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?
- Home page
- My witness statement for the courts
- Evidence supporting my witness statement
- Failure of the first Tribunal Chairman
- Sabotage of the Tribunal transcript
- The evidence in the Tribunal transcript
- Press articles about Tribunal failings
- Corruption articles in the international press
- Entain / GVC
- Hassans law firm
- The Disciplinary Committee and LSRA
- Gibraltar Police
Previous page | Witness Statement Bart Van Thienen Page 195 | Next page
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complete and ready to go to court well within the 3 months required by the relevant laws. Let me give you an example of your conspiracy: my holiday request for 08.05.2018 till 16.05.2018 that I orally requested in February this year but has since been ignored or turned down "for reasons of not being possible for lack of other team members availability", a fact that I always said was incorrect. I have now been proven right, please see the attched file with shift changes for my holiday period. On 26.04.2018 the shift plan is changed and Kieran is moved for week 19 from working 16 - 24 to 13 -21. Simply having it changed to 12 - 20 would have made my holiday in Belgium possible. Susana isn't showing any goodwill and creating an unnecessary problem for me. On 02.05.2018 the shift plan is changed again by Susana: Kieran does now do the 12 - 20 shift so the chat and phone service is entirely covered and this makes my holiday perfectly possible. It is malicious that my holiday request isn't approved, what shows Susana continues to bully me, victimisation and a conspiracy as HR continues to allow this. It also shows that every attempt is made to force me into unauthorised leave. Even worse: my agreed on holiday (from 10.05.2018 till 15.05.2018) is not even in the shift roster. It shows exactly the malicious thinking behind it all. Other mentioned options like e.g. temporarily being placed in another team or other department aren´t even considered anymore. And that while I was looking forward to return in time for this summer´s World Cup season where a lot of potential overtime could be done. The company either doesn´t care that my dismissal will have a very demoralising effect on the few remaining team members, they all have witnessed what I had to go through. From a legal point of view the Gibraltar Employment Act states that an employee cannot claim to be unfairly dismissed if he was not continuously employed for a period of not less than 52 weeks. But it also states that the 52 weeks requirement is voided when the dismissal of an employee by an employer if the reason for it was that the employee alleged that the employer had infringed a relevant statutory right. The statutory right of all employees not to be subjected to bullying and victimisation is the one I mentioned before. I´m not a lawyer but I think this is clear enough. The Gibraltar Employment (Bullying at Work) Act 2014 doesn´t even have this 52 weeks requirement. For all these reasons I appeal the Termination of Employment and repeat my proposal to meet on 16.05.2018 when I will be back in Gibraltar. I also demand that my appeal against the Bullying Investigation Outcome is properly investigated. Obviously there will be no need to meet if I will still be sacked, for that I ask you to review the decision most urgently. |
Previous page | Witness Statement Bart Van Thienen Page 195 | Next page
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