It just doesn't add up (a bit like Rachel. There was the linked-in comment which if untrue, surely would have been subject to legal action, a whistleblower complaint, and confirmation that they were buying each other gifts on the company credit cards which even if not expressly forbidden strikes me as against the spirit of the purpose of those cards. Then a solicitor confirms that they were employed to arrange a settlement agreement for her leaving. If you leave, then you hand in your notice and no agreement. If it is redundancy then you get redundancy pay (sometimes offered with enhancements to encourage voluntary redundancy). You get an agreement like this (a compromise agreement) when the company wants rid, probably hasn't got quite enough on you (as in you were behaving badly but our rules don't specifically cover it), and doesn't want to risk a tribunal. All three of the people who were involved in this buying of and authorizing company-funded gifts to each other left at the same time, no doubt before disciplinary action could take effect.
She may have gotten what looked like a favorable report when she left the bank, but I have known people who have left their employment willingly and with a good reference in preference of being sacked for their behavior. The company gets rid of someone who they no longer want, and the employee gets the chance of another job with no black mark against their name. No chance of the employer being taken to a tribunal either. Win, win. So a good report could mean nothing in the 'Rachael from complaints' case.
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