We are sorry to learn that you are struggling with problems at work, and very probably work-related stress too. There are a number of ways in which we can help you. These include;
- To refer you to an Employment Law Solicitor in your area. The Solicitor who takes your case on will need to have a sound understanding of Statutory Employment Law & The Harassment Act
- To provide a Case Assessment Service and assist you personally through the formal process. For example, you may like some help with writing your Stage 1 Grievance or Stage 2 Appeal letter – or you may need advice and support through a Disciplinary, Suspension or Redundancy process. Setting out your letters correctly at this important time, is vital and may make the difference between you remaining in employment or losing your job.
- To offer a mediation service that both yourself and your employer agree to.
- To provide an Independent Investigation Service. If you have submitted a Grievance and/or you are part of a group of people who are concerned and have ‘collectively complained’ to your employer, this approach is ideal. You can be sure that an independent, expert, investigator is going to look at all the fact without bias or fear of repercussion. Your employer would need to authorise and pay for this service so, if this interests you, contact us for a FREE sample letter for you to submit to your CEO/General Manager or HR Director. The letter will outline the advantages and benefits of this approach.
1. EMPLOYMENT SOLICITOR
We work with a number of excellent Employment Law solicitors and we would be pleased to refer you to one who, we know, understands discrimination and harassment law. We have worked with these firms for many years and know, from experience, that they understand how stressful and worrying this process is for you. We would be pleased to refer your case. In some cases we have signed a referral agreement with these firms.
One of the most common worries at this stage is the cost of any pending litigation. Solicitors charge anything from £190 per hour to £300 upwards, depending on their qualification and expertise. If you have HOME CONTENTS INSURANCE you may find that you already have legal protection in respect of ‘employment disputes’. Call us to talk this through if you are unsure. Note: The Insurance cover will not become affective until you have completed the internal Stages 1 and 2 of the Grievance/Disciplinary procedure. At that point (and only then) will you have exhausted the employment internal dispute resolution processes and may be able to trigger your insurance cover. Seek guidance from either ourselves or an Employment Law Solicitor first.
2. CASE ASSESSMENT
We provide a Case Assessment Service – to help you understand the weaknesses and strengths of your case and to enable you to identify a route forward and a strategy for coping. Once you have identified these, you will be able to move forward. Often, merely having a strategy will help alleviate stress levels.
In order to assess both the weaknesses and strengths of your case we will need to see one or two documents. Not all employers will have issued you with all of these documents but the more information you can provide, the better equipped we will be to advise you. We cannot give professional advice without, first, having sight of some/or all of the following documentation (NB: We will return all original papers) ;
- A copy of your employment contract
- A copy of your company complaints or disciplinary policy
- A copy of your company bullying & harassment policy
- A diary if you have kept one
- A copy of all key correspondence between you and your employer in respect of your present dispute/concern.
Once we are in receipt of the above correspondence, we can start work. We will assess the merit of your case and draw up a comprehensive Report containing a step by step guide, practical guidance and solutions and sample/template letters to enable you to process matters.
There is a small fee for this service. Please call us to establish;
Where you should send your documents
Timescales and potential outcomes in your case.
In some cases it is possible to remedy matters without the need to trigger a formal dispute resolution process. We have a high success rate in successfully mediation disputes between employee v employee and employee v employer. ACAS refer cases to us. See Testimonials.
If you would like to know more about our Mediation Service, or simply know whether this approach may be appropriate in your case, call us now on T: 01793 338888 or email: firstname.lastname@example.org