Quote:
Originally Posted by Zoggite  On the practical side: see if you can get the Area manager to confirm his/her "threats" in an email, make written records of what was said to you precisely, and by whom, on which date and at which time, as any written records may be useful to prove constructive dismissal, should it ever come to that... |
Can I just emphasise the need to keep written records of dates and times of conversations and other communications, and responses to them. Even the phrase "two pharmacists willing to replace you" can be submitted. They are grist to the mill for tribunals. It costs the employer a lot more than it does the employee in time and effort, therefore most cases are settled "out of court".