Changing some details so this isn't going to identify people. Employee was disciplined for a number of issues and received a first and final written warning. Then we received another complaint about him and investigation process started again. He resigned. He's got issues about the amount of holiday pay he got at end of employment (all according to contract). He's been calling me, very angry saying that he doesn't have any money, how can we treat him like this and saying he's going to go to papers/complain about his manager, go above my head etc (none of which particularly bothers me as I know we've followed procedure etc). So he called last week AGAIN and I agreed to meet with him to discuss issues (with HR present).
My intention is to take him through how his holiday pay was worked out but not to get into any other issues. If he goes into other issues (which he will!) what would be the implications for any future constructive dismissal if I tell him my true views on this (that he doesn't have a leg to stand on, acted unprofessionally, that it was HIS choice to resign rather than go through another investigation and that he has brought this all on himself??)
It's so hard - because I feel sorry for him - am sure he can't sign on if he's resigned - and he has 3 young children
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advice re ex-employee
16 replies
ginmakesitallok · 30/09/2011 07:32
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