Thank you Rory.
Is there caselaw I can quote? I know that there are no statutory procedures in place for disciplinary procedures, just guidelines, so if I respond to the lateness thing with the above rebuttal, and they check it with an HR professional, will it stand up?
(dozers, do fuck off ur a nob m8, Mon 18 Jul 2011, 20:21, 1 reply, 15 years ago)

Your ears should be burning as you've clearly been the subject of a number of 'chats' and if they they know what they're doing the matter should have gone before their employers liability solicitors
As to it standing up, of course it will, if you really have received no notification of the removal of your flexi time entitlement, and as you've stated your contract rightly provides for that notification (the method of which is to be determined). On the face of it you can agrue that the flexi still stands. It's up to them to unilaterally rescind in the correct manner.

I never had a lot to do with employment law as a solicitor, but most of this stuff is common sense. However the writings very much on the wall for you, reading between the lines. Time to jump ship. If you are seeking to take this to an employment tribunal once it plays out you need to have a good cry in front of colleagues on a daily basis blubbing about bullying and so on and so forth. A script for citalopram from the docs will add credence to. You gotta love a Vento 'gaylord' uplift in damages.
( Light In Chains maker of the ikea sofa, Mon 18 Jul 2011, 20:45, Reply)

I know they hate me.
Fuck knows why. It's a disciplinary hearing at the moment, so I don't think they will have referred it to their solicitor.

The only notification I've had is being told verbally that it's been removed. Nothing in writing, and my manager and her boss always state that as it's just a benefit that can be removed (as stated in the contract- it just says they can remove it, it doesn't mention any notification procedure). I assumed that that was valid, but was thinking about it and realised that the written trail only has countersigned confirmation that I can use flexi. I verbally agreed to 'work 9 to 5' but that is as far as it goes.

There is other stuff too, but if I give them a plan to improve accuracy etc and ask for codified expectations over a period of time, then that should be enough for me to be seen to be playing ball, yes? Apart from informing them of the finer points of contract law.
(dozers, do fuck off ur a nob m8, Mon 18 Jul 2011, 20:55, Reply)