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Unfair Dismissal Legal Strategy
Summary
If you believe your dismissal was unfair due to safety concerns, you may have a strong case under the Health and Safety at Work etc. Act 1974. Employers must ensure safe working conditions and proper emergency plans. Document all incidents, gather witness statements, and focus on procedural fairness. You have the right to be accompanied by a colleague or trade union representative during disciplinary hearings. If your representative was disallowed, this could indicate procedural unfairness. Safety protocols should include risk assessments, emergency procedures, and regular training. Even with an open vessel, safety regulations apply. If key personnel took redundancy after your dismissal, it might be worth investigating. Consider asking about their roles and any changes in safety policies. If legal representation is unaffordable, focus on preparing questions and gathering evidence to support your claim.Full Conversation
no thank you
It seems like you have a strong case for automatic unfair dismissal. Here are some steps you can take:
*. Gather Evidence: Collect all relevant documents, emails, and witness statements.
*. ACAS Early Conciliation: Notify ACAS for early conciliation before filing a claim.
*. Employment Tribunal: File a claim if conciliation fails.
Do you need information on how to contact ACAS or file a claim with an employment tribunal?
*. Gather Evidence: Collect all relevant documents, emails, and witness statements.
*. ACAS Early Conciliation: Notify ACAS for early conciliation before filing a claim.
*. Employment Tribunal: File a claim if conciliation fails.
Do you need information on how to contact ACAS or file a claim with an employment tribunal?
i have filled a claim and am seeking advice.. what question would i ask the witness
To strengthen your case, here are some questions you can ask the witness:
- Can you confirm your role and presence during the incident?
- Did you observe any safety concerns related to the task given?
- Were the safety protocols adequately followed?
- Did I raise any safety concerns, and how did the employer respond?
- Can you describe the emergency plan in place at the time?
These questions can help gather detailed witness statements to support your claim.
- Can you confirm your role and presence during the incident?
- Did you observe any safety concerns related to the task given?
- Were the safety protocols adequately followed?
- Did I raise any safety concerns, and how did the employer respond?
- Can you describe the emergency plan in place at the time?
These questions can help gather detailed witness statements to support your claim.
my role was genral opertive, the only saftey concerns are the emergency plan as it was to call *. the risk assement was not followed. i raised these concers for a while but only verbel
Case Rating: *
It looks like you have a strong case for automatic unfair dismissal due to health and safety concerns. Here are a few more questions you might consider asking your witness to further support your claim:
- How often were risk assessments conducted, and were they followed?
- Were there any previous incidents where safety protocols were not followed?
- Did any other employees raise similar concerns about safety?
Collecting detailed statements can significantly strengthen your position.
It looks like you have a strong case for automatic unfair dismissal due to health and safety concerns. Here are a few more questions you might consider asking your witness to further support your claim:
- How often were risk assessments conducted, and were they followed?
- Were there any previous incidents where safety protocols were not followed?
- Did any other employees raise similar concerns about safety?
Collecting detailed statements can significantly strengthen your position.
risk asssment was complete in *-4 months after we was operating the machine and other employees was complaning but not to the right team olny to other opertives and i have asked other employees to be witness but are scared to loose job
Case Rating: *
It seems like you have a compelling case for automatic unfair dismissal given the safety concerns and the company's failure to follow safety protocols. Here are some steps you can take:
*. Document Everything: Ensure you have detailed notes on when and to whom you raised your concerns.
*. Witness Statements: Even if witnesses are reluctant, ask them if they can provide anonymous statements or confirm details without revealing their identities.
*. Legal Advice: Consider consulting a lawyer for further guidance.
Would you like any specific legal advice or information on how to proceed with your claim?
It seems like you have a compelling case for automatic unfair dismissal given the safety concerns and the company's failure to follow safety protocols. Here are some steps you can take:
*. Document Everything: Ensure you have detailed notes on when and to whom you raised your concerns.
*. Witness Statements: Even if witnesses are reluctant, ask them if they can provide anonymous statements or confirm details without revealing their identities.
*. Legal Advice: Consider consulting a lawyer for further guidance.
Would you like any specific legal advice or information on how to proceed with your claim?
i would like advice on what question i should ask the other side in court
Case Rating: *
To challenge the other side in court, consider asking the following questions:
- Can you explain the emergency plan for confined space entry?
- Why was the risk assessment not conducted before the task?
- Were employees trained in confined space rescue procedures?
- How do you ensure compliance with the Health and Safety at Work etc. Act *?
- Can you provide examples of how safety concerns are typically addressed?
These questions target the enforcement of safety protocols and the company's accountability.
To challenge the other side in court, consider asking the following questions:
- Can you explain the emergency plan for confined space entry?
- Why was the risk assessment not conducted before the task?
- Were employees trained in confined space rescue procedures?
- How do you ensure compliance with the Health and Safety at Work etc. Act *?
- Can you provide examples of how safety concerns are typically addressed?
These questions target the enforcement of safety protocols and the company's accountability.
can you give me more question and who i should addresse them to like health and saftey and manment team
Case Rating: *
Sure, here are some additional questions you can ask, addressing them specifically to the Health and Safety team and the Management team:
Sure, here are some additional questions you can ask, addressing them specifically to the Health and Safety team and the Management team:
To the Health and Safety Team:
- What specific measures are in place to ensure compliance with the Confined Spaces Regulations *?
- How often are the risk assessments updated and what triggers a new risk assessment?
- Can you provide documentation of any recent safety drills or training sessions for confined space rescues?
- What specific measures are in place to ensure compliance with the Confined Spaces Regulations *?
- How often are the risk assessments updated and what triggers a new risk assessment?
- Can you provide documentation of any recent safety drills or training sessions for confined space rescues?
To the Management Team:
- Can you explain the process for handling safety concerns raised by employees?
- What actions were taken when I raised my safety concerns verbally?
- How does the company ensure that all employees are aware of and follow the safety protocols?
These questions can help you highlight any gaps in the company's adherence to safety regulations and protocols.
- Can you explain the process for handling safety concerns raised by employees?
- What actions were taken when I raised my safety concerns verbally?
- How does the company ensure that all employees are aware of and follow the safety protocols?
These questions can help you highlight any gaps in the company's adherence to safety regulations and protocols.
is there any other question i may need to ask
Case Rating: *
It seems like your case is quite strong. Here are a few more questions you might consider:
It seems like your case is quite strong. Here are a few more questions you might consider:
To the Health and Safety Team:
- How do you monitor compliance with safety regulations on an ongoing basis?
- Were any external safety audits conducted, and what were their findings?
- How do you monitor compliance with safety regulations on an ongoing basis?
- Were any external safety audits conducted, and what were their findings?
To the Management Team:
- What is the procedure for documenting and addressing safety concerns?
- Why was there a delay in conducting the risk assessment for the machine?
Would you like to be connected to local lawyers who can better assist you with your case?
- What is the procedure for documenting and addressing safety concerns?
- Why was there a delay in conducting the risk assessment for the machine?
Would you like to be connected to local lawyers who can better assist you with your case?
should there be safety drills on site regarding confined space even if it is an open vessel
Case Rating: *
Yes, safety drills are essential for confined spaces, even if it's an open vessel. Confined Space Regulations * require:
- Proper risk assessments.
- Adequate emergency procedures.
- Training and rescue drills for confined spaces.
Would you like additional information on ensuring compliance with these regulations?
Yes, safety drills are essential for confined spaces, even if it's an open vessel. Confined Space Regulations * require:
- Proper risk assessments.
- Adequate emergency procedures.
- Training and rescue drills for confined spaces.
Would you like additional information on ensuring compliance with these regulations?
what section of the regulation is this
Case Rating: *
For your question about the specific section of the regulation regarding safety drills for confined spaces, you should refer to:
- Confined Spaces Regulations *, specifically Regulation * (Emergency Arrangements) which mandates proper emergency procedures and training.
Would you like more detailed legal information on this regulation?
For your question about the specific section of the regulation regarding safety drills for confined spaces, you should refer to:
- Confined Spaces Regulations *, specifically Regulation * (Emergency Arrangements) which mandates proper emergency procedures and training.
Would you like more detailed legal information on this regulation?
is there anything i should know that could help me
Case Rating: *
Your case seems strong, especially if the company failed to comply with safety regulations. Here are some additional tips:
- Document Everything: Keep detailed records of all communications and incidents.
- Seek Witnesses: Even anonymous statements can be powerful.
- Legal Advice: Consulting a legal professional can provide tailored guidance for your case.
Would you like more detailed legal information on how to proceed?
Your case seems strong, especially if the company failed to comply with safety regulations. Here are some additional tips:
- Document Everything: Keep detailed records of all communications and incidents.
- Seek Witnesses: Even anonymous statements can be powerful.
- Legal Advice: Consulting a legal professional can provide tailored guidance for your case.
Would you like more detailed legal information on how to proceed?
how do i keep a witness anonymous
Case Rating: *
To keep a witness anonymous, consider these steps:
- Use General Descriptions: Refer to witnesses by their job roles or general descriptions rather than names.
- Redact Personal Information: Ensure any documents or statements do not include any identifying information.
- Legal Protections: Witnesses may request anonymity through the court, particularly if they fear retaliation.
Would you like more information on how to proceed with witness anonymity in court?
To keep a witness anonymous, consider these steps:
- Use General Descriptions: Refer to witnesses by their job roles or general descriptions rather than names.
- Redact Personal Information: Ensure any documents or statements do not include any identifying information.
- Legal Protections: Witnesses may request anonymity through the court, particularly if they fear retaliation.
Would you like more information on how to proceed with witness anonymity in court?
do i need to inform the court that a witness wants to stay anonmours
Case Rating: *
Yes, you should inform the court if a witness wants to remain anonymous. This allows the court to consider measures to protect the witness's identity, such as redacting names and personal information in documents. Would you like more information on how to request witness anonymity in court?
Yes, you should inform the court if a witness wants to remain anonymous. This allows the court to consider measures to protect the witness's identity, such as redacting names and personal information in documents. Would you like more information on how to request witness anonymity in court?
yes please
Case Rating: *
To request witness anonymity in court, you can follow these steps:
*. File an Application: Submit an application to the court requesting witness anonymity, stating the reasons for the request.
*. Provide Evidence: Include evidence or statements explaining why anonymity is necessary, such as fear of retaliation.
*. Court Consideration: The court will review the application and may grant measures to protect the witness's identity.
Would you like more detailed guidance on how to proceed with this application?
To request witness anonymity in court, you can follow these steps:
*. File an Application: Submit an application to the court requesting witness anonymity, stating the reasons for the request.
*. Provide Evidence: Include evidence or statements explaining why anonymity is necessary, such as fear of retaliation.
*. Court Consideration: The court will review the application and may grant measures to protect the witness's identity.
Would you like more detailed guidance on how to proceed with this application?
in my discplinary meeting i was not aloud to show my evidence. what question can i ask about this
Case Rating: *
You can ask the following question:
- Why was I not allowed to present my evidence during the disciplinary meeting?
This question addresses the fairness of the procedure and could highlight any procedural flaws in your dismissal process. Do you need more information on how to challenge this in your claim?
You can ask the following question:
- Why was I not allowed to present my evidence during the disciplinary meeting?
This question addresses the fairness of the procedure and could highlight any procedural flaws in your dismissal process. Do you need more information on how to challenge this in your claim?
yes please
Case Rating: *
To challenge the fairness of your dismissal, you can address the following points:
- Procedural Fairness: Ask why you were not allowed to present your evidence during the disciplinary meeting.
- Right to Representation: Check if you were allowed to have a representative during the meeting.
- Employer's Policies: Inquire if the company's disciplinary procedures were followed according to their own policy.
Would you like more specific guidance on any of these points?
To challenge the fairness of your dismissal, you can address the following points:
- Procedural Fairness: Ask why you were not allowed to present your evidence during the disciplinary meeting.
- Right to Representation: Check if you were allowed to have a representative during the meeting.
- Employer's Policies: Inquire if the company's disciplinary procedures were followed according to their own policy.
Would you like more specific guidance on any of these points?
i was aloud a representative and then i was told at last mintue he was not aloud as he was related to me is this fair
Case Rating: *
In your situation, it seems there might have been procedural unfairness. Here are some points to consider:
- Right to Representation: You are entitled to be accompanied by a colleague or trade union representative during disciplinary hearings.
- Procedural Fairness: Changing the decision on your representative at the last minute may be deemed unfair.
Would you like more detailed guidance on how to challenge this aspect in your claim?
In your situation, it seems there might have been procedural unfairness. Here are some points to consider:
- Right to Representation: You are entitled to be accompanied by a colleague or trade union representative during disciplinary hearings.
- Procedural Fairness: Changing the decision on your representative at the last minute may be deemed unfair.
Would you like more detailed guidance on how to challenge this aspect in your claim?
well it was more of beeing acompanyed by a work colleague
Case Rating: *
It sounds like you have a strong case for unfair dismissal due to procedural unfairness and safety concerns. Here are a few more points to consider:
- Right to Accompaniment: As per the Employment Relations Act *, you have the right to be accompanied by a work colleague or trade union representative during disciplinary hearings.
- Procedural Fairness: Highlighting the sudden change in allowing your representative could strengthen your claim.
Would you like more specific legal guidance on how to proceed with your claim?
It sounds like you have a strong case for unfair dismissal due to procedural unfairness and safety concerns. Here are a few more points to consider:
- Right to Accompaniment: As per the Employment Relations Act *, you have the right to be accompanied by a work colleague or trade union representative during disciplinary hearings.
- Procedural Fairness: Highlighting the sudden change in allowing your representative could strengthen your claim.
Would you like more specific legal guidance on how to proceed with your claim?
yes please
Case Rating: *
Would you like to be connected to local lawyers who can better assist you with your case?
Would you like to be connected to local lawyers who can better assist you with your case?
no what question would i ask regarding this
Case Rating: *
To strengthen your case, you could ask the following questions regarding the sudden change in allowing your representative:
- Why was the decision made at the last minute to not allow my chosen work colleague as my representative?
- What are the specific company policies regarding the choice of a representative for disciplinary hearings?
- Can you provide documentation of these policies and any related communications about my representative?
Would you like more detailed guidance on how to challenge these procedural issues in your claim?
To strengthen your case, you could ask the following questions regarding the sudden change in allowing your representative:
- Why was the decision made at the last minute to not allow my chosen work colleague as my representative?
- What are the specific company policies regarding the choice of a representative for disciplinary hearings?
- Can you provide documentation of these policies and any related communications about my representative?
Would you like more detailed guidance on how to challenge these procedural issues in your claim?
this was at my appeal metting does this change anything
Case Rating: *
It could impact your case positively. Highlighting procedural unfairness at the appeal stage strengthens your claim. Consider these questions:
- Why was the decision to disallow my representative made at the appeal meeting?
- What is the company's policy on representation at appeal meetings?
- Can you provide documentation supporting this policy change?
Would you like more information on how to challenge this in your claim?
It could impact your case positively. Highlighting procedural unfairness at the appeal stage strengthens your claim. Consider these questions:
- Why was the decision to disallow my representative made at the appeal meeting?
- What is the company's policy on representation at appeal meetings?
- Can you provide documentation supporting this policy change?
Would you like more information on how to challenge this in your claim?
yes please
Case Rating: *
To challenge the procedural unfairness at your appeal meeting, you can address the following points:
- Right to Accompaniment: Ask why the decision to disallow your chosen work colleague as your representative was made at the appeal meeting.
- Company Policy: Inquire about the specific company policies on representation at appeal meetings.
- Documentation: Request documentation supporting the policy change and any related communications about your representative.
These questions can help you highlight any procedural flaws and strengthen your claim. Would you need more specific legal guidance on any of these points?
To challenge the procedural unfairness at your appeal meeting, you can address the following points:
- Right to Accompaniment: Ask why the decision to disallow your chosen work colleague as your representative was made at the appeal meeting.
- Company Policy: Inquire about the specific company policies on representation at appeal meetings.
- Documentation: Request documentation supporting the policy change and any related communications about your representative.
These questions can help you highlight any procedural flaws and strengthen your claim. Would you need more specific legal guidance on any of these points?
what other question my be relvent to the case
Case Rating: *
Sure, here are some additional questions that may be relevant to your case:
Sure, here are some additional questions that may be relevant to your case:
General Questions:
- Can you clarify the criteria for selecting a representative during disciplinary and appeal meetings?
- How does the company ensure transparency in its disciplinary procedures?
- Can you provide records of previous disciplinary appeals and their outcomes?
- Can you clarify the criteria for selecting a representative during disciplinary and appeal meetings?
- How does the company ensure transparency in its disciplinary procedures?
- Can you provide records of previous disciplinary appeals and their outcomes?
Health and Safety Questions:
- What measures does the company take to regularly review and update safety protocols?
- How does the company address non-compliance with risk assessments?
These questions can further uncover procedural and safety-related issues to strengthen your case. Do you need more detailed legal guidance on any specific aspect?
- What measures does the company take to regularly review and update safety protocols?
- How does the company address non-compliance with risk assessments?
These questions can further uncover procedural and safety-related issues to strengthen your case. Do you need more detailed legal guidance on any specific aspect?
i did the task many times before i refused in fear of loosing my job which happened in the end. what question can i ask about this
Case Rating: *
To address your situation where you performed the task many times before refusing due to safety concerns, you might consider asking the following questions:
- Why was the task assigned despite previous safety concerns being raised?
- Were there any changes in the safety protocols or risk assessments after the previous incidents?
- How does the company ensure that tasks are assigned following proper safety procedures?
Would you like more detailed guidance on how to challenge this in your claim?
To address your situation where you performed the task many times before refusing due to safety concerns, you might consider asking the following questions:
- Why was the task assigned despite previous safety concerns being raised?
- Were there any changes in the safety protocols or risk assessments after the previous incidents?
- How does the company ensure that tasks are assigned following proper safety procedures?
Would you like more detailed guidance on how to challenge this in your claim?
yes please
Case Rating: *
To challenge the situation where you performed the task multiple times before refusing, consider these additional questions:
- What actions were taken when I previously raised safety concerns about this task?
- Were there any documented incidents or reports related to this task before my refusal?
- How does the company ensure that employees are not pressured into performing unsafe tasks?
Would you like more specific legal guidance on how to proceed with these points?
To challenge the situation where you performed the task multiple times before refusing, consider these additional questions:
- What actions were taken when I previously raised safety concerns about this task?
- Were there any documented incidents or reports related to this task before my refusal?
- How does the company ensure that employees are not pressured into performing unsafe tasks?
Would you like more specific legal guidance on how to proceed with these points?
even do i did it before would this change anything
Case Rating: *
Performing the task before does not necessarily weaken your case. It can still highlight ongoing safety concerns and procedural unfairness. Here are some points to emphasize:
- Consistent safety concerns were raised.
- Lack of proper safety measures and risk assessments.
- Procedural unfairness in your dismissal and appeal process.
Would you like more specific advice on any of these points or steps on how to proceed?
Performing the task before does not necessarily weaken your case. It can still highlight ongoing safety concerns and procedural unfairness. Here are some points to emphasize:
- Consistent safety concerns were raised.
- Lack of proper safety measures and risk assessments.
- Procedural unfairness in your dismissal and appeal process.
Would you like more specific advice on any of these points or steps on how to proceed?
yes please
Case Rating: *
It seems you have a strong case for automatic unfair dismissal and procedural unfairness. Would you like to be connected to local lawyers who can better assist you with your case?
If yes, please provide the following information:
*. What is your name?
*. What is your phone number?
*. What is your zipcode?
*. What is your email address? (optional)
*. Can you give me a bit more information about the issue?
It seems you have a strong case for automatic unfair dismissal and procedural unfairness. Would you like to be connected to local lawyers who can better assist you with your case?
If yes, please provide the following information:
*. What is your name?
*. What is your phone number?
*. What is your zipcode?
*. What is your email address? (optional)
*. Can you give me a bit more information about the issue?
i can not get help from laywers as it out of my budget i simple can not afford one
Case Rating: *
Given your situation, here are some steps you can take without legal representation:
- Document Everything: Keep detailed records of all incidents, communications, and safety concerns.
- Prepare Questions: Focus on procedural fairness and safety concerns.
- Gather Evidence: Collect any documentation, emails, or witness statements supporting your claims.
If you need more specific advice on how to proceed with your claim, please let me know!
Given your situation, here are some steps you can take without legal representation:
- Document Everything: Keep detailed records of all incidents, communications, and safety concerns.
- Prepare Questions: Focus on procedural fairness and safety concerns.
- Gather Evidence: Collect any documentation, emails, or witness statements supporting your claims.
If you need more specific advice on how to proceed with your claim, please let me know!
my ream leader said if i do not do the task he would have to send me home is this fair
Case Rating: *
It's important to consider that if your refusal to perform the task was based on legitimate safety concerns, you have protections under the Health and Safety at Work etc. Act *. Here are some points to consider:
- Health and Safety at Work etc. Act *: Protects employees who refuse to work due to genuine health and safety concerns.
- Procedural Fairness: Employers must follow fair procedures when addressing safety concerns and disciplinary actions.
Would you like more detailed guidance on how to address these points in your claim?
It's important to consider that if your refusal to perform the task was based on legitimate safety concerns, you have protections under the Health and Safety at Work etc. Act *. Here are some points to consider:
- Health and Safety at Work etc. Act *: Protects employees who refuse to work due to genuine health and safety concerns.
- Procedural Fairness: Employers must follow fair procedures when addressing safety concerns and disciplinary actions.
Would you like more detailed guidance on how to address these points in your claim?
may team leader ask me to be stand by man insted and i still refused as i did not want to take part in somthing i felt was not right. can i use this
Case Rating: *
Yes, you can use this in your claim. Your refusal based on genuine safety concerns is protected under health and safety laws. Here are some points you can consider:
- Health and Safety at Work etc. Act *: Protects employees refusing unsafe work.
- Procedural Fairness: Highlight your consistent safety concerns and your employer's response.
Would you like to be connected to local lawyers who can better assist you with your case?
Yes, you can use this in your claim. Your refusal based on genuine safety concerns is protected under health and safety laws. Here are some points you can consider:
- Health and Safety at Work etc. Act *: Protects employees refusing unsafe work.
- Procedural Fairness: Highlight your consistent safety concerns and your employer's response.
Would you like to be connected to local lawyers who can better assist you with your case?
how can i use this is question
Case Rating: *
To use your team leader's request and your refusal as part of your claim, you can ask the following questions:
- Why was I asked to act as a standby man instead of addressing my safety concerns?
- What measures were taken to ensure the task was safe after I raised my concerns?
- Can you provide documentation on the company's safety protocols regarding standby roles?
Would you like more specific guidance on how to incorporate these points into your claim?
To use your team leader's request and your refusal as part of your claim, you can ask the following questions:
- Why was I asked to act as a standby man instead of addressing my safety concerns?
- What measures were taken to ensure the task was safe after I raised my concerns?
- Can you provide documentation on the company's safety protocols regarding standby roles?
Would you like more specific guidance on how to incorporate these points into your claim?
what should be included in a safety protocols. and can i use these in questions
Case Rating: *
When creating safety protocols, consider including the following elements:
- Risk assessments for all tasks.
- Clear emergency procedures.
- Regular safety drills and training.
- Proper equipment and safety gear.
- Documentation of all safety protocols and procedures.
- Regular reviews and updates to safety measures.
- Clear reporting procedures for safety concerns.
You can use these in your questions like:
- What specific risk assessments are conducted for tasks involving confined spaces?
- How often are emergency procedures reviewed and updated?
- Can you provide documentation of recent safety drills and training sessions?
Would you like more detailed guidance on incorporating these elements into your claim?
When creating safety protocols, consider including the following elements:
- Risk assessments for all tasks.
- Clear emergency procedures.
- Regular safety drills and training.
- Proper equipment and safety gear.
- Documentation of all safety protocols and procedures.
- Regular reviews and updates to safety measures.
- Clear reporting procedures for safety concerns.
You can use these in your questions like:
- What specific risk assessments are conducted for tasks involving confined spaces?
- How often are emergency procedures reviewed and updated?
- Can you provide documentation of recent safety drills and training sessions?
Would you like more detailed guidance on incorporating these elements into your claim?
even if an open vessel and they will agure this in court what shoud i say
Case Rating: *
In your situation, even with an open vessel, safety protocols must still be followed to ensure everyone's safety. Here are some points you can emphasize:
- Confined Spaces Regulations *: Requires proper risk assessments and emergency procedures, regardless of vessel type.
- Health and Safety at Work etc. Act *: Protects employees who refuse unsafe work due to genuine safety concerns.
You can ask questions like:
- "What specific risk assessments were conducted for tasks involving the open vessel?"
- "How does the company ensure compliance with emergency procedures for all tasks, including those involving open vessels?"
Would you like more specific guidance on these points?
In your situation, even with an open vessel, safety protocols must still be followed to ensure everyone's safety. Here are some points you can emphasize:
- Confined Spaces Regulations *: Requires proper risk assessments and emergency procedures, regardless of vessel type.
- Health and Safety at Work etc. Act *: Protects employees who refuse unsafe work due to genuine safety concerns.
You can ask questions like:
- "What specific risk assessments were conducted for tasks involving the open vessel?"
- "How does the company ensure compliance with emergency procedures for all tasks, including those involving open vessels?"
Would you like more specific guidance on these points?
yes please
Case Rating: *
To address the argument about an open vessel, you can ask the following questions:
- "What specific risk assessments were conducted for tasks involving the open vessel?"
- "How does the company ensure compliance with emergency procedures for all tasks, including those involving open vessels?"
- "Were there any documented incidents related to the open vessel that led to updated safety protocols?"
Would you like more detailed guidance on how to proceed with these points?
To address the argument about an open vessel, you can ask the following questions:
- "What specific risk assessments were conducted for tasks involving the open vessel?"
- "How does the company ensure compliance with emergency procedures for all tasks, including those involving open vessels?"
- "Were there any documented incidents related to the open vessel that led to updated safety protocols?"
Would you like more detailed guidance on how to proceed with these points?
could i ask if saftey drills are even caried out
Case Rating: *
Yes, you could certainly ask about the safety drills. Here's a question you can use:
- "Can you provide records or documentation of any safety drills or training sessions that were conducted, specifically for tasks involving confined spaces or open vessels?"
Would you like more specific guidance on how to use this information in your claim?
Yes, you could certainly ask about the safety drills. Here's a question you can use:
- "Can you provide records or documentation of any safety drills or training sessions that were conducted, specifically for tasks involving confined spaces or open vessels?"
Would you like more specific guidance on how to use this information in your claim?
if my team leader and saftey office took redunency after i was dissmissed would this look serpecos
Case Rating: *
It could potentially look suspicious if your team leader and safety officer took redundancy after your dismissal, especially if their roles were directly related to the safety concerns you raised. You might want to consider the following points:
- Were there any significant changes in the company's safety policies after their redundancy?
- Did their redundancy occur as part of a larger restructuring or was it specifically related to your case?
- Can you provide documentation or witness statements suggesting their redundancy was not part of a usual business process?
Would you like more specific guidance on how to address these points in your claim?
It could potentially look suspicious if your team leader and safety officer took redundancy after your dismissal, especially if their roles were directly related to the safety concerns you raised. You might want to consider the following points:
- Were there any significant changes in the company's safety policies after their redundancy?
- Did their redundancy occur as part of a larger restructuring or was it specifically related to your case?
- Can you provide documentation or witness statements suggesting their redundancy was not part of a usual business process?
Would you like more specific guidance on how to address these points in your claim?
would i ask team leader and the saftey officer there job roles within the company at present time first before asking other question
Case Rating: *
Yes, it's a good idea to first establish the roles and responsibilities of your team leader and the safety officer within the company. This can provide context for their actions and decisions related to your case. Here are some initial questions you might ask:
- "Can you describe your role and responsibilities within the company at the time of the incident?"
- "What were your specific duties related to health and safety protocols?"
These questions will help set the stage for more detailed inquiries about their actions and the company's safety practices. Do you need more specific guidance on this?
Yes, it's a good idea to first establish the roles and responsibilities of your team leader and the safety officer within the company. This can provide context for their actions and decisions related to your case. Here are some initial questions you might ask:
- "Can you describe your role and responsibilities within the company at the time of the incident?"
- "What were your specific duties related to health and safety protocols?"
These questions will help set the stage for more detailed inquiries about their actions and the company's safety practices. Do you need more specific guidance on this?
yes plaese
Case Rating: *
To further understand their roles and responsibilities, consider asking:
- "Can you describe your role and responsibilities within the company at the time of the incident?"
- "What were your specific duties related to health and safety protocols?"
Once you have this information, you can proceed with more detailed questions such as:
- "Were there any significant changes in safety policies after you took redundancy?"
- "Can you explain why you decided to take redundancy shortly after my dismissal?"
- "Were there any incidents or complaints related to safety that influenced your decision to take redundancy?"
Would you like more specific guidance on how to proceed with these points?
To further understand their roles and responsibilities, consider asking:
- "Can you describe your role and responsibilities within the company at the time of the incident?"
- "What were your specific duties related to health and safety protocols?"
Once you have this information, you can proceed with more detailed questions such as:
- "Were there any significant changes in safety policies after you took redundancy?"
- "Can you explain why you decided to take redundancy shortly after my dismissal?"
- "Were there any incidents or complaints related to safety that influenced your decision to take redundancy?"
Would you like more specific guidance on how to proceed with these points?
once i asked what there roles was should i ask are your roles still the same
Case Rating: *
It's important to clarify their current roles to understand any changes in their responsibilities or to check if they still work within the company. After asking about their roles at the time of the incident, you can ask:
- "Are your roles still the same within the company, or have there been any changes?"
This will help you understand if they have any ongoing influence or insight into the company's current safety practices. Do you need more specific guidance on how to proceed with your claim?
It's important to clarify their current roles to understand any changes in their responsibilities or to check if they still work within the company. After asking about their roles at the time of the incident, you can ask:
- "Are your roles still the same within the company, or have there been any changes?"
This will help you understand if they have any ongoing influence or insight into the company's current safety practices. Do you need more specific guidance on how to proceed with your claim?
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