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  1. #101
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    I feel so sorry for your DH. But at the same time relishing these updates. I don't get much time to watch grown up TV. This is my soap opera.

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  3. #102
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    Quote Originally Posted by Wise Enough View Post
    I feel so sorry for your DH. But at the same time relishing these updates. I don't get much time to watch grown up TV. This is my soap opera.
    Bahahahaha! That's brilliant :-)

  4. #103
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    Quote Originally Posted by Summer View Post
    Ooohhhh! I didn't know there was such a thing as instant dismissal for big issues, I thought no matter what there had to be three warnings, counseling etc - I've been out of the normal corporate world for a long time though! DH will have to look into that if they haven't worked out a resignation today.
    There re cases for instant dismal and a person may be given severance pay and asked not to cone back in as the risk is too great once they have been given notice of termination. Even to the oint of being escorted off the premises after being supervised whike packing up their personal effects.

    You would want to have her online access terminated so she cant access remotely.

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  6. #104
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    Quote Originally Posted by DaveTTC View Post
    There re cases for instant dismal and a person may be given severance pay and asked not to cone back in as the risk is too great once they have been given notice of termination. Even to the oint of being escorted off the premises after being supervised whike packing up their personal effects.

    You would want to have her online access terminated so she cant access remotely.
    I'm with Dave. I wouldn't trust her.

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  8. #105
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    Default Why Are People So Ungrateful?

    Disclosing remuneration information is considered gross misconduct where I work. You need solid evidence that it's been done though. He probably will need to mitigate risk by paying severance. You want to avoid an unfair dismissal claim at all costs

    Does your DH have gross misconduct clause in his company's policies? Forcing her to resign is the riskier way to go in my opinion. The other person who received the info should be in serious trouble too.

    Edited sentence above
    Last edited by Olive Oil; 14-01-2016 at 14:55.

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  10. #106
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    *Update*

    I messaged DH earlier to see how he went with her today, and the bookkeeper didn't turn up for work today. So I'd say she knows she has to go and didn't want to face it today. I'll talk to him tonight about the instant dismissal and whether that is the way to go. I personally think it is, as she works with a lot of sensitive company information and could wreak havoc if left. But not my business, not my call. Silly girl, fancy it coming to this.
    Last edited by Summer; 14-01-2016 at 14:44.

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  12. #107
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    Quote Originally Posted by Olive Oil View Post
    Disclosing remuneration information is considered gross misconduct where I work. You need solid evidence that it's been done though. He may want to mitigate risk by paying her severance but technically you wouldn't have to. You want to avoid an unfair dismissal claim at all costs

    Does your DH have gross misconduct clause in his company's policies? Forcing her to resign is the riskier way to go in my opinion. The other person who received the info should be in serious trouble too.
    Thanks @Olive Oil I have no doubt he'd be happy to pay severance if it was deemed best that she leave straight away, and I'm sure he would want to offset the risk of any type of unfair dismissal case. That is if he goes in that direction. He would never force her to resign, it was just that she'd said to other staff that she was thinking of leaving, and knowing her volatility, if she's given a written warning she would likely leave. DH is going to go by the book here, so I'm sure he will have looked at his company policies today to see what the procedure is. Before he went to work today he was quite fine with giving a written warning.

    The other staff member is casual, so getting the sack. They were stupid enough in the interview for the full-time position to say "X is what the last guy was paid, I should be on that too." And it was confirmed independently by another staff member who overheard the conversation between the bookkeeper and the casual lady about salaries and what she should ask for - and told DH about it as she thought it wasn't right.

    The drama keeps on coming!

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  14. #108
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    Quote Originally Posted by Summer View Post
    Thanks @Olive Oil I have no doubt he'd be happy to pay severance if it was deemed best that she leave straight away, and I'm sure he would want to offset the risk of any type of unfair dismissal case. That is if he goes in that direction. He would never force her to resign, it was just that she'd said to other staff that she was thinking of leaving, and knowing her volatility, if she's given a written warning she would likely leave. DH is going to go by the book here, so I'm sure he will have looked at his company policies today to see what the procedure is. Before he went to work today he was quite fine with giving a written warning.

    The other staff member is casual, so getting the sack. They were stupid enough in the interview for the full-time position to say "X is what the last guy was paid, I should be on that too." And it was confirmed independently by another staff member who overheard the conversation between the bookkeeper and the casual lady about salaries and what she should ask for - and told DH about it as she thought it wasn't right.

    The drama keeps on coming!
    Keep us updated! You can't make this stuff up!

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  16. #109
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    Wowsers. I've been reading along (it is great entertainment) and I can't believe it! Silly woman.

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  18. #110
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    @lilypily because she's missing the goss

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