multiple work issues, valium - citralopram - work stress - and tribunals.

capeverde

Wicked_witch wrote: »

You both sound like wonderful employers and I can't imagine why anyone working for you would ever suffer from stress.

As I said, try putting yourself in the other persons shoes. If you really want to know what stress feels like, open your own business and have to deal with multiple issues like this, not just for 16 hours a week when they can be bothered to turn up, but for 14 or 15 hours a day, 7 days a week.

zzzLazyDaisy

It is in the employer's own interests to take work related stress seriously and investigate the underlying issues. There is a long line of cases where employees have successfully sued the employer for psychiatric injury arising from stress in the workplace.

http://www.stress-ip.co.uk/Employer%20Duty.htm

capeverde

zzzLazyDaisy wrote: »

It is in the employer's own interests to take work related stress seriously and investigate the underlying issues. There is a long line of cases where employees have successfully sued the employer for psychiatric injury arising from stress in the workplace.

http://www.stress-ip.co.uk/Employer%20Duty.htm

......and there will be an even longer line of employers saying enough is enough with all this nonsense and throwing the towel in.

Lets investigate your quote, 'It is in the employer's own interests to take work related stress seriously and investigate the underlying issues.' How do you suggest they do this and fund it, given how stress manifests itself and how difficult it is to isolate symptoms and different peoples tolerances? Lets be honest, other than the public sector gravy train where things like this are a manna from heaven to the weak and feeble who congregate in every corridor and creates another few thousand jobs for the liberal elite, how does this work for SMEs. Yes we know it is your four leaf clover as is the whole compensation culture that has helped to bring our country to its knees, but it must be everybodies priority to try and rein things in and start applying some common sense to business. If you're not listening, we cannot survive if things keep going at the rate they are. What will happen to your poor little stressed luvvies then? The amount of money we are spending on courses, regulations and the public sector is killing industry. Every business owner I talk to is in the same boat and many are at absolute tipping point.

RuthnJasper

zzzLazyDaisy wrote: »

It is in the employer's own interests to take work related stress seriously and investigate the underlying issues. There is a long line of cases where employees have successfully sued the employer for psychiatric injury arising from stress in the workplace.

http://www.stress-ip.co.uk/Employer%20Duty.htm

I agree with Daisy. I am currently subject to a Stage-1 Formal Investigation for "inappropriate sick leave". In these difficult times I can see why an employer needs to do this. NOT to denigrate you at all, OP, I am sympathetic to your situation.

However, in my own case the sticking point is a sad episode which took place just prior to Christmas 2012. On the way home from work one evening, I was the first person on the scene following a car/lorry crash. Those immediately involved were calling for a first-aider for the lorry driver and, as I'm first-aid trained, I volunteered and climbed into the cab. It was very clear that the lorry driver was dying and I made him as comfortable as I could and held his hand and comforted him while he died, talking to him and holding him until he had "gone", and continuing to stay with him until the Police and Ambulance arrived (late because of a serious road incident elsewhere and the government reductions to which they are subject - not their fault; they were great when they did eventually arrive). I went in to work the next day and was contacted by the poor driver's family who were terribly distressed, but wanting to thank me for what I'd done (I'd told the Police that they could pass on my details if needed). I was so moved by that, and sickened with shock and my own distress at what I'd witnessed that another, very senior, manager sent me home for two days with a hug and reassurance that she'd square it with my line manager. Alas! I'm now in the doo-doo because my line manager feels that these two days were "inappropriate and excessive". That is why I feel unfairly-treated... BUT my line-manager is a known bully... anyway, I could go on but won't. Apologies for the mini thread-hijack...

The best thing, I feel, in the OP's case is to meet her managers with more of an "I appreciate and understand why you are concerned - but, however, this is my situation and I am anxious to work with you towards a situation that suits us all..." than a "You heartless b*st*rds - how dare you..." tone.

If you are good at your job, OP, they won't really want to dismiss you as employing, training a replacement, as well as redeploying or 'terminating' your employment will be much hassle for them.

I REALLY hope that things improve for you, OP, and that you and your colleagues can work through this mutually. Keep smiling (though easier typed than done, I know) and try and focus on something outside of work that you enjoy. For example, I take my dog on a REALLY long walk whenever I can and take great happiness from her delight and capers in this, as well as the fresh air and the free-to-enjoy things around me like the birds singing, etc. (I know how how cr*p this might seem, but I'm skint - have to take my pleasures in the free things at the moment ).

It'll be OK - in the end. Best wishes. xx

Dogger69

capeverde wrote: »

......and there will be an even longer line of employers saying enough is enough with all this nonsense and throwing the towel in.

Lets investigate your quote, 'It is in the employer's own interests to take work related stress seriously and investigate the underlying issues.' How do you suggest they do this and fund it, given how stress manifests itself and how difficult it is to isolate symptoms and different peoples tolerances? Lets be honest, other than the public sector gravy train where things like this are a manna from heaven to the weak and feeble who congregate in every corridor and creates another few thousand jobs for the liberal elite, how does this work for SMEs. Yes we know it is your four leaf clover as is the whole compensation culture that has helped to bring our country to its knees, but it must be everybodies priority to try and rein things in and start applying some common sense to business. If you're not listening, we cannot survive if things keep going at the rate they are. What will happen to your poor little stressed luvvies then? The amount of money we are spending on courses, regulations and the public sector is killing industry. Every business owner I talk to is in the same boat and many are at absolute tipping point.

It does not take a great deal of money to ensure your staff are healthy and happy - the key is an ethos of openness and honesty. If an employee feels able to raise potential issues with their employer, the situation can be resolved before it becomes a problem.

It is no wonder your business is struggling with your attitude. If your staff cannot approach you when they are struggling, the likelihood is they are also not approaching you when they have ideas to take the business forward.

RuthnJasper

capeverde wrote: »

......and there will be an even longer line of employers saying enough is enough with all this nonsense and throwing the towel in.

Lets investigate your quote, 'It is in the employer's own interests to take work related stress seriously and investigate the underlying issues.' How do you suggest they do this and fund it, given how stress manifests itself and how difficult it is to isolate symptoms and different peoples tolerances? Lets be honest, other than the public sector gravy train where things like this are a manna from heaven to the weak and feeble who congregate in every corridor and creates another few thousand jobs for the liberal elite, how does this work for SMEs. Yes we know it is your four leaf clover as is the whole compensation culture that has helped to bring our country to its knees, but it must be everybodies priority to try and rein things in and start applying some common sense to business. If you're not listening, we cannot survive if things keep going at the rate they are. What will happen to your poor little stressed luvvies then? The amount of money we are spending on courses, regulations and the public sector is killing industry. Every business owner I talk to is in the same boat and many are at absolute tipping point.

I work in the public sector. I've been subject to a pay-freeze since 2008/2009 and bullying which is well-nigh impossible to address. I think that (with the possible exception of some - NOT ALL - senior managers) we are ALL in the same boat these days.

zzzLazyDaisy

capeverde wrote: »

......and there will be an even longer line of employers saying enough is enough with all this nonsense and throwing the towel in.

Lets investigate your quote, 'It is in the employer's own interests to take work related stress seriously and investigate the underlying issues.' How do you suggest they do this and fund it, given how stress manifests itself and how difficult it is to isolate symptoms and different peoples tolerances?

I have no personal axe to grind against employers, quite the opposite, I'm a corporate lawyer, I advise companies. I don't make the law and I don't seek to defend or justify it.

It is what it is.

<shrugs>

RuthnJasper

Dogger69 wrote: »

It does not take a great deal of money to ensure your staff are healthy and happy - the key is an ethos of openness and honesty. If an employee feels able to raise potential issues with their employer, the situation can be resolved before it becomes a problem.

It is no wonder your business is struggling with your attitude. If your staff cannot approach you when they are struggling, the likelihood is they are also not approaching you when they have ideas to take the business forward.

Have to say that I completely agree with you, Dogger. A good owner/manager MUST be compassionate, friendly and understanding when needed - but willing and able to draw the line and stay firm (even if this means making unpopular choices) when things are inappropriate or just plain wrong.

If I were a manager, I would hope that I would be willing to listen and compromise if an employee had a genuine family or health issue that might impact upon their work and attitude. It's only fair. But if someone was clearly taking the pee (i.e. always late on Mondays and going early on Fridays, with a relative work-output that was noticeably lower than that of their colleagues at the same level, etc.) I'd have no compunction about hauling them in and asking them what they were playing at.

And it wouldn't matter if you were my PA or the chap who comes in once a week to do the hoovering - every team member would be valued, appreciated, respected and vital to the group as a whole. x

capeverde

RuthnJasper wrote: »

I agree with Daisy. I am currently subject to a Stage-1 Formal Investigation for "inappropriate sick leave". In these difficult times I can see why an employer needs to do this. NOT to denigrate you at all, OP, I am sympathetic to your situation.

However, in my own case the sticking point is a sad episode which took place just prior to Christmas 2012. On the way home from work one evening, I was the first person on the scene following a car/lorry crash. Those immediately involved were calling for a first-aider for the lorry driver and, as I'm first-aid trained, I volunteered and climbed into the cab. It was very clear that the lorry driver was dying and I made him as comfortable as I could and held his hand and comforted him while he died, talking to him and holding him until he had "gone", and continuing to stay with him until the Police and Ambulance arrived (late because of a serious road incident elsewhere and the government reductions to which they are subject - not their fault; they were great when they did eventually arrive). I went in to work the next day and was contacted by the poor driver's family who were terribly distressed, but wanting to thank me for what I'd done (I'd told the Police that they could pass on my details if needed). I was so moved by that, and sickened with shock and my own distress at what I'd witnessed that another, very senior, manager sent me home for two days with a hug and reassurance that she'd square it with my line manager. Alas! I'm now in the doo-doo because my line manager feels that these two days were "inappropriate and excessive". That is why I feel unfairly-treated... BUT my line-manager is a known bully... anyway, I could go on but won't. Apologies for the mini thread-hijack...

The best thing, I feel, in the OP's case is to meet her managers with more of an "I appreciate and understand why you are concerned - but, however, this is my situation and I am anxious to work with you towards a situation that suits us all..." than a "You heartless b*st*rds - how dare you..." tone.

If you are good at your job, OP, they won't really want to dismiss you as employing, training a replacement, as well as redeploying or 'terminating' your employment will be much hassle for them.

I REALLY hope that things improve for you, OP, and that you and your colleagues can work through this mutually. Keep smiling (though easier typed than done, I know) and try and focus on something outside of work that you enjoy. For example, I take my dog on a REALLY long walk whenever I can and take great happiness from her delight and capers in this, as well as the fresh air and the free-to-enjoy things around me like the birds singing, etc. (I know how how cr*p this might seem, but I'm skint - have to take my pleasures in the free things at the moment ).

It'll be OK - in the end. Best wishes. xx

For instances like this, I totally understand the need for some time and or counseling. In the 90s, exactly the same thing happened to me. A woman crashed into a tree and I held her hand while she died. She was also 8 months pregnant and despite trying they lost the baby as well. It was quite horrific and the police couldnt deal with it so I stroked her hand while they directed trafffic until the ambulance turned up by which time it was too late. Personally I dealt with it, I went jet skiing and told myself I did all I could. However I can totally understand how it may impact other people and understandably so.

This is my point re stress in the workplace, how can things be measured when peoples thresholds are so different. You also find that many people will try and 'bury' things, so are we meant to be mind readers as well? It simply has to be the individuals responsibility to report any problems and seek help. The onus cannot be on the company to keep options open for an indefinite period.

capeverde

Dogger69 wrote: »

It does not take a great deal of money to ensure your staff are healthy and happy - the key is an ethos of openness and honesty. If an employee feels able to raise potential issues with their employer, the situation can be resolved before it becomes a problem.

It is no wonder your business is struggling with your attitude. If your staff cannot approach you when they are struggling, the likelihood is they are also not approaching you when they have ideas to take the business forward.

My business isn't struggling, where did I say that? My point is I have absolutely had enough of all of the regulations we are forced to observe.