yes some will and some won't work but why have we brought in Sellar, who has been bang average at best, and dropped Kohli who was showing promise before his injury? I know Sellar is on at least 2 times Kohli's salary. Except for Frey who has been terrific for us this year, are our other forwards that good that all of a sudden Kohli doesn't warrant a chance from the bench?
Something doesn't feel right and we have gone in front of 2 poor teams at home and lost on both occasions. |
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Reply | Is this on Nourry?
at 22:46 19 Oct 2024
I believe it is on Nourry.
I didn't think it was in dispute that he is accountable for all the new signings.
Yes some will and some won't work but why have we brought in Sellar, who has been bang average at best, and dropped Kohli who was showing promise before his injury? I know Sellar is on at least 2 times Kohli's salary. Except for Frey who has been terrific for us this year, are our other forwards that good that all of a sudden Kohli doesn't warrant a chance from the bench?
Something doesn't feel right and we have gone in front of 2 poor teams at home and lost on both occasions. |
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Reply | Clive on Open all R,s.
at 15:25 17 May 2024
Brilliant podcast and for me one of the best yet. Thoroughly enjoyed it! |
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Reply | "Our Rangers Back"
at 07:19 9 Aug 2023
Entirely my sentiments.
I was gutted when we didn't renew his contract and it feels as though we got carried away thinking a new manager would take us up losing sight of everything Warburton had achieved.
The consequences of this decision will result in us being relegated this season. |
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Reply | Unfair dismissal?
at 21:25 8 Jun 2023
I previously was Ops Manager of an Insurance company so have had some tribunal experience. Totally agree with Joe90. Employers do not have to offer or agree flexible working if there are good business needs.
Generally it would cost us £10k to go to a tribunal and as previously said by Baz 6 months salary is more or less the going rate if you employee wins.
Key things Tribunals look at are did the business follow their policy and procedures and going straight to instant dismissal won't stand up in my opinion. The company should have a disciplinary procedure and if they did not follow it they will lose regardless what the employee is alleged to have done.
Best of luck. [Post edited 8 Jun 2023 21:27]
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Reply | My dad
at 10:00 9 Apr 2020
Really sorry for your loss Bosh. RIP Paul |
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Reply | No-fault car accident advice please
at 00:35 11 Oct 2019
Apologies for not replying earlier. As MrGrieves said, Conditional Fee Agreement which generally means they will take 25% of your claim. If you have legal expenses insurance then there is no deduction.
Agree with everything Jeff said regarding medico legal report. Don't be pushed into settling early. Make sure your wife tells the Doctor about her fear of driving and ask for physio for the whiplash injury. The more physio the higher damages especially as most insurers use Computer programs to calculate how much to offer for whiplash claims. |
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Reply | No-fault car accident advice please
at 03:52 30 Sep 2019
Insurers do not need to take possession of vehicles before instructing engineer's to provide a pre accident valuation. Each company have their own internal rules on whether the claims handler can make an offer without the necessity of instructing an engineer. Generally it is around the £500 figure.
You do not have to claim from your fully comprehensive insurer and can claim directly from the Insurer of the negligent third party.
If you have legal expenses insurance then contact them and they will pursue the claim for you. You only lose 25% damages if you take out a CFA but this won't apply if you have legal expenses insurance. Your legal expenses policy will appoint a panel lawyer who will pursue a personal injury claim for your wife together with any other losses that you incur. |
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Reply | Advise Please (HR Related )
at 04:13 11 Jan 2018
Fair play to you for making a stand. Loads of good advice from everyone here but I just wanted to add a couple of things.
You mentioned that in your 1-2-1's over the last 6 months you had raised the issue of the racist manager. Usually 1-2-1's are documented and if this is the case you should imo raise this at the mediation. Your line manager has a duty to advise HR of your concerns. If the individual fails to do so the Company will be in trouble if the matter ultimately gets to a tribunal. Someone correctly pointed out that most businesses lose at tribunals against employees due to not following procedures or not having documented policies.
The company are trying to sweep this under the carpet otherwise they would not be going down this route. All of these meetings with HR will be documented but you are entitled to a copy of same and frankly HR should be circulating minutes of all meetings with the participants afterwards and asking for their signatures for approval to confirm the minutes are accurate. The mediation will be the same and by you getting in that you have had to suffer open racism over the last 3 years to the extent you raised it in your last 1-2-1's is the reason you lost it and openly swore at the manager. This is a mitigating factor behind your behaviour which will be against your company's terms and conditions of employment.
That said, I don't believe the company are going down the route of dishing out punishment to you both otherwise they would not be setting up a mediation. My knowledge of any other meetings with HR is as others have said, that you are entitled to take someone in with you and you should do so as they should take notes for you as it would be difficult for anyone to do so whilst also answering questions. I always believed the person you took in was not allowed to say anything unless specifically asked?
I am pretty sure any racism is gross misconduct which is instant dismissal. The problem you have is proving it but at least this whole incident will now be on record and if the manager does it again in the future and anyone reports her she should get the boot.
Best of luck mate. Never posted before despite reading this site for 10 years plus but felt compelled to try to help you as it is not easy making a stand against a more senior person and it is sad when no one steps up to back you when all you were doing was looking out for them in the first place! [Post edited 11 Jan 2018 4:18]
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