tag:blogger.com,1999:blog-791817892794754996.post4470731652884738406..comments2023-11-18T08:59:54.598+00:00Comments on Carmarthenshire Planning Problems and more: Pembrey Unfair Dismissal case - Council "put me through hell"caebrwynhttp://www.blogger.com/profile/17233902574832152764noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-791817892794754996.post-37217307517178335382017-03-16T17:30:52.198+00:002017-03-16T17:30:52.198+00:00My union did not want to look into my case. From t...My union did not want to look into my case. From the start they seemed unwilling to look into how we as whistleblowers had been treated. The union could have deduced the Whistleblowing policy was not followed as I was copying in GMB to receive any correspondence including emails I sent to the CCC officers and others. They told me to draw a line under the fact our concerns had not been handled properly by POVA so were in essence following the Management's line of not wanting to deal with the Institutional Abuse or the Department's failure to protect the vulnerable service users. The union supplied me with a solicitor who would not look at any of my documentation so as time went on I asked for material under the data protection act. I asked for a different solicitor but they would not hear of it so I dispensed with his services. I did the best I could but lost at the ET. It was not something I'd like to do again but I was supported by two of the other whistleblowers who had spoken up in 2010 too. The ET and PIDA are not designed to protect the whistleblower or encourage whistleblowing as the panel seem to ignore any proof that employers did not follow procedure including the need to avoid conflicts of interests. Maybe I should have listened when their barrister started to make an offer for me not to go ahead with my claim the first day of the ET. I don't expect it would have been much but I cut him short and said I was going ahead. Had I had decent representation and with my evidence I think the outcome would have been different. I was out of my depth. Still I don't regret sticking to my guns and trying to hold the CCC to account for their failure in protecting the vulnerable service users. In fact even though I am no longer their employee I am still a whistleblower and am still supposed to be protected under the flawed PIDA.Anonymoushttps://www.blogger.com/profile/01638232046048588614noreply@blogger.comtag:blogger.com,1999:blog-791817892794754996.post-1647943984796229442017-03-16T12:37:23.069+00:002017-03-16T12:37:23.069+00:00So glad it has all been revealed at last. A very l...So glad it has all been revealed at last. A very long, arduous struggle over the last few years for Mr Morris, and his family. My confidence in this council is now zero. Whatever they say or do now, there will always be a high level of disbelief. The council seem to be an institution who's default setting could be : "To fail the rate payers of Carmarthenshire" a new logo perhaps? Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-791817892794754996.post-53656633543038137902017-03-12T08:37:24.953+00:002017-03-12T08:37:24.953+00:00Anon 22.51. Having a legitimate case is one thing,...Anon 22.51. Having a legitimate case is one thing, having the maens and method to prove it is the other! Without evidence, Unions are unable to source legal representation for their members. The litigative process may be a complex one at times, but fundamentally, it always boils down to a single principle, 'can you prove it?' The burden of proof is yours.<br />Should anone else find themselves in a position similar to that of Mr Morris, then the best advice would be to record, collate, and timeline the whole catalog of events as they unfold, and seek the assistance of your Union as soon as possible.<br />Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-791817892794754996.post-23148598370292645582017-03-11T10:37:09.703+00:002017-03-11T10:37:09.703+00:00Carmarthenshire County Council's treatment of ...Carmarthenshire County Council's treatment of whistleblowers needs to be urgently investigated.<br />In my view the Human Resources department needs a big overhaul too. Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-791817892794754996.post-85995824341401069262017-03-10T22:51:49.421+00:002017-03-10T22:51:49.421+00:00Why are the Unions so supportive of some employees...Why are the Unions so supportive of some employees but not of others? I know of many employees that have had legitimate cases but their trade union hasn't supported them.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-791817892794754996.post-57567521113220830872017-03-09T23:40:39.314+00:002017-03-09T23:40:39.314+00:00Ah, chickens coming home to roost. There is an ex...Ah, chickens coming home to roost. There is an expression - pay peanuts, get monkeys. However this cannot really be applied in the Councils legal departments as good old linda legal must be on a pretty penny versus her ability, otherwise interpreted as way out of her depth. So in this instance the council is twice shamed. Not only paying over the odds, but a 'monkey' to boot is the result.<br /><br />Given the previous shambles resulting in defeat for the council surely some effort to improve things would have been made to prevent such further occurrences?? Of course not. Coupled with legal incompetence, or just incompetence they undertook to actively pervert & impede the course of correct actions here, indeed, perverting the course of justice possibly, but that would be for a higher court than a tribunal to determine. The fact the highest possible payout was awarded speaks volumes on volumes.<br /><br />This is just the tip of a very rotten iceberg and I suggest more will follow. <br /><br />Perhaps the best course now is to keep the dark lord in place so when the opportunity arises to evict him from office it can be achieved in style, hopefully to a holiday at HM's pleasure.Anonymousnoreply@blogger.com