This intact letter was written by us for a client who was said to be dismissed during maternity leave (an event too frequent, unfortunately). The employer tried to distort her professional role by saying that she was an administrative support, when her evaluations actually showed that her role was more management. In addition, she was not put in a pool with other staff members or offered reasonable alternative employment. In addition to an increase in workload, our client has endured harassment and negative comments on Facebook and in the office by her supervisor, which has stressfully unsubscribed her. This letter, without prejudice, proposes compensation of 6 months` salary and contractual benefits such as termination pay. Your employer will discuss with you what should be in the agreement, either face to face or in writing. Line Manager in a bank has been reported for customer entertainment in strip clubs. When an employee reported it, she was fired. This seemed to be too much of a coincidence, and when we started looking at the dismissal and drawing attention to possible allegations of wrongful dismissal and gender discrimination, they quickly began to offer a good comparison contract. Our client was invited to participate in a redundancy selection process. This letter, without prejudice, seeks to prevent prosecutions in the courts before they can be brought into their own hands and suggests that an out-of-court settlement may be more useful.
Potential rights that may arise in these circumstances are constructive dismissal, denunciation and discrimination on the basis of disability. This unscathed letter is for your employer if, like our client, you are an employee who is liable for a certain amount of money, including commissions or bonuses. We have attached to this letter an application form for the LABOUR Tribunal AND1, which not only makes the prospect of legal action for employers more realistic, but also prepares a complainant to go ahead and introduce a right if the employer does not otherwise distress. Our client has previously filed a complaint. This letter is a call to claim written on behalf of our client. After working successfully for 8 years, our company was acquired by a large company. He was fired, but he should have been protected by the TUPE act. This letter proposes a set of withdrawal measures for settlement agreements, as he was wrongly dismissed in the current circumstances. Talk to your nearest citizen council or a local lawyer if you need help deciding if you want to accept your employer`s offer. If you think the offer is appropriate, it`s probably worth accepting. If you don`t think it`s reasonable, you could ask them to increase it or refuse the offer and go to court. If you feel you have reached the stage where you want to accept an offer, you must write to your employer to tell them that you will accept the offer “based on the contract.” This means that if you are ready to conclude the agreement, the agreement will not be concluded until you have signed the contract.
This is very important because it allows you or your lawyer to change elements of the agreement as soon as they appear. To take care of her daughter, our client, a banker asked for a flexible working model. When she started working from home, she endured behavioural behaviour from her superior, which made her feel that she had no choice but to negotiate a good transaction contract to leave.