Employment rights

hcb42

I work in the industry, have seen (and done!) a lot of this.

I guess she can reduce the hours by being firm, keeping a log, and don't answer the phone once left...

With regard to the travel to other places though - is it just the fuel that is the cost? She should be able to bill back hotel and dining costs to her own hotel, and they should give her a cash advance for fuel if she requests it..

but if you can manage without and are sure she can find something else then it might take the pressure off her, although I doubt the employer will change

quantic

Well with fuel she gets it back at the end of the month, but its more so traveling to hotels by Train, for one month she had to travel to a few hotels and didn't get the money back for 3 weeks, which puts a burden on us as last minute Train Tickets are not cheap.

The thing is, when they phone her outside of hours, if she doesn't answer - they give her a really hard time the next day.

picnic

maybe a chat with acas would help?? just a thought

quantic

Thanks, to be honest I don't care about the money of train tickets and expenses, they are not ideal but I could live with it. But I hate that someone can treat her like that and there is nothing I can do about it. Makes me want to drive down there and put her managers head up his own !!!!.

hcb42

what is her job title? I'm just curious.

Sounds like manager doesn't see the value in work/life benefit, or is up the wall themselves, and it is inherent in the industry, long hours still seem to be the norm, even for those who are not particularly well paid. Perhaps the only way to solve it is if she brings it up e.g. during a job chat/appraisal or similar. I still wouldnt answer the phone, following day she can say it was "flat" (I am assuming they are ringing the mobile) or she was out, or something...

getmore4less

They do not pay her overtime as she is on a salary,

Still has to be over NMW on an hourly basis, whats the salary?

Doing a bit extra is the norm but every day is not on.

Could also stop using your own car for work use make them provide transport.

What does the contract say about work locations

Always have a seperate mobile phone No to give to work so you can ignore it. Try to avoid giving home contact numbers to bosses only HR need them for emergancies and should not give thm to others.
Point out if they need to cal you outside normal hours tey should only do it if there is an emergency, if they want you to be avaialble then they will have to pay on call rates.

Stamp out any sexual harasmment walk out/away and report incidences imediately, if nothing is done get the police involved they are assaults.


Since you can get by without the money one way to handle this(easier to say than do) is to not let the bullying get to you and not show any upset.
This agressive approach to employees relies on fear so just standing your ground can work, if not they wil have to fire you.

Let the bosses rant and have the meetings but just make your contractula points, go home on time most days, you can't be made to work this extra all he time, if you get work last minute say you have something on you can't cancell and will do it tomorrow, tell them if they need stuff doing they need to plan better and walk away. Use words like no need to bully, no need to get aggresive just keep your cool and stick to facts.

lucylucky

As above, very good reply.

Hammyman

KiKi wrote: »

Agree with the above.

But, Hammyman...you know it's 'tribunal', right?!

KiKi

Err...hmm. I guess I've only been getting that wrong for at least a couple of decades :rotfl::rotfl::rotfl:

Tribuneral rolls off the tongue a lot easier,;)

Savvy_Sue

hcb42 wrote: »

I work in the industry, have seen (and done!) a lot of this.

Not the leg squeezing, I hope!

OP, if it's getting to the stage where she's in tears, and if you can manage without the money, then the best thing would be for her to leave.

However, the best thing would be for HER to decide what SHE wants to do, knowing that you will back her decision all the way without going down and confronting the manager.

She could at this stage submit a grievance. As the grievance is about her line manager, it should go to his manager. She could also work to her contracted hours.

How long has she been there? If you've said, I've missed it. You said something about 'within the first 3 months': actually she has very little protection against being dismissed for the first 12 months, and limited recourse to a tribunal.