discrimination advice

Any

woody01 wrote: »

I have read it but there is still no discrimination there.

The boss decides who is off and when. Thats not a power trip, its called being the responsible person that runs the place.

Does the OP even know why the supervisor was off? YOu certainly don't Any, so how on earth you can raise the 'grievance' call is a mystery.

And that is what I said if you are reading the threads properly... it's the explanation that the OP is after.

mrsormrod

Other supervisor was off because she booked it off same way I had booked it off. And this is my argument.
We are both the same level yet she can have time off at same time as assistant manager yet I can't. Noone else is off other than the assistant manager for the time I want off! Otherwise I wouldn't be moaning about it.

woody01

So...discrimination on what grounds?
There arent any.

Your boss decides who can have time off and when...no one else.

mrsormrod

Yes I've already been told numerous times its NOT discrimination and to use the unfair treatment route.
Surely him denying my holiday because assistantmanager is off and then allowing other supervisor to be off same day as assistant manager is wrong?

fengirl_2

I think we have agreed you have been treated unfairly. You need to raise a foromal grievance.

ohreally

woody01 wrote: »

Your boss decides who can have time off and when...no one else.

The boss is accountable and should treat everyone fairly and equitably. If s/he fails to treat the company employees in such manner then they should be held to account, hence the grievance advice. If no one challanges poor management, it will persist and that benefits neither employer nor employee.

Emmzi

how do you know what other people are off for?

marriage counselling, son's court case, husband gets out of prison, being evicted, having an abortion, seeing mental health counsellor.

There coud be loads of reasons 'more important' than a mates wedding which are none of your business?

Krasnoludek

I would keep a diary of all these goings on and formally ask your manager the question you want answered, with other people to witness what is said. Write everything down.

I have been treated unfairly, negatively and differently due to my pregnancy (was in 2006) as soon as I told my manager at the earliest opportunity, she looked disgusted, made snide comments and took every chance to have a dig at me and tried to get me to stay late and make time up for antenatal appointments etc, she basically made my life a misery because I had dared to get pregnant and this meant she was going to have to find cover whilst I was off.

Sadly, her actions escalated into bullying and she then took the step of trying to discipline me by way of saying my work was poor when it wasnt (surely this would have been capability) and saying we had been in discussions about it before (we hadnt), she walked up to me, handed the letter to me on a Friday afternoon last thing then left for the day (how gutless), the meeting was arranged for 2 days later, she was a dreadful manager and a very poisonous person. I had to go off sick, I was literally in pieces, I suffered panic attacks whilst pregnant due to her dreadful actions. Needless to say, I left after my mat leave.

Be very careful. I already had a child 4 years earlier at a different employer and they couldnt do enough so they are not all like that.

Keep records, keep yourself well, people do stoop so low as to do this to expectant mumstobe at work as they are vulnerable and emotional and wont often stand up for themselves

Consult your union if you are in one, or ACAS

Good luck

K x

CFC

fengirl wrote: »

I think we have agreed you have been treated unfairly. You need to raise a foromal grievance.

I certainly don't agree she has been treated unfairly. The employer is under an obligation to allow annual leave when it is convenient, not 'on demand'. There could be any number of reasons as to why on one particular occasion exceptions either are or are not made, and as one poster pointed out, these may be reasons which are not suitable for open discussion. For this very reason there is no obligation to spell out why holiday has been declined.

Zazen999

CFC wrote: »

I certainly don't agree she has been treated unfairly. The employer is under an obligation to allow annual leave when it is convenient, not 'on demand'. There could be any number of reasons as to why on one particular occasion exceptions either are or are not made, and as one poster pointed out, these may be reasons which are not suitable for open discussion. For this very reason there is no obligation to spell out why holiday has been declined.

To be fair, there is a conflict on here whether the manager has acted fairly or not. We aren't in possession of all the facts, and if the person is feeling that they are being treated unfairly, then surely raising a grievance is the only course of action.

wrote:

And his reply was because he can and my holiday is declined end of!

It's this line that helps the OP's case. They have been denied 2 days leave with 3 months notice, with the response being that the manager can't have 2 people being off; the manager then goes and approves the same situation with another member of staff. It shouldn't matter that one person is going to a wedding; if you are entitled to leave, and apply for it with plenty of notice, and rules apply, then it should be given the same consideration - or why have rules?