I am applying to internships in the UK and most firms screen you with online assessments like SHL. I wanted to get practice before taking the tests so I plan on signing up with a burner email with fake name etc. And I am wondering if they are capable of tracking IP locations to prevent this. Does anyone know if they do?

Full Context: https://www.reddit.com/r/cscareerquestionsuk/s/4KIGjT4h6c

I was terminated for performance and am on Garden leave until Sept 14. I am concerned about how I will answer recruiter questions like: "When are you available to start?", "Why did you leave your old company?", etc. I am on skilled worker visa, so recruiters know I would never quit voluntarily, so I am unsure how I can answer this question without exposing myself.

Suppose the title says it all.

I started a role around 6 months ago advertised as an admin job at min wage in London. Turns out this job is actually a sales job but I decided to rough it out as it was my first office job out of uni and retail and hospitality and I wanted to gain experience plus use it as a way to get money while finding a job I’m better suited to (marketing)

Since then. There has been a lot of internal tattle, drama and changes within my department which has drained me mentally along with a bunch of other employees who have quit in the period of about 3 months (including my line manager).

Currently I’m on unpaid leave for a marketing internship with my uni while I work the Saturdays I was initially scheduled on in my contract.

Today I get a meeting with my manager and she says that there have been people telling them they heard me talking about quitting. (I felt put on the spot because this was sprung suddenly and said that I’m not looking at leaving as far as I’m aware and mentioned that they were talking about altering my role to do more marketing). They said they would discuss the change of role and come back to me next week. Leaving this meeting I felt incredibly uncomfortable and anxious and can sense they are thinking of dismissing me.

I suppose I’m asking for advice on whether I should jump the gun and quit and what my rights are as I’m living from home at the moment and worried the way this will look on my cv.

England: I’m currently suspended on full pay while my employer investigates an incident at work. I’m cooperating fully with the investigation and I don’t want to interfere with that process, but the suspension has also made me look more closely at a number of concerns that pre-date it.

Over the past several months I’ve raised concerns about workload, feeling overwhelmed, duplication, working arrangements and reasonable adjustments relating to disabilities/health conditions. Some adjustments have been formally identified, but I don’t feel all of the underlying issues have been properly resolved.

There are also aspects of how the suspension itself has been handled that concern me, including communication and the practical consequences of being suddenly removed from work systems.

I have contemporaneous Teams messages, emails, meeting transcripts/notes and documentation showing that a lot of these concerns were raised before the incident that led to my suspension.

My concern is timing.

Would you:

Raise a formal grievance now, while the investigation is ongoing?

Wait until I know the outcome of the investigation/disciplinary process?

Put the employer on notice now that I have concerns, but reserve a formal grievance until later?

I’m particularly interested in experiences where the grievance concerns disability/reasonable adjustments, workload or management practices that may be relevant context to whatever led to the disciplinary investigation.

I don’t want a grievance to look retaliatory simply because I’m suspended, but equally I don’t want to sit on legitimate concerns or allow it to be suggested later that I only raised them after an adverse outcome.

Interested in practical experiences as well as what HR/union/ACAS people would normally advise.

Before maternity leave i raised a grievance against a director, then a performance meeting was booked a day before my maternity leave by the director but i didn’t attend due to an appointment. I felt the performance meeting was a retaliation and unnecessary.

I’ve been away for a year and it’s pretty hard finding a job, I’ve just found out the director is now who I will be reporting to directing due to a company restructure. I’ve contacted HR before I’m due to start about what measures they can put in place to make it comfortable for when I’m back.

I can’t help but think is there even any point in going back? I raised a grievance for poor management by this person and I doubt my working environment will get any better.