Set the events in the order of the date and refer to the evidence you have collected. If you deem it appropriate at this point, you can send a copy of the main evidence with your letter without prejudice. If you do, you must use the format described in the evidence section on the website and refer to the evidence about the tabs in the evidence file. However, as stated above, a transaction agreement cannot prevent you from reporting breaches to the police, from reporting a competent authority (e.g. B a supervisory authority) or to report anything that had not yet been done at the time of signing the settlement agreement, for example. B if you stayed with your employer and the harassment continued. If the no-bias rule applies, the email, settlement agreement, or conversation, which is not tainted by bias, is something that both parties to the labour dispute (you and your employer) should remember from the minutes. Therefore, if the case is brought before the courts, this point cannot be brought to the attention of the court or mentioned to the judge without prejudice. Just write „without prejudice“ above or write a letter or email or say that a conversation is „without prejudice“, will not always do it that way! Since July 2013, employers have been able to have interviews with their employees with a view to term ending the employment relationship, knowing that these interviews are „protected“ in accordance with section 111A of the Employment Rights Act 1996. Employers should therefore ensure that they also refer to point 111A in all billing correspondence. Waiver of rights: Your employer will want to make sure that the agreement prevents you from asserting future rights against your employer. The agreement generally defines the rights that are abandoned (i.e. unjustified denunciation and/or breach).
Either way, there will often be a huge list of statuses that you will agree to waive any right of use. This is a common practice. However, your employer cannot force you to waive your rights for bodily injury that you knew nothing about at the time the contract was signed. Nor can you waive your right to acquired pension rights or enforce the effective terms of the agreement itself. However, the worker has a right of infringement that can be invoked in court, unless the employer has the right to withhold payment in accordance with the terms of the agreement. This may be the case if the worker has committed an appropriate act, i.e. he has undertaken by law not to have any other work while he has done so, or if the employer has subsequently found that the worker has committed gross misconduct (provided that the agreement allows the employer not to pay under these conditions). A protected conversation takes place when an offer of a transaction agreement is made. However, if the employer acts inappropriately, for example. B by unduly putting pressure on workers or by presenting the circumstances inappropriately, an employer loses protection and the worker may refer to the conciliation agreement in the event of an action for dismissal. .