Thursday, 16 July 2009 | Written by Andrew Levy Employment
It was a particularly harrowing dismissal case, which ran for over a year, and was subject to many delays and technicalities. The employee alleged constructive dismissal, and put forward a case which we saw as an absolute no-hoper – and the arbitrator agreed. The employee lost hands down, but not before significant cost and aggravation to the employer who had to oppose the application, which it saw as being vexatious and based on falsehoods and untruths.
Imagine the MD’s absolute amazement when some six weeks later he received the following SMS on his personal cell phone
“Congrats u proved me wrong sorry for what i put you thru. Now that (name removed) and (name removed) are out of the picture (two other employees with whom she did not get on) can you perhaps give me a 2nd chance. I miss my job. Will understand if u hate me but i know i can be an asset to y company. Pls think about it if I dont hear from u I will understand”
The utter cheek and affrontery leaves one absolutely speechless – particularly in the light of the allegations about the employer being a vindictive, unfair, victimising discriminatory and unsavoury character, who ‘forced her to resign’.
On the day when the employee alleged that things finally became intolerable, she tabled a letter saying that she had been forced to resign, and two hours later was working for a competitor, using information that appeared to have come from her previous employer.
How about that!
It seems an appropriate moment to reiterate one of the Levy Laws of Labour. ‘Bad employees seldom become good employees’ It seems that even Mother Theresa herself would not give such a person a second chance.