Comments by Paul Barker

Paul Barker
Member - 4 posts

Hello everyone. I have a complicated situation here. I am very ill at the moment, and I notified my employer back in November that my illness could be terminal. In a meeting with my boss and someone from HR, they offered all the support that they could. In my line of business I am the business manager and then below me I have five Assistant Managers. I have had to take time off work to attend hospital appointments and for treatment etc, and the business has now ended up with a huge stock deficit that I am now being blamed for, even though I have put things in place to stop this hapening. I took three weeks off work due to ill health and in that time the stock deficits ran upto 1% of total sales of the business. Every little thing that I do now is scrutinised as this, along with my health, is placing a huge amount of pressure on me to the point of last month getting panic attacks due to the pressure that I am under and last week in my early thirties I suffered a minor stroke brought on by stress and high blood pressure. I have thought of resigning, but I do not see why I should resign my job after 10 years with the firm. Should my employer not be doing everything they can to help me at work, rather than putting pressure on me that they know will hurt me in some way? Can anyone give me anymore advice? It is bad enough being ill, without my employer helping things along.

Paul Barker
Member - 4 posts

James

Many thanks for your comments. Could you tell me how the DPA would come into play in this case?

Paul Barker
Member - 4 posts

Can anyone help me. One of my managers at work, who has worked for me for three years, was recently accused of sexual harassment by a female employee in the form of verbal and physical harassment. I know that these allegations are false. He made a counter claim against her and most of the witnesses backed my manager up saying that the female employee was extremely provocative towards all male members of staff and some feel uncomfortable working with her. During the investigation my manager was removed from my unit and placed in another unit for a week where he was treated badly. The female was told to go home and stay there on full pay for a week. To cut a long story short the investigation into my manager was inconclusive as there was no evidence, and the employee received the same outcome. My manager was written an outcome letter which is a sheet of A4 paper long detailing all the alleged allegations, but the actual outcome is on one line at nearly the end of the letter after mentioning unproven accusations all the way through the letter. The letter basically outlines the things that he might have or could have done and also includes things that have not been proven or cannot be proven. It contains no hard facts. This letter is to be placed on my managers personnel file, without a time limit, and the way it has been written it makes him look like a serial sex pest, which he is far from. He also feels that the contents of this letter could damage any promotional prospects that he may have and he is also worried as he feels weakened by the incident and feels that if another false accusation is brought up, this letter would be used against him. It has also had an adverse effect on his health and his marriage and he was close to breaking point whilst this investigation was going on and received no real support from my company. Can my employer put this sort of letter on his file if nothing is proven against him or should a basic outcome letter be placed there or nothing at all? Can there be no time limit on a letter like this? Are there any claims for victimisation or unfair treatment worthy here? Is there any case law to back anything up? Any help on this would be appreciated as there are a lot of web sites that deal with sexual harassment, but not many on what to do if false allegations are made and my manager is almost at the end of his teather, stressed out and his young family is on the verge of breaking up. Please help.