S
Slashdot
Guest
Hi Folks. I currenty work for a large multinational that is managed by a UK office. I have been there for over 12 months now. Recently I have been informed that my position as a Senior Department Manager will cease to exist, due to outsourcing of the role to the UK and a general downturn in the industry has made the position unrealistic.
So when I was informed of this decision, I was told that I would be paid up until 30th June 2008, and in effect would be officially employed until them. As per standard protocol, as normal with senior managers I was escorted to my desk and all personal effects were taken by me and I left the building within 10 minutes of been told. No big deal despite the initial 'shock' of it. Its a protocol that is there to prevent malicious removal of pricing, sensitive data etc.
So the idea is that I take my company mobile, and be on call should anyone actually call, and surrender it come 30th June and officialy end my employment.
It now gets interesting. My boss, the MD, NOW claims that in a review period of the last two weeks, he has found some 'irregularities' bordering on some form of negligence. AS far as I am concerned, and accepted by the MD, there was no malice or ill intent. Furthermore I have fairly bulletproof answers to these claims of 'irregularities'. Maybe this is all beside the point. Becasue he now claims that he can not justify my original agreed 30th June leaving date (basically he doesn't feel like paying me my last months salary) and has now stated that he wants A) Me to resign with 30days notice B) Or him to issue me with 30 days C) Or commence disciplinary procedures yada yada....
The 30 days here would be taken to cover up to the end of May of close.
Does he have the right to go back on a previous offer, considering that I was given redundancy notice? If YES will i just have to accpet some compromise (Option A above perhaps). If NO, what do I need to have for a bulletproof case.
Thanks in advance.
I'd also liek to say I'm a long time lurker to your threads and find them very professional and informative.
So when I was informed of this decision, I was told that I would be paid up until 30th June 2008, and in effect would be officially employed until them. As per standard protocol, as normal with senior managers I was escorted to my desk and all personal effects were taken by me and I left the building within 10 minutes of been told. No big deal despite the initial 'shock' of it. Its a protocol that is there to prevent malicious removal of pricing, sensitive data etc.
So the idea is that I take my company mobile, and be on call should anyone actually call, and surrender it come 30th June and officialy end my employment.
It now gets interesting. My boss, the MD, NOW claims that in a review period of the last two weeks, he has found some 'irregularities' bordering on some form of negligence. AS far as I am concerned, and accepted by the MD, there was no malice or ill intent. Furthermore I have fairly bulletproof answers to these claims of 'irregularities'. Maybe this is all beside the point. Becasue he now claims that he can not justify my original agreed 30th June leaving date (basically he doesn't feel like paying me my last months salary) and has now stated that he wants A) Me to resign with 30days notice B) Or him to issue me with 30 days C) Or commence disciplinary procedures yada yada....
The 30 days here would be taken to cover up to the end of May of close.
Does he have the right to go back on a previous offer, considering that I was given redundancy notice? If YES will i just have to accpet some compromise (Option A above perhaps). If NO, what do I need to have for a bulletproof case.
Thanks in advance.
I'd also liek to say I'm a long time lurker to your threads and find them very professional and informative.