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constructive dismissal & disability? 1 of 2
Hi all. Can anyone with Employment Law experience give me some advice?
I will give a bit of a background to my case . . .
I have an illness which I disclosed to my employers at interview stage. After a few months my illness was diagnosed as a Disability under the DDA, and I was told I would need regular hospital appointments etc. for treatment. When I notified my employers of this, they started to take steps to manage me out of the business.
Some examples of how they did this :- They called me into regular meetings and I was accused of doing things i hadn't done. They minuted the meetings but wouldn't let me see the minutes. They never gave me any advance warning of the meetings and they never gave me chance to have a representative with me. They never put any of the disciplinaries in writing. Then they started writing emails to my ex-colleagues telling them about my illness (& therefore breaching data protection) and asking if I had mentioned my disability to them before I came to work for my now employers. They also monitored my emails and generally harrassed and over-managed me for months.
I finally broke & am taking some time off sick. My illness, which was improving, is now much worse than it was, and it is mainly because I spent such a long time at work living on 'high alert'.
Anyway, I got Drs notes and letters from the hospital, but they were not satisfied and accused me & my Dr's in writing of being deliberately evasive about my condition. (This is not the case as I have openly allowed them access to my medical records and agreed for them to bring in a Dr to examine me independantly).
(please see my next post for the rest of this question!).....
I will give a bit of a background to my case . . .
I have an illness which I disclosed to my employers at interview stage. After a few months my illness was diagnosed as a Disability under the DDA, and I was told I would need regular hospital appointments etc. for treatment. When I notified my employers of this, they started to take steps to manage me out of the business.
Some examples of how they did this :- They called me into regular meetings and I was accused of doing things i hadn't done. They minuted the meetings but wouldn't let me see the minutes. They never gave me any advance warning of the meetings and they never gave me chance to have a representative with me. They never put any of the disciplinaries in writing. Then they started writing emails to my ex-colleagues telling them about my illness (& therefore breaching data protection) and asking if I had mentioned my disability to them before I came to work for my now employers. They also monitored my emails and generally harrassed and over-managed me for months.
I finally broke & am taking some time off sick. My illness, which was improving, is now much worse than it was, and it is mainly because I spent such a long time at work living on 'high alert'.
Anyway, I got Drs notes and letters from the hospital, but they were not satisfied and accused me & my Dr's in writing of being deliberately evasive about my condition. (This is not the case as I have openly allowed them access to my medical records and agreed for them to bring in a Dr to examine me independantly).
(please see my next post for the rest of this question!).....
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