A FORMER IT teacher has lost his compensation claim for unfair dismissal after claiming he was "micromanaged and compared to other members of staff." 

Imran Ralph's claim against the Governing Body of Buckinghamshire College Group, which runs Amersham College, was rejected at Watford Employment Tribunal.

The tribunal heard Mr Ralph's employment ended on August 3, 2018, which he says was because he was constructively dismissed and the college says was because he resigned. 

He worked in the Business and ICT department and took over as the course leader following the merger of Aylesbury College and Amersham and Wycombe College.

One of the responsibilities of course leaders is to ensure that the records of individual students are up to date within the Respondent’s systems, showing attendance etc.

According to the tribunal report, Mr Ralph didn't complete this task claiming he "wasn't told" by his line manager Lisa Portland that he was taking over all responsibilities.

In June 2017, Ms Portland spoke to the teacher and he told her that he "didn't have enough time to complete the work".

A meeting was then arranged with Alison Muggridge and Ms Portland, to discuss this situation. One of the outcomes of the meeting was to give Mr Ralph a "formal warning".

Around September 2017, an external consultant came and did some lesson observations so the college can feel prepared in the event of an OFSTED inspection.

Mr Ralph believed his appointment to monitor his teaching "was inconsistent or suspicious". 

A few months later, a meeting called “Preliminary Grievance Discussion" was held where Mr Ralph raised issues regarding Ms Portland’s alleged treatment of him.

In particular, he referred to the IV issue, including the written warning and his claim that he had not had enough time to prepare for the visit.

He wanted the Respondent to acknowledge that formally and to pay him overtime for the preparation work he had done.

Mr Ralph also complained that he was not properly appreciated and objected the criticism of his performance.

He noted that she had had a performance issue discussion with him (which he thought was not justified). He also stated that he should be promoted.

A phased return to work-plan was set up following the grievance meeting.

However, on June 12, 2018, Ms Portland held a meeting with Imran as, in her opinion, there had not been a sufficient improvement in his teaching and performance.

At this time, Mr Ralph was still on the phased return to work, and the adjusted timetable. He was fasting for Ramadan but had neither requested nor been given any adjustments to his workload for that reason.

On Friday, August 3, Imran sent his resignation letter to the college, explaining "the events that I have been put through have had a profound impact on my health and well-being”.

The tribunal ruled in favour of the college that the claimant was not dismissed as he terminated his employment because he resigned.

In regards to Mr Ralph's concerns, the tribunal believed "it is common ground that she did criticise him, and placed him under performance review. She brought things to his attention which – according to her – required improvement.

"The Claimant disagreed and did not think he needed to improve those areas. However, Ms Portland was doing her job as a manager, and one tasked with improving Amersham, when she expressed her genuine opinion that higher standards were required than those which the Claimant was – in her opinion – demonstrating."