I have logged a grievance against manager and am at appeal stage. Now i need to know the answer to the follwing: manager whenever requesting us to go out for drinks made me pay half of the bill. she would then tell me to put it through expenses and she would then sign it off. She has made me do this for years. Can i be implicated, if i tell HR? I have always named the people whom i have been out with. She has also made otheres do this. Please advise
Grievance, Appeal and now resignation
Hello and thank you for your question, which I will be happy to assist you with. Please let me know if you were allowed to use expenses in the circumstances?
yes i can claim petrol, lunch if working away from my office
but i never took advantage of the expense system
my manager always made me go to the bar and made me split the bill, i was too scared to question her
ok so the drinks that you claimed - were you allowed to claim these?
well my manager requested me to do it
i was allowed to claim it as my manager signed it off
i believe this is theft from the company
But was it one of the allowed expenses under the expenses policy?
never seen an expense policy of company
do not think there is one
the issue here is whether you abused the process in doing what you did. You may have been forced to do it by your manager but if you knew that it was wrong at the time, then you would have been expected to do something about it,not necessarily directly with her, but at least bring it to the employer's attention. Whilst the manager will take the majority of the blame, there is a slight risk that you may be implicated in this too
found the policy; entertaining staff is allowed; team meals, christmas parties lunches during internal meetings.
but the problem here is i never had staff and she made me and others split the bill
Yes I understand but to do this for years whilst knowing it was against policy will also potentially create some liability on your part
pk thank you for clarifying
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Expert in UK Employment Law
I have received my outcome and company accept my manger should behave the way she did, however, expect me to carry on working with her. They want me to be matrix managed. I am left with no option but to resign as my health has suffered as a result of my managers behaviour and company taking month and a half to conclude the appeal outcome. The company are focusing on perception of behaviour concerns that my manager has had and justified her shoutig at me after logging grievance.I feel the panel justifying my managers bullying and harrament is the final breach; can this be the case?
What is it that you want to know about this?
After me raising concerns about managers behaviour them still wanting me to work with her; can i treat this as final straw to resign?
I'm just going offline tonight but I will pick this up tomorrow if thats OK?
Hi, it is difficult to say because there is no formal definition of what could amount to a final straw and it is mainly done to the individual to decide if this is the case or not. A final straw principle is highly subjective because only you know whether you can take any more or if you believe that this has tipped the situation over the edge. So consider everything that has happened so far and take the latest incident into context with that - if you believe this is now just too much, you may indeed argue that this is the last straw that forced you to resign
If I resign can my employers say that I have been brought a claim against them.
Do they have to give my length of service at least? or can they just not reply?
Sorry can you please clarify your questions, I am not entirely sure what you mean there. Thanks
i am bringing a constructive dissmissal due to manager bullying me. Can my company tell my new employer that i had constructive dismissal? or can they refuse to give length of service?
There is nothing stopping the employer from telling a future employer this. A reference needs to be factually accurate so if they say that you took them to tribunal for constructive dismissal when you did in fact do so, then that would be a factual statement which they are entitled to make. Also they cannot be forced to disclose your length of service so they can potentially refuse to discuss these details with the new employer. In fact they can simply refuse to provide a reference.
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