sorry another question

mrsormrod

Is this adressed to the manager I have a grievence with or can I send it over his head?
The thought off having to have yet another meeting with him doesn't fill me with much hope.
I'm really having big problems with him with the recent holiday request dispute and before that him not paying me holiday pay for a holiday booked off and only telling me after I came back.
He actually pulled me into his office and turned the tables picking at my performance at work and that it was my own fault for not checking my holiday pay entitlement. I had and assumed I had 25 a year the next day it was discovered I had 27 a year and that he was in wrong! And finally got paid a week later! Never got an appology though!

mrsormrod

Sorry to babble on he's just really got to me .
He even laughed at me when I told him I still wanted to continue with my management training during my pregnancy!

Mudd14

You can send the grievance to any one you feel would be suitable, its prob worth sending to the companies head office to HR?

Any

mrsormrod wrote: »

Sorry to babble on he's just really got to me .
He even laughed at me when I told him I still wanted to continue with my management training during my pregnancy!

He sounds like a right kno*
I think he is worried you are better then him and after his job.

LinasPilibaitisisbatman

Tbh it sounds like its the OP who is the knob and trying to abuse her pregnancy to get preferential treatment

1) You are contracted for 16 hours. the rest is OT/Sessional. If they don't have any need for you to work those hours then they can be taken away and its not discriminatory

2) You have no right to choose your holidays

Frankly is it any wonder your manager is laughing at you when everytime something you don't like happens you try to spin it as discrimination.

You have no case on either front. Either work as the rest of the population have to and accept the real world or quit.

-BA-

LinasPilibaitisisbatman wrote: »

Tbh it sounds like its the OP who is the knob and trying to abuse her pregnancy to get preferential treatment

1) You are contracted for 16 hours. the rest is OT/Sessional. If they don't have any need for you to work those hours then they can be taken away and its not discriminatory

2) You have no right to choose your holidays

Frankly is it any wonder your manager is laughing at you when everytime something you don't like happens you try to spin it as discrimination.

You have no case on either front. Either work as the rest of the population have to and accept the real world or quit.

Good grief what an appallingly constructed response. Your opinion on the actual subject aside, you are extremely offensive. Change this post before I report it.

@ OP - whilst his way of putting things is at best ignorant, at worst offensive, there could be some semblance of sense in there. Your 16 hours is your contract and they can technically take anything else away as they see fit. Their motives for taking it away in a situation where these hours have been long standing, could however be in question. You would need to seek expert advice as to whether it could be viewed that a "gentleman's" agreement (questionable phrase considering the content of this thread lol) had been entered into over your increased hours and the length of time you had been doing them. Combined with the timely withdrawal of these hours where no one else has been cut, could be viewed as discrimination. Really isn't my fort! but ACAS or a union rep if you have one could be a good place to start.

Roobarb73

LinasPilibaitisisbatman wrote: »

Tbh it sounds like its the OP who is the knob and trying to abuse her pregnancy to get preferential treatment

1) You are contracted for 16 hours. the rest is OT/Sessional. If they don't have any need for you to work those hours then they can be taken away and its not discriminatory

2) You have no right to choose your holidays

Frankly is it any wonder your manager is laughing at you when everytime something you don't like happens you try to spin it as discrimination.

You have no case on either front. Either work as the rest of the population have to and accept the real world or quit.

Nice.

I do not agree on point 1 - if other people do over their contracted hours and yet the OP is the only one having her hours cut and she is the only one who happens to be pregnant then there is a question mark re this which I think the employee is quite right to raise via a grievance. No-one is jumping up and down shouting "oooh discrimination!" but it's certainly worthy of being investigated.

You do have a point re point 2, I don't think IN ISOLATION she has a case there to establish sex discrimination BUT if there was an ongoing pattern of behaviour where she was the only one who appeared to be "picked" on/had holidays refused in similar circumstances and the only reason appeared to be because of her pregnancy it may one element if other incidences of similar treatment occurred.

mrsormrod

Cheers for calling me a knob! you sound just like my manager! put up with it or quit is along the same lines he likes to use. charming........i am not playing on my pregnancy i am just trying to get on with my job. i have worked there for nearly 6 years and never had this much trouble with my other pregnancy well apart from not getting a risk assessment. But other than that I occured no other problems! My managere has done nothing but make it difficult for me since I informaly told him of my pregnancy!

Any

LinasPilibaitisisbatman wrote: »

Tbh it sounds like its the OP who is the knob and trying to abuse her pregnancy to get preferential treatment

1) You are contracted for 16 hours. the rest is OT/Sessional. If they don't have any need for you to work those hours then they can be taken away and its not discriminatory

2) You have no right to choose your holidays

Frankly is it any wonder your manager is laughing at you when everytime something you don't like happens you try to spin it as discrimination.

You have no case on either front. Either work as the rest of the population have to and accept the real world or quit.

Really??? IF everything the OP said so far in both of her threads (and we can only give advice on what we know, exactly as the lawyers say when they make their case - you cannot ASSUME anything) is true then it looks like there is someone else who is getting preferential treatment but certainly NOT the OP.

You sound like a showinist p** manager who has been taken to court and lost and that is why you come here on these threads and attack everyone who might dare to post here.

You are absolutely entitled to your opinion, but you sound nothing other then an angry sad person who hates employees.

The perfect example of the OPs case is "the manager laughed at me when I wanted to continue in my managers trainig even though I am pregnant.." i cannot see how is that laughable? Career mothers stay at home 6 mths maybe a year with the baby (and some less) and then come back to work and work just like they did before... And by law they are entitled (even though the are mothers or mothers to be) to the same treatment as people without children. Which means training and everything else. Why couldn't she be a manager once she comes back or some time after?? Because she is a mother?? I don't get it.

And this is coming from a person who doesn't even have a children!

nexuss

mrsormrod wrote: »

While I'm here may aswell ask.....
I am contracted to 16 hours thurs fri and sat nights.

As you say your contract is for 16 hours and anything more has been just simply a bonus to you.