Is "No Harm Intended" good enough for a bullied HE

[-X Dear Sir
Thank You for taking the time to read the following.

One of the worse case of bullying and victimisation that Iv heard! In a two year long struggle the victim suffered victimsation bullying intimidation was denied equal opportinuity and suffered a breech of confidentialilty of the worse possible kind.
All of this was carried out by her branch manager,

The problem began when the victim asked for a day off, to be with her son while he underwent a serious operation in hospital. This was a perfectly reasonable request according to the rules and regulations but was denied by the manager. After appealing to the area manager the request for a day was granted.

From this began an esclating campain of bulling by the manager to make the victims life an absolute missery , within days the victims overtime was stopped, her shifts were changed without her consent to all evening shifts. The area manager later said that this was not alowed under her terms of employment,but that it was too late to change it, now it had been done.

Soon after a supervisors position became available on the evening shift the manager kept this from the victim who would have, should have been offered the position, as she had worked there for two years. However the manager lied to the area manager and said that none of the staff were intrested in the job and could she promote the new girl who’d only been working there for 5 weeks as shelf filler. The area manager gave permition beleiving no one wanted it. The new girl who’d been wrongly promoted was then put on as supervisor on the same shifts as the victim who had to show her how to do the job!!

After lodging a grievence with the area manager, the truth about the lies and the deciet
came out. The victims grievence of denied equal oppertunities was upheld. The manager was supposedly spoken to, and there was a promise that no reprisals would take place. This promise was quickly forgotten as the harrisment at work escalated.

As if problems at work were not enough to contend with, problems at home were just comming to light. The victims husband had apparently been having an affair, letters were received in the post and the victim was forced to have time off to sort her personal problems. Not missing a chance to increase the harrasment, the manager, in the victims absence told other members of staff and customers exactly why the victim was off work. That the victims husband was having an affair, and that letters and photos had been received through the post. This was the most serious breach of confidentiality. Head office’s responce to this was they were sure “No harm was intended” and NO action was taken. The victim had named at least five whitnesses but none were even spoken to.

A few weeks later during a bout of sickness the victim was phoned at home and intimidated to return to work, even though in position of a valid Doctors certificate the manager left a message on the victims home answerphone, that she must attend an offical meeting in her office in front of the area manager to explain her absents. This the manager said was on orders of head office. On complaining to head office, head of personel denied having called any such meeting and apologised suggesting an offical complaint was put in writing and that they would deal with it imidiately.

The grievence was made explaining how the branch manager had lied to the area manager, to have him attend the meeting believing that head office had requested it.The answerphone message was kept and the area manager was invited to the victims home to hear the message. This invertation was declined! Once again nothing was done.
A month passed and the co-op had’nt had the curtIcy to reply. After trying to contact the personel department again we were told they would’nt speak to us as the matter had been placed with the head of human resources. After trying to deny that there had been any wrong doing he agreed to investigate. After six months and no investigation nothing was forthcomming.

The handbook of regulations states:- In cases of harrisment the harriser will be moved from the work place while the investigation is in processs – this was not done. The victim was forced to stay away from her employ without pay while this matter was suposedly being delt with.
No investigation ever took place.
The whole affair was dragged out for over six months to try and force the victim back to work and give up on her complaint.

The lies told by the store manager to the area manager and head office, on at least two occasions, although proved and addmitted, went unpunished.
Serious breach of confidentiality was proved, but went unpunished. All dismissed as “No harm intended”.

Dispite being assured that she had done no wrong the victim was moved to another store and had to take a demotion. The victim was Never re-embursed for the pay lost while the employer draged out their ruling for over six months.

The victim throughout this compain of harrisment always had faith that if taken through the correct channels this abuse of position would be put right. All she asked from her employer was honesty and integrity.

She received none!

Her loyalty to her employer NEVER faltered. This was proven when on duty at the store it was held up by armed robbers the victim played a hero’s roll in the capture of the gang. No recognition was EVER received.
To add insult to injury she was stopped 3 days holiday entitlement for court appearances as witness to the robbery.

After trying for two years, and failing to get any recognition for the injustises against her, the victim had now sadly passed away and thay can close their file on a very embarassing catalouge of events headed “No harm intended”. Thank you for taking the time to read this.

All content can be proven