Acas Response Guidance Provided

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Dear **** Without Prejudice Thank you for your email. Please see link to the conciliation video below. https://www.youtube.com/watch?v=rxdnu6C-2rQ We are going to have to have a telephone call as there are a number of points here to discuss. Also can you please clarify if the claimants employment has ended and when the internal grievance was raised. And what protected characteristic is the discrimination suggested and the comparetor for less favourable treatment. I look forward to your response. Kind regards Matthew Kennedy Conciliator * * * case@acas.org.uk Please note I work Monday to Friday 9am to 5pm However I finish at *:30pm on Wednesdays

No I believe I'm still employed by the company as I went off sick on 5th November then got taken off work schedule and haven't been to work since

Yes

Modify draf adding this Subject: Case Reference R287909/* - Response to Your Email Dear Matthew Kennedy, Thank you for your email regarding the conciliation process. I appreciate your assistance, and I would like to address the four points you raised in detail below: *. Understanding of the Conciliation Process: While I understand the purpose of conciliation, I have been unable to find the videos you referenced on your website that explain the process. Given that I heavily rely on this process to resolve the issues I've raised, I kindly request alternative resources or a more detailed, written explanation. It is essential to me that I fully understand how the process works, including adhering to all necessary steps, and any additional guidance would be greatly appreciated. *. Breakdown of Issues for Tribunal: I wish to detail the following issues I plan to bring to the Employment Tribunal and all relevant written is in Without prejudice letter and Cease and desist letter : - Health and Safety Violations: On 5th November *, I fell ill after being exposed to a colleague who was visibly sick, despite management's assurances about no close contacts. This incident led to breaches of health and safety regulations, specifically COSHH Regulations * and RIDDOR *. - Prior to this, on 1st November *, I went on a break and ultimately left my workplace due to mental health grounds, which were further aggravated by the ongoing issues as articulated in my cease and desist letter. Contacted by head chef on 3rd to go into work I refused said I'm ill. Head chef still messaged me to come into the workplace. - Whistleblowing and Retaliation: After issuing my cease and desist letter on 13th November *, I have suffered harassment, including undue pressure from the company to force me to meet with Joe Collier from Headland Venture LTD, despite my clear request to cease further contact. - Unpaid Statutory Sick Pay (SSP): I have not received owed statutory sick pay since 5th November *, in violation of the Employment Rights Act *, leaving me without financial assistance during this critical time. - Failure to Respond to Grievances: I have attempted to address these issues formally, including submitting a Subject Access Request (SAR) on 7th November *, a Without Prejudice letter on 11th November *, and a Cease and Desist letter on 13th November *. The company's failure to respond has exacerbated my concerns. I am seeking the following: - Backdated Statutory Sick Pay for the period I have been off work. - Compensation for harassment and retaliation under whistleblowing protections. - Financial compensation for the stress and mental health impact caused by these ongoing issues. - A formal investigation into the health and safety violations that led to my illness. -Whistleblowing claim for unsafe practice in workplace, physical abuse from head chef to staff, food allergens not handled correctly, e-cigarette smoke being blown on customers order. -Defamation of character both in and out of the workplace -Loss of wages that hasn't been accurately recorded because of head chef changing schedule or how long people have taken on break -Unfair sharing of tips in workplace -No recognition in workplace - Making my disabled adult daughter nearly die from flu and chest infection due to staff illness from Headland venture Ltd. *. Formal Address of Issues: I confirm that I have formally raised these concerns within the workplace, following the proper procedures: - Grievance Process: I raised my initial concerns with HR via the appropriate grievance channels. - SAR Request: Submitted on 7th November * for personal data access related to my employment. - Without Prejudice Letter: Sent on 11th November * in an effort to seek resolution prior to escalating the matter. - Cease and Desist Letter: Sent on 13th November * to formally request cessation of harassment and outlined the violations intended for ACAS and potential Employment Tribunal. I encourage you to review these documents for further context and specificity. Despite these efforts, my employer has not addressed these issues and continues behaviors I believe constitute victimization and retaliation. *. Permission to Contact the Respondent: I grant ACAS permission to contact Headland Venture LTD concerning my case. However, I request to be kept informed of all communications during the conciliation process to ensure transparency and allow me to assess the progress of my claim. Additional Request for Reasonable Adjustments: Due to my disabilities and limited phone signal in my flat, I cannot reliably make or receive phone calls. I kindly request that all communication regarding this case be conducted solely via email, as this adjustment is essential for my participation in the conciliation process and is supported under the Equality Act *. Concern About Delays, Lack of Support, and Family Impact: I must express my deep concern regarding the lack of support from Headland Venture LTD, ACAS, and contacting solicitors since 4th November *. Despite reaching out for assistance, I have received no support, and Headland Venture LTD has not communicated regarding my concerns or the status of my claim. Furthermore, my father is concerned about his payment scheduled from Headland Venture LTD on 7th November *. If this issue is not resolved, he will incur severe debt for at least two months. He cannot access government assistance or a doctor appointment or register with a doctor due to the lack of a passport, driving licence, or birth certificate to verify his identity. This perilous situation means that, should he try to claim Universal Credit (UC), he will face a five-week wait or worse case scenario even denied UC because of lack of id. Given the timing, especially with Christmas approaching, this is unsustainable, and the company is fully aware of this financial hardship. We now face extreme financial uncertainty, particularly as we approach Christmas. If my father does not receive payment from Headland Venture LTD, we can't buy bare essentials like food.On 7th December * Karlos Russell-Morgan is supposed to be paid by Headland venture LTD. If he isn't paid by company this will have profound effect on not only my dad life because he won't be able to pay his bills not only that it will have a significant affect because they would have put him into debt intentionally if they don't pay him what he is owed from work.He is owed * hours of holiday pay and sick pay and work wages. This situation is taking a profound toll on our mental health and quality of life. This ongoing delay and lack of support from both Headland Venture LTD and ACAS have left us vulnerable. The uncertainty, compounded by defamation of character both in and outside the workplace, adds to our distress. I am urgently requesting that ACAS prioritize this matter and give it the attention it deserves. The delays and lack of communication are truly impacting both my family and me. I trust that ACAS will take swift action to address this case and hopefully resolve it as soon as possible. Thank you for your attention to these matters. Please confirm the next actions and timeline for the conciliation process at your earliest convenience. I look forward to your prompt response. Kind regards, **** Jenkins

Draft an email response including details from this Hi ****, Here is a suggested draft response to Matthew Kennedy: --- Dear Mr. Kennedy, Thank you for your email. - I confirm that I am still employed by the company, although I have been off sick since 5th November. - The internal grievance was raised on [insert date]. - The protected characteristic involved is [insert characteristic, e.g., race, gender, disability, etc.]. - The comparator for less favourable treatment is [insert comparator details]. I look forward to your response. Kind regards, ****

Hi ****, Here is a suggested draft response to Matthew Kennedy: --- Dear Mr. Kennedy, Thank you for your email. - I confirm that I am still employed by the company, although I have been off sick since 5th November. - The internal grievance was raised on [insert date]. - The protected characteristic involved is [insert characteristic, e.g., race, gender, disability, etc.]. - The comparator for less favourable treatment is [insert comparator details]. I look forward to your response. Kind regards, ****