Post 86 #LDNOverground @LDNOverground Astronomical offer of money is said to have been made to the RMT union staff representative for the Revenue Protection Inspector staff grade who together with 3 other Revenue Protection Inspector staff was suspended from work duty for a bullying matter where the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) complaint making manager was also a Revenue Protection Inspector. That complaint making manager for the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) had an intoxication issue when previously on 2 occasions some of his colleagues had claimed that he received preferential treatment when the Railway operates a strict policy on the matter and is universal to the whole of the Railway applying to the entire workforce regardless of what Railway duties they perform. The Respondent London Overground Rail Operations Ltd ( LOROL ) have a methodology of tolerating matters to best suit their needs and use any infringement selectively to better manage their staff. It is believed by the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) staff that the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) offered £30,000.00 or thereabouts to the RMT union staff representative for the Revenue Protection Inspector staff grade to sever his contract for employment that was begun before the concession agreement to manage the National Rail network Overground Network in London, with London Rail part of Transport for London ( TfL ) by the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) and that he rejected the offer of money to sever his contract for employment to undergo the internal process hearing for the bullying matter. The Respondent London Overground Rail Operations Ltd ( LOROL ) are unsure how to progress the bullying matter and the RMT union staff representative for the Revenue Protection Inspector staff grade is still suspended from work duty on full pay for many months. After I was summarily dismissed on 26.04.2012 many other Revenue Protection Inspector staff were dismissed by the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) with the recent suspended from work duty of the 4 Revenue Protection Inspector staff being latest measure on the staff numbers from an original staff pool of 19 Revenue Protection Inspectors. On of the previous dismissal was a RMT union staff representative for the Revenue Protection Inspector staff grade and he accepted the offer of money to leave the employ of the Respondent Employer London Overground Rail Operations Ltd ( LOROL ). Obviously that dismissal and payment of money to have an employee leave the Respondent Employer London Overground Rail Operations Ltd (LOROL) workforce was after the court Judgment in Watford Employment Tribunal Service court for Unfair Dismissal with Race Discrimination claim lodged in July 2012 where in a two day court session on 21 & 22 May 2013 with a lone male judge hearing the Unfair Dismissal with Race Discrimination claim lodged in July 2012, I received the Judgment on Wednesday 22 May 2013 of claim not well founded . I have written previously that I have not researched any other of the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) cases in the Employment Tribunal Service court where the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) had resisted the claim, resisted but later accepted the claim, accepted the claim when first receiving the claim etc, except for the colleague who was taken back into employment when he abided by the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) requirement to withdraw the Unfair Dismissal claim. I have already written about the fact that the colleague is happy to be working but is not happy with his treatment by the Respondent Employer London Overground Rail Operations Ltd ( LOROL ). In my own case the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) had manufactured evidence in the internal process and when the matter went to court in Watford Employment Tribunal Service court for Unfair Dismissal with Race Discrimination claim lodged in July 2012 further manufactured evidence for the court hearing in May 2013 near the court dates of 21 & 22 May 2013 after the court clerk letter informing both parties the individual named Judge hearing the Unfair Dismissal with Race Discrimination claim lodged in July 2012. More in a subsequent post.
Posted on: Thu, 16 Oct 2014 13:02:49 +0000
Trending Topics
Recently Viewed Topics
© 2015