What More Can I do To Help My Son?

nightingalesgarden

Googlewhacker wrote: »

Ultimately if he is going through a tribunal then of course the company will want to get rid of him because he will be seen as a trouble maker now.

Not sure that I totally agree - 5 years service/warehouse wage? - if they wanted to get rid then it would have been cheap/safe enough to do so (easy to create a redundancy situation which most employers would have done to make the issue go away).

I suspect they are trying to resolve the situation to continue employment, but still not getting it right....but I do agree that the ET proceedings will make them wary/think that the OP's son is just after some cash....

Nothing that both parties can't come back from...with a bit of mediation

Chr1s

Nightingalesgarden the reason my son would like the additional help is for 3 reasons, the first is because his job title is warehouse/backdoor assistant, which means that he is assisting somebody. He is responsible for two warehouses, a yard, deliveries and for recording and ensuring all the relivant health and safety procedures are carried out correctly. Second reason is because in addition to removing the rest of his team, they have also increased his workload. He works in a store with 500+ staff, the night shift, although slower have 3 staff, it doesn't add up. It's nothing to do with demanding they work in a certain way, it's a case of ensuring that my son isn't overworked and receives the support he should be getting. His dyspraxia is managed mainly by a combination of CBT and coping methods he was taught as a child, and beyond. It is impossible for him to put these into practice under such hard and trying conditions. His company were aware of that, hense his relocation.

We have tried suggesting loads of things (some similar to what you have suggested), and although they are verbally agreed to, when it comes to implementing them, they're non exsistant.

I would just like to say thank you for your suggestions and comments because whether I like some of the responses or not, it's always better to be honestly informed.

Chr1s

In fact the rest of the team weren't removed, they all left over a 12 month period and weren't replaced.

DCFC79

Chr1s wrote: »

In fact the rest of the team weren't removed, they all left over a 12 month period and weren't replaced.

Could be a stab in the dark but what does the firms polcy say about the H&S on the back door, what happens when your son goes for his break who covers that ? where ive worked in the past theres been 2 people on teh back door, 1 to unload the deliveries whilst the other tidies the yard or does other jobs.

nightingalesgarden

Thank you for your kind response.

I do honestly think the organisation is trying....not very well or successfully..but trying...(see my last post to why). I really hope that things can be resolved/get better.

So it's not a formal grievance but a back to work meeting/mediation session. So, yes those involved can be in the meeting. Even if your son lodges a grievance they may suggest that mediation is the first option - which would bring those managers into the room. As he has both you and the union there I would suggest that he is well protected/represented

So, you need to know what you want before you go in - do you want a move to the night shift? or supportive mechanisms that are actually carried out?

Have Access to Work or someone similar been involved? Not Occupational Health - that's just a pretty report that will simply repeat what your son told them.

You can ask the right questions - "why is there only 1 on the day shift" during the meeting hopefully once you have the answers then maybe the position will be clearer.

Be prepared that the answer is that they will not change the position in the warehouse where he is alone - if this is the case what will you do ?

MrSnuggles

DCFC79 wrote: »

Could be a stab in the dark but what does the firms polcy say about the H&S on the back door, what happens when your son goes for his break who covers that ? where ive worked in the past theres been 2 people on teh back door, 1 to unload the deliveries whilst the other tidies the yard or does other jobs.

My first job was stacking shelves in a warehouse for a multinational company, and I was often the only one in the warehouse. While the employer's being an !!!!, it's nothing out of the ordinary.

Luckily I wasn't injured lol. If some heavy boxes fell on me, it'll probably be over 4hrs before anyone notices I'm lying on the floor under a pile, screaming for help. You might want to bring this safety issue up rather than act like your son needs a babysitter.

Chr1s

DCFC79 according to H&S there are supposed to be 2 people on the warehouse/back door area. My son tends to go without breaks as it's hard to get somebody else to cover, besides, it allows him to leave earlier (30mins before change over), so both he and the company benefit from that, and it's something they have both decided to implement for over a year as it works.

ohreally

Chr1s wrote: »

My son tends to go without breaks as it's hard to get somebody else to cover, besides, it allows him to leave earlier (30mins before change over), so both he and the company benefit from that

This is not compliant with regulations - break must not be taken at the start or end of the working shift.

It should be a break in working time and should not be taken either at the start, or at the end, of a working day.

http://www.hse.gov.uk/contact/faqs/workingtime.htm

Chr1s

Nightingale 2 of the people that my son has the grievances against are holding the meeting, including one of the ones who made a false allegation. Those investigations, as well as my sons, are still ongoing.

The return to work meeting was suggested aftermy son opened the 3 grievances up against the people involved in his situation, after he had been signed off ill by the Dr, and after I had sent in a load of information to head office regarding various issues/concerns. Prior to this they had ignored pretty much everything.

He simply wants to go back to work and not be bullied, he wants those who filed the false allegations and who have verbally abused him to admit that they lied and to give him an apology and he wants to be treated as fairly as anyone else, it's really that simple. When I told the Union this, this is when I got the reply "Well that's not gonna happen". So ...

The company have already had Occcupational Health ask for a medical report, which my son gave permission for, so this has been taken out of our hands.

If they are unable to provide him with the second person who should be there, then my son and the company will have to see if they can come to some sort of arrangement which may involve relocation to another department. The upsetting thing is, dispite all the crap, my son really does enjoy his job, it's just a shame that some people lack compassion.

Chr1s

MrSnuggles you are welcome to see it as babysitting, I see it as being a concerned parent who is worried about the mental and physical health of their child. If he didn't have his difficulties, I would let him deal with it himself, as I do my other children, but unfortunately he can't, and as his father I will ensure that his point gets across, if he isn't able to. It's known as loving and looking out for your child, they don't all stop needing guidence, support and encouragement at 18.