Is there still Rule of Law in Gibraltar? Is there corruption in the local police?
Are employees' Human Rights protected? Is there a mafia in Gibraltar?
How corrupt are the Courts in Gibraltar? Is Entain a bad employer?
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- Evidence supporting my witness statement
- Failure of the first Tribunal Chairman
- Sabotage of the Tribunal transcript
- The evidence in the Tribunal transcript
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- Entain / GVC
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- The Disciplinary Committee and LSRA
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however I can detail it here for you. Firstly, the appeal you are planning to raise is against the decision made by Roni Maman and why you do not feel it is a workable solution. You shouldn’t need to consult thousands of emails as you say you have to do, it is not about going back over old ground. You raised a grievance against Susana Martin, you provided supporting documentation to accompany your claim of bullying and had an opportunity to explain everything to Roni. All of this information has already been assessed as part of the investigation carried out by Roni. The grievance has been heard and an outcome delivered. To repeat and so there can be no confusion, your appeal can ONLY be against the outcome and why you do not feel it is a workable solution. This is point one. Point two, it is neither practice nor policy for an employee to remain on suspension for the purpose of making an appeal. Suspension is something the company has to grant, not something the employee chooses. This was initially explained to you in an email from Danielle Wood on Friday 27th April 2018 has been made clear to you (after your confusion) on 30th April 2018 after you failed to appear for your shifts on the 27th, 28th and 29th April 2018. Point three is with regards to your holiday. As you have already been made aware, due to rota constraints only part of your leave request has been granted; 10th to 15th May. As per both the company policy https://my.gvcgroup.com/policies/time%20off/gibraltar%20holiday%20leave%20process.aspx and as detailed in your contract of employment (clause 9.1), leave must be approved in advance. You are still employed with the business but you are currently absent without leave which, if continued, is likely to be treated as gross misconduct (as per clause 10.1 of your employment contract) and may result in your dismissal. As per your employment contract, unauthorised absence for a period of 3 days or more will invoke this clause. Although you have been absent without leave since 27th April 2018, due to your confusion in this regard we are disregarding all days prior to 30th April (although these will be unpaid) when Danielle Wood made it very clear to you. This means both 2nd and 3rd May are considered unauthorised. You are expected on shift tomorrow at 12pm. Failure to appear will adversely affect your continued employment. This should clear up any confusion you have about your current status and what next steps are expected. However, should you have any questions at all, please feel free to email or call me. |
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