Post 91. #LDNOverground @LDNOverground Being nervous and insecure is how the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) want their staff to be. An employee who is in fear of ongoing prospects and remuneration welfare is someone malleable and obedient. The lone male judge sitting alone hearing the Unfair Dismissal with Race Discrimination claim lodged in July 2012 was someone who proscribed to the ideology of superior officer as in his summation of the Judgment claim not well founded on Wednesday 22 May 2013 late in the evening after the unfortunate events in Woolwich London same day, a summation recorded by multiple micro audio cassette tapes he reiterated his belief that a superior officer whos instructions were not obeyed and insubordination in Employment contracts as a serious offence, whereas I had claimed in my witness statement duly signed dated in May 2013 for the 2 day court session on 21 & 22.05.2013 had criticised and commented on the witness statement of the Respondent Employer London Overground Rail Operations Ltd (LOROL) appeal hearing manager, whose reference to superior officer who was one of the 3 managers for the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) who wrote witness statements and who presented evidence under a bible oath. I have a management personnel and hierarchy chart and management organisational structure of the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) as at 2007 when the concession agreement with London Rail, part of Transport for London ( TfL ) to manage the National Rail network Overground Network commenced in November 2007. Most of the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) managers have been disposed of, some of whom were recruited by the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) themselves and of the restructured Revenue Protection Inspector staff grade of the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) from a initial staff pool of 19 there has been 5 dismissals of which mine was the first, with my dismissal reason being that of Gross Misconduct. In spite of the Gross Misconduct charges and summary dismissal due to Gross Misconduct, I was offered £6500.00 after the appeal hearing manager endorsed the summary dismissal in the entirety on 29.06.2012. That was after the summary dismissal on 26.04.2012 and the delay in holding the appeal by the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) was a matter in the court case with the lone male judge hearing the Unfair Dismissal with Race Discrimination claim lodged in July 2012. Even before the first internal process hearing for the disciplinary incident on 27.02.2012 the length it took the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) to get the disciplinary incident matter heard with the investigation pack received around 14.04.2012 is yet another issue in the summary dismissal matter where I was left with uncertainty and anguish of being suspended from work duty for that many weeks. After the summary dismissal on 26.04.2012 the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) had left me without any income whatsoever and recourse to money or welfare. As it happened I was able to establish and prove that the Respondent Employer London Overground Rail Operations Ltd ( LOROL ) had manufactured evidence in the internal process when presenting evidence under oath swearing on an appropriate oath according to my belief on Wednesday 22 May 2013 before the unfortunate events transpired in Woolwich London that day. In the Employment Appeal Tribunal ( EAT ) application the lone male judge who heard the Unfair Dismissal with Race Discrimination claim lodged in July 2012 and whose Judgment was claim not well founded to the Employment Appeal Tribunal ( EAT ) that my appeal was a bald challenge. More tomorrow.
Posted on: Mon, 20 Oct 2014 14:43:06 +0000
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