# WORKPLACE BULLYING COMPLAINT
Date: 15 May 2032
Parties: Leila Hassan, Greenbank Logistics Ltd and Mark Price
## 1. Purpose and parties
I, Leila Hassan, warehouse coordinator at Greenbank Logistics Ltd, 2 Canal Road, Leeds LS10 2AB, submit this formal grievance on 15 May 2032 under the company's dignity-at-work procedure. The complaint concerns repeated conduct by my line manager Mark Price between 3 February and 10 May 2032.
## 2. Facts, scope and terms
On 3 February Mark called me 'useless' in the dispatch area in front of Priya Shah and Tom Bell. On 18 March he sent a team message saying I should be 'embarrassed to show my face'; on 22 April he removed my scheduled training without explanation; and on 10 May he shouted at me for eight minutes in a meeting. I attach dated notes and the message copy.
## 3. Process and responsibilities
The conduct has not been a single reasonable management instruction. It has caused sleep disruption and anxiety before shifts, and I took two certified sick days on 11 and 12 May. I do not ask Greenbank to accept a medical diagnosis or liability in advance; I ask it to investigate the events, context and any response from Mark.
## 4. Evidence, records and safeguards
Priya Shah and Tom Bell witnessed the February incident, and Aisha Khan attended the April meeting. I ask Greenbank to interview them separately, preserve the team-message record and check the rota and training logs. I will provide the original notes and cooperate with a fair investigation, while respecting confidentiality and the rights of the respondent.
## 5. Review, escalation and outcome
Pending the outcome, I request that Mark not be my sole supervisor for meetings about this grievance, that communications be in writing where practicable, and that no adverse change be made to my shifts because I complained. These are temporary safeguards, not a request that Greenbank predetermine the result or discipline Mark without due process.
## 6. Reservations and practical protections
I ask for written acknowledgement by 20 May, a named impartial investigator, and a reasonable timetable consistent with the Acas Code of Practice on Disciplinary and Grievance Procedures. I will attend a grievance meeting with a workplace companion where the procedure permits. I will not circulate allegations publicly, contact witnesses coercively, or record private meetings without permission.
## 7. England and Wales law and completion
This completed fictional grievance concerns employment in England and Wales and is not a finding that bullying or unlawful harassment has been proved. Greenbank should consider whether any protected characteristic, victimisation or health issue is relevant without assuming one. I reserve my rights, keep the original evidence and will raise any retaliation promptly through the procedure.