I saw this client this morning and need you to draft a letter of advice to him by this afternoon so that I can review it. Jed was employed as a security guard for Securer Site plc from 8th May 2012 until his dismissal on 15th March 2022. He had a good clean disciplinary record. He worked at an engineering company, S.B. Engineering plc near Bedford. Jed is in charge of the security barrier to the entrance of the works. About 3 months ago the site manager at S.B.Engineering complained to Securer Site that the barrier always seemed to be in the raised position. Jed's manager Nikki phoned Jed about the complaint. Jed said that happened during a very busy period with a lot of traffic entering and leaving the site. A month ago Securer Site contacted Nikki with a similar complaint about the barrier. The securer Site was not happy. Nikki left a message on Jed's phone telling him to report to her office at the end of his shift that day. In fact, the barrier was only raised for a short time as Jed had gone to the aid of one of the workers who had fallen from his cycle. When Jed got to Nikki's office she told Jed that he was facing dismissal, he tried to explain what had happened but Nikki got very angry and shouted that he was totally useless. Jed was very upset by this and left. The next day he received a letter dismissing him with immediate effect but stating that he would be paid his contractual notice. Jed decided it would be futile to appeal. At the time of his dismissal, Jed earned a gross weekly wage of 400 per week.