Dear Chris Walsh, People Business Partner,
I wanted to thank you for acknowledging in an email reply to an HR advisor, who wrote to you with my concern that I would have needed some early support, replying that Pret indeed can improve on supporting the bereaved. Unfortunately, in the appeal’s hearing with you and GaDr you said that in hindsight you could have made a mistake.
In hindsight you said you could have been wrong. It is amazing how HR and leadership through the banks are twisting and turning going back and forth, to protect your position?
And it was very interesting how you did the notes in handwriting and when I asked for some information that was missing which I spoke about to be added into the notes, you said that the papers I brought in already are sufficient. But stupid me, I realized later that those papers can just get lost, like hearing notes I requested in my full access request, the notes that were taken back in May 2015 when I approached HR to make suggestions.
Those notes “disappeared”, which would have proven that I was not offered any support as alleged by your colleague. Missing notes where you normally keep all written documents. It is interesting to say the least that you still had my suggestions, the piece of paper I brought in to the May 2015 informal meeting, while you “lost” the notes JD took during that meeting. Notes and paperwork you’d normally keep on an employees file electronically as well as in hard copies. So, not including in your handwritten notes what I wanted to be included meant, in case of a tribunal claim, there would be vital missing information in the hearing notes that you, GD and I signed. Those notes would never get lost because I got a copy with signatures which is routine. I am not alleging anything of course, I have just learned to question things.
And remember that assistant manager you told me about who also was in bereavement and mistreated on top of it, the one you said was “bitter” to compare her with me because I raised all these grievances? Remember my email where I explained to you later that she isn’t bitter in her bereavement, but that she is just in a lot of pain? And then I learned a few months later that an assistant manager by the name of Emily from York Way Branch, died by suicide, that made me think if she is same AM you spoke about. How is that “bitter” AM doing, ChrW? Is she better now? After what I’ve been through in Pret, I don’t believe in coincidences.
Are these two AMs one and the same person?
I hope you stay by what you believe and say, it may impact lives.
Thank you for reading.
I worked at Pret A Manger and survived systemic workplace bullying during bereavement that involved HR, the top leadership, HQ and even the now “retired” former CEO Clive Schlee. I declined 4 settlement offers if I am silent about my ordeal. But I rather starve and speak out to help others. For an overview of important blog entries of my experience with Pret, please visit “My Ordeal with Pret A Manger”. The little arrow to the right next to each heading will lead directly to the post.
I tell my story for the first time verbally in below audio player interview on a podcast by The Adam Paradox, and wrote two articles in the Scottish Left Review: 1. “Late Night Girl’s” Story with Pret and 2. Pushing Back Against Pret.
Thank you for reading/listening.
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