Reasons for resignation,

ariarnia

DVardysShadow wrote: »

Well, it is a way of looking at it. I would still recommend thinking twice. Leaving the last job as an older person with stress etc is not exactly the best platform for launching into the next job

It's not something I would do either to be honest, I tend to just ignore unpleasant people and if they insist then talk to them about why I can't do what they've asked me to do/ try and work out a solution, but it doesn't sound like the OP's manager is reasonable enough to be embarrassed by a mature approach and in the current climate it's better to cover your bum in paper for as long as possible and be pushed than it is to be ground down so you've got to leap. (my word that's a long sentence, but for the life of me I can't see where to put a stop in: too tired)

Hopefully it's something that will come to nothing as the OP will either come to a solution or will find a new job before it gets that far.

exitroute?

Thanks for replies. Just before xmas, I was called to a meeting with my supervisor and line manager to discuss my return to work and had a second meeting at the end of my second week back. In both meets, the supervisor informed me that I was doing 'little more than answering the phone' and at one point said I was....'sitting there doing nothing'. In the second meet, I advised her that I found her comments insulting and offensive and the line manager was quick to jump in and add that SHE hadnt said that. The meet ended amicably due to my knowledge that the supervisor is ignorant. She is employed in the same building but has never spent any time in my department while I have been at work and has never once asked me exactly what my job involves although it speaks for itself and is an unpredictable situation as it involves dealing with the general public. This is the most ridicuous thing to say and managers will support me on that 100%.but..this was my first indication that she had it in for me. The line managers superior will pass all this off with a 'dont worry about it' wave of the hand if I talk to her and always does if anyone has a moan. Its an easy cop out. Its not good enough but I suspect that making a formal complaint will go in the supervisors favour.

Horace

The best course of action in this case would be to make a formal complaint and make that complaint to her manager or head of department. Start keeping a diary (keep it away from work) and note down what she has asked you to do, unreasonable demands and more importantly how she makes you feel. Why should you leave a job that you love because of this supervisor? After the grievance process has exhausted (remember you can appeal against any decision if they don't find in your favour) then you can go for constructive dismissal and take them to an employment tribunal.

Carry on working - start the grievance and start looking for something else as it is far easier to get a job when you are in one as opposed to being on the dole.

The thing with JSA is if you just leave your job you are not likely to get JSA for 26 weeks and JSA is a lot less than you would get if you stayed where you are now.

CAPMguy

passatrider wrote: »

Does anyone think that the OP could go for Constructive Dismissal if she had to leave?

no i dont think so, for that i guess they would have to go through records and stuff, right?

ariarnia

I don't think constructive dismissal right now as yet again, paperwork is king, and the OP doesn't have any. The behaviour right now also doesn't seem - on paper - to be that bad. To get constructive dismissal it has to be clear to a third party that the sustained behaviour is unreasonable and that the OP has done everything in their power to resolve the situation.

ATM he's made one comment to a supervisor during a meeting that her comment was inaccurate and offensive to him. That's the only think right now that might be documented (and even then not necessarily)

No one knows how this might end, but not in const dismis now.

exitroute?

Thanks to all. As my supervisor and HOD were the two at the meeting when unacceptable remarks were made, I have sent a confidential email to the line manger of them both (same person) and copied it to the main manager. I did that because the other manager is about to go off on a months holiday to Oz and the main manager will have to deal with it. I have raised awareness at this point and assume it will result in a meeting. I dont want to leave my job and think its fair to give the supervisor an opportunity to consider things rather than go through a grievance procedure. However, if I am not happy with the outcome of a meeting or if I am and yet problems continue, I think that will be the time to act. She has been my supervisor for 12 months now,although I have been off for 6 of those. Would an appraisal be delayed for 6 months? An appraisal would be the first time we have ever been on our own together.

jdturk

passatrider wrote: »

I haven't got any advice about JSA to be honest as I'm sure someone else will come along soon to answer that question.
However, would it not be better to buy yourself sometime by taking some sick leave? That way you can take stock and perhaps look at your options in the meantime.
There are jobs out there but the competition for them is fierce to be honest! Allways better to go from one job to another.

when the OP isn't sick.....outstanding advice :rotfl:

ariarnia

jdturk wrote: »

when the OP isn't sick.....outstanding advice :rotfl:

The Op is sick in that he is mentally distressed.

Sick leave would have to be approved by the local gp (7+days) and a note from the gp means you are sick as it is in their medical opinion that you benefit from the leave/are not fit to work/would be made worse by not having the leave.

A doc should consider a person who's back at work after a long period of recuperation a risk for depression and stress due to the difficulties getting back to work anyway.

When coupled with difficult behaviour from the manager, most (IM experience) will offer a short term back on sick, or advise reduced workload/ hours for a period of time until readjusted.

Some will even produce a letter for work stating that in their opinion the workload is to be reduced/ not to be increased/changed for a period of time which might be what the op needs but is reliant on the op having a friendly doc and the management taking note to unsolicited advice.

jdturk

ariarnia wrote: »

The Op is sick in that he is mentally distressed.

Sick leave would have to be approved by the local gp (7+days) and a note from the gp means you are sick as it is in their medical opinion that you benefit from the leave/are not fit to work/would be made worse by not having the leave.

A doc should consider a person who's back at work after a long period of recuperation a risk for depression and stress due to the difficulties getting back to work anyway.

When coupled with difficult behaviour from the manager, most (IM experience) will offer a short term back on sick, or advise reduced workload/ hours for a period of time until readjusted.

Some will even produce a letter for work stating that in their opinion the workload is to be reduced/ not to be increased/changed for a period of time which might be what the op needs but is reliant on the op having a friendly doc and the management taking note to unsolicited advice.

What you have put is excellant advice and I agree that if the person feels the need that they should be weaned back into work after a long abscense.

But it is down to a DR to state this, not for the OP to just decide they don't want to go in for a few days because work is getting to much

ariarnia

But to an extent it is.

The doctor won't give this recommendation unless the OP feels it's needed as if the op doesn't think it's needed then they won't go in to see the dr anyway.

Saying the op isn't sick if he's not been diagnosed is unhelpful, as unless he feels sick he won't be diagnosed. The op is the only one who can assess and communicate his mental state when it comes to diagnosing his mental health. The amount he talks it up to his GP + his history + his gp's opinion are all combined to make GP's diagnosis.