Date: 06/04/02

Access to work records

Dear HR,

Under the Data Protection Act 1988, I am writing to request copies of:

	My first contract of employment [commencement 25/06/01 till 21/12/01]
	My second contract of employment [commencement 02/01/02 till 21/12/02]
	My work records (written & held on computer)
	The 10 reasons I was disciplined on the 28th February 2002 & what the outcome of that meeting was (‘Final Warning’ in your words)
	All correspondence addressed to me from the company:  Offer of employment letter from the General Manager dated 22/06/01 Disciplinary letter dated 14/02/02 Disciplinary letter dated 25/08/02 [your mistake, should read 25/02/02] Your ‘Investigation Result’ Disciplinary Meeting (Gross Misconduct & Instant Dismissal)  letter dated 22/03/02 [You sent it to the wrong address]  Termination of contract letter dated 25/03/02 [both letters sent to wrong address’] Copies of any complaints made against me – I am aware that you will refuse this on confidentiality grounds but I am not requesting to know who made them, I am requesting to know what complaints have been made against me. I know you have quite a few complaints about my attitude & work performance submitted by my supervisor because he stated that “Everything I have got on you is in HR's office” If no complaints have been made against me personally or my work performance, please state this.

Please make sure you send these documents to the correct address (it is not my old address, it is my address). There is no need to send your gardener to hand deliver them, recorded delivery with Royal Mail is more efficient & contents of letters remain confidential.

Yours sincerely

Ray Jones

Ex In-house Security Officer for 'the company'

Witnessed by:

Did Ray receive what he asked for? No he didn't. The following is what HR sent to Ray:

	Cover Letter
	Final Warning Letter
	Notes from the disciplinary meeting

We are still waiting for copies of Ray's contracts, his work records & any complaints made against him - the company have insisted that Ray was incompetent yet they have shown no evidence to support their allegations - we asked the HR Officer to confirm if no complaints had been made - she failed to do this also - that is slander & libel which in this case has caused stigma & it's against the law!!

Whilst waiting for his records to come, Ray became annoyed at what had happened to him & the fact that his supervisor aka Teflon Man within the company, had got away with bullying his workers yet again. So, because Ray had been told to 'put it in writing', he sent an e-mail to the CEO of the company stating what had happened to him.

The company put their HR Manager in charge of the investigation - he passed the investigation onto the HR Officer who Ray had been complaining about. The Supervisor was not suspended & he now knew what complaints had been made against him & was able to put them straight before anyone higher investigated.

The workers involved in Ray's complaint were called up to be interviewed - they were interviewed alone - without witnesses or companions, they were told that everything they said was confidential & would only be shared with higher management although 2 of them later said that they felt uncomfortable talking to the HR Officer because everything they said would get back to the Supervisor who they still had to work with. They were asked very simple questions - one worker said the questions were pathetic (we can't divulge to much because this would identify the workers to the company). One important thing that emerged from the interviews was about Ray's allegations about the porn being distributed to people outside of the factory - the supervisor knew the gardener was doing it & HR now knew who was doing it because the gardener had confessed. The Supervisor knew this would get him sacked because it only happened on his shift so he gave HR a letter from another Guard who had left several years previously because of the supervisors bullying. The letter was a complaint about Guards sharing porn in the lodge & jamming a porn tape in the CCTV system - there is no date on the letter & it isn't signed - the 12 guards responsible for watching porn no longer work for the company (apart from the supervisor) but the supervisor used this letter to cover his tracks - the stupid higher management team fell for it - Click here to see it

After all of the interviews had taken place, the HR Officer went to see her boss, the HR Manager. The HR Manager then arranged to meet Ray & Lisa - the company's Employment Relations Manager was also invited to the meeting which was held at one of the company's shops in Liverpool.

Ray & Lisa were kept waiting by these 2 managers for 15 minutes - because they were waiting in a show room, all of the staff & visitors were staring at them which made Ray very uneasy.

They finally got into the meeting & informed both managers that they didn't have long & told them they had to leave by 3.20. There was no agenda for the meeting so the managers started off by asking Ray questions about Health & Safety, especially First Aid - the questions they were asking were irrelevant to Ray's complaint, infact, it was blatantly obvious that they were trying to find out where any other problems were so they could be covered up, so Ray stopped them & asked what they had found out about his bullying supervisor.

It became apparent very quickly that these two managers had been set up by their own HR Officer - this is what the managers were caught out on:

	Ray's SSP1 form & P45 which had been withheld for almost a month both had incorrect dates on them - the HR Manager had to amend the SSP1 form because according to the paperwork, Ray was sacked on the 22/02/02, the day the company attempted to suspend Ray - the amendment would cause a lot of hassle for Ray later on..
	When the Employment Relations Manager pulled out the workers statements, Ray asked to see his brothers statement, the manager did not know who Ray was talking about because his brother's statement had been left out by the HR Officer - they said it didn't matter because Guard3's statement was enough to prove Ray was incompetent
	The HR Manager agreed that the company had breached Ray's contract but did not apologise for it & never mentioned it again..
	Neither manager knew who had been distributing the pornographic DVD's even though the HR Officer had stated that she knew who it was because they had already confessed to it. They pleaded with Ray to give them a name which was rather pathetic!
	When Ray went through what he had been disciplined for, the HR Manager agreed with Ray that he should not have been disciplined for those things
	On the subject of the disciplinary, the managers asked to see the HR Officers final warning letter - Lisa gave it to them & they asked for the rest of it - which proved that the HR Officer Ray had been dealing with was either incompetent or in on the vendetta against Ray!
	The statements that the Employment Relations Manager pulled out had been taken in confidence - if Guard3 in particular knew that Ray would see his statement, he would never have written it as he had told all of his colleagues that he had blown his supervisor up for being a bully.

Both managers offered Ray his job back but he would still have to work under the same conditions - Ray refused

Time came for the tape to be played to them - Ray broke down crying, he is a very large man standing at 6ft, 13 stone & the site of him crying made the 2 managers uneasy. The Employment Relations Manager began telling Ray to 'hush up' & 'be quiet' - then he stopped the tape & tried to take it outside, Lisa grabbed it off him telling him it doesn't leave her site.

Because Ray was still crying, the Employment Relations Manager opened the office door which meant all of the shops staff & customers could now see & hear Ray crying - Ray was told to 'shut up' because he didn't want to embarrass himself..

Ray calmed down - seconds later the employment relations Manager handed Ray Guard3's statement (which had been taken 'in confidence') which said that Ray was 'off his head', a 'head case' & that Ray had bullied Guard3 out of his job.. He also said that he 'assisted' the supervisor with the rotas - so if this is the case - why was the supervisor giving preferential treatment to one guard at the expense of another - either way, the rotas were illegal & unfair & the supervisor was responsible!! Also, remember the tape recording - we have proved that Guard3 was a bully who was under the supervisors thumb - the supervisor must have something very serious on Guard3 for him to lie like this!!

Ray was gob smacked & Lisa got up to walk out of the meeting - she told the employment relations Manager that what he had just done was a breach of that workers confidentiality & she wasn't prepared to listen to anymore lies & that their time had now run out - the manager stood up, puffed out his chest & yelled at Lisa "Don't you quote the law at me" (he was twice the size of Lisa & old enough to be her Grandfather - she is not easily intimidated & found it rather amusing that the manager should use the same tactics as the supervisor) - with this, Ray also got up & they walked out - the HR Manager grabbed hold of Ray & begged him for another meeting - Ray walked out!!

Half an hour later, the HR Manager phones Ray & tells him that they are taking his complaint seriously, they are going to hold another investigation (which by this time was to late as everything had been covered up) & he would keep Ray up to date - Ray never heard from them again.

The HR manager also refused to reply to urgent faxes from the benefits agency to confirm he had altered the SSP1 form which meant Ray could not claim benefits & had to pay over 21 pound per prescription, per week

So, because Ray could still not get his incapacity benefits & the fact that the company had held 3 investigations yet hadn't been in touch with Ray, Lisa sent another e-mail to the CEO of the company to give him an update on Ray's health caused by their incompetence & bullying tactics - the CEO then put his HR Director in charge of yet another investigation...

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