Needs some advice after walking out of work

Phil_68

coinxoperated wrote: »

Phils fab - take his advice!

:eek: I have been called worse

:beer:

skintandscared_2

Do you have any form of staff handbook? We do, and all the things you say your manager did are listed under the "bullying" section as behaviour that is not tolerated and may constitute gross misconduct. I am not saying that you should be entitled to decide who gets sacked and who doesn't, but certainly everyone should be governed by the same policies if they exist at your place?

mozzie1

I would not do anything hasty. Resignation has to be put in writing so you won't be considered resigned until you write a letter.

You don't want to do that anyway. You do need to follow other advice and raise a grievance.

Get hold of staff handbook or policies the company should have on conduct and how you should be treated with respect, also grievance policies etc. It should detail how you need to go about this.

I assume this is not a one off and either your immediate boss has treated you badly in the past or has treated others in this way. You should not be penalised (ie feeling you have to leave a job) because of someone else's behaviour.

I think general manager seems like he realises you need to be temporarily off work while you decide what to do.

On Monday mprning, if you don't want to go into work I would contact General Manager. Ask for copies of the policies/handbook and then I would also contact ACAS and detail the case to tjem and ask advice.They are brilliant, esp if you are not in a union.

Remember you don't have to do this alone... and ACAS are the experts so use their help.

Also ask the GM to ensure the HR department looks into this as they too will probably wish to contact you with options on how to proceed.

No one should be treated like this at work. Good luck. Don't walk out.

SteveJW

Have a look at

https://www.gov.uk/dismissal/unfair-and-constructive-dismissal

specifically mentions let other employees harass or bully you

A few years ago my wife was in a similar situation, she resigned by letter, stating that the working relationship between master and servant had broken down.
Took her employer to an Industrial Tribunal and won

I know taking matters to a tribunal have changed

Hope you get things sorted, no one should have to put up with this type of behavior

PasturesNew

SteveJW wrote: »

Have a look at

https://www.gov.uk/dismissal/unfair-and-constructive-dismissal

specifically mentions let other employees harass or bully you

I was going to say Constructive Dismissal - beauty of it is you have lots of witnesses who'd probably also like to see the door banging on his 'rse.

mozzie1

Just note though that even if you resign work in the end and eventually go for a case of constructive dismissal you still have to have started the grievance procedure first.
the link to the advice above also states...
You should try and sort any issues out by speaking to your employer to solve the dispute.

You need to do this before resigning. Following grievance procedure and if still not satisfied by the outcome then you need to seek legal advice. If the company does nothing then fine constructive dismissal may be the only way to proceed but do consider you are putting yourself out of a job. The company should respond accordingly to accusation of bullying behaviour and should take action against the bully.
They have several options, they could demote the bully for instance, transfer them to another dept or even dismiss them for gross misconduct. In other words they are the ones who take the consequences for their actions and not you ending up without work.

That's the best outcome for you and your colleagues. So def start by getting ACAS expert advice and talking to your employer before talking about constructive dismissal. You have to give your firm the chance to solve the problem first.

Again good luck.

barmy_jimbob

Phil_68 wrote: »

DO NOT RESIGN!!!!!!!!!!!!!!!!!!!!!!

Did I say DO NOT RESIGN?

Write to your GM, and explain everything that led to you walking out, explain that you felt threatened and intimidated and has to leave for your own safety. Then write a full grievance, be calm, truthful and factual. Explain that you are not prepared to return until they can guarantee your safety.

DO NOT RESIGN!!!

If you walk out of your job, FOR ANY REASON, an employment tribunal could penalise you for not following the correct grievance procedure.

Have a brew, write everything down TODAY and send it in.

Post here if you want someone to look over it, pm me if you like.

I am off work on full pay as my company doesn't know its !!! from its elbow, and has been the case for over 2 months. Play the game smartly and to your benefit - not theirs.

Phil.

PS DO NOT RESIGN

lol, ok Phil, you will be delighted to know that i have not resigned! i went in writing to my GM about my Manager directly and i have got a grievance meeting tomorrow.

Im just a bit worried about this meeting, in real terms i have no intention of going back as i believe my position is now untenable given the managers behaviour and the inevitable bad mouthing that will have gone on. Basically im trying to get as much out of this as i can.

Im due to get paid this Friday 26th, my standard wage, however since i am technically still employed, will i get paid for this week of absence? my notice period would have been 4 weeks, is it worth bringing this up and using this as some form of negotiation for a deal?

Im a bit confused with all this!!!

Phil_68

Do you have another job to go into?

If not then you need to work out a plan of action.
If so then you just need to negotiate your leave terms.

As for what you will be paid, well that's as easy to guess as a winner of the grand national - I lost on that one too

Phil.

Takeaway_Addict

Why not suggest you are open to a compromise agreement with an agreed reference and ask them to come back with some figures and then see if its a reasonable amount and accept or try and increase it if not.

I would disagree with the others about constructive dismissal as you haven't even started going through grievance procedures etc and your chances are minimal in winning anyway

flashnazia

Takeaway_Addict wrote: »

Why not suggest you are open to a compromise agreement with an agreed reference and ask them to come back with some figures and then see if its a reasonable amount and accept or try and increase it if not.

I would disagree with the others about constructive dismissal as you haven't even started going through grievance procedures etc and your chances are minimal in winning anyway

My thoughts exactly.
Op what happened just before the manager started on you?