Post 37 addendum @ #ldnoverground # @ldnoverground Respondent Employer London Overground Rail Operations Ltd ( LOROL ) had the director for human resources and some other members of the human resources department together with a manager who had to return to court in the second day on Wednesday 22 May 2013 bringing with him the Respondent London Overground Rail Operations Ltd ( LOROL ) disciplinary policy document, a new copy of which was given to me by the court clerk. That policy document was the same as was used in the internal process and also contained in the case file in the Unfair Dismissal with Race Discrimination claim lodged in July 2012 now being heard by a lone judge in a two day court session with that male judge sitting alone. Many aspects of the flawed disciplinary policy document of the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) was enquired about whilst the returning manager for the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) was presenting evidence on Wednesday 22.05.13 with his answers establishing the flawed nature of the disciplinary policy document and his lack of knowledge of the disciplinary policy document whereas he had been the appeal hearing manager for the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) on 29.06.2012 and had claimed to be an experienced manager who had done disciplinary policy action in the manner and capacity when he was the appeal hearing manager in my disciplinary matter endorsing the termination of my contract for employment and summary dismissal on 26.04.2012. The outlandish notion that it was an aberration of mind of the lone judge hearing the Unfair Dismissal with Race Discrimination claim lodged in July 2012 is merely conjecture but so far I have only written about that possibility before I go into other more sinister reasons # @ldnoverground More tomorrow
Posted on: Fri, 05 Sep 2014 09:52:10 +0000
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