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Employee intimidation

  • 22-09-2018 4:58pm
    #1
    MRDJR97
    Registered Users, Registered Users 2 Posts: 16 ✭


    A relative of mine has worked at a small company for the past 10 years as a senior design engineer.

    The MD (and owner) of the company asked him to go and spend the day with another employee filling out some paperwork, which wouldn't normally be part of his job spec. When he returned to his office a few hours later his desk, work computer, everything was cleared out. The MD has stated that there is no longer a need for research, and commented that this employee wouldn't be here for much longer.

    However this seems quite intimidatory and I would guess this is an attempt to avoid paying redundancy by the employer. This employer has a history of employee lawsuits matters.

    Can anyway suggest a course of action? Or are there grounds for legal action?

    Location: Ireland.


Comments

  • #2
    nuac
    Registered Users, Registered Users 2 Posts: 6,769 ✭✭✭nuac


    Mod
    Matter for immediate legal advice
    Will leave open for general discussion subject to forum rules


  • #3
    judeboy101
    Banned (with Prison Access) Posts: 3,246 ✭✭✭judeboy101


    So what does your friend do in an empty office?


  • #4
    Homer
    Registered Users, Registered Users 2 Posts: 4,372 ✭✭✭Homer


    Presume they have worked as an employee rather than a contractor? If so then they have legal rights and they should speak to a solicitor who specialises in employment law.


  • #5
    NUTLEY BOY
    Registered Users, Registered Users 2 Posts: 2,345 ✭✭✭NUTLEY BOY


    +1 immediate legal advice.

    Once this type of nonsense starts an employee needs to challenge firmly and promptly. This is to avoid implied or actual acquiescence in the opening moves of a constructive dismissal or nudging out by sly tactics.

    Ideally, before attending a solicitor the employee should get copies of the following ;

    1. The written version of the contract of employment,

    2. The written job description,

    3. Written performance assessments / appraisals if the company works such a system,

    4. Any complimentary testimonials from clients attesting to the quality of work done by the employee,

    5. Details of any complaints from clients about the quality of work of the employee and

    6. Details of any internal disciplinary events or sanctions.

    Any further discussions with the employer should be carefully noted by the employee.

    That should be enough to start with.


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