being dismissed for poor performance

happenstance

Funky_Bold_Ribena wrote: »

They can pretty much do what they want to do these days. The cost of tribunals is pretty much going to cut down on anyone taking action once dismissed.

OP - you have been in telecoms 5 years and have never heard of the Communication Workers' Union?

I don't think I can join that union as the company I work for is internet only, not TV or phone.

When you say tribunals do you mean the 1200 fee for unfair dismissal that has just been introduced?

happenstance

chubbs1981 wrote: »

If they state your performance is poor and you have been warned.

i) ask them to quantify 'reasonable performace' and how your 'falling short'
ii) ask for their assistance to rectify this issue. i.e training/coaching
iii) do not lose your temper and argue.
iv) if they say your not doing something that you should be doing ask for evidence.

Thats great thanks, I did ask for feedback 6 months ago when they said I was low and the answer i got back (via the phone..) was that other people are performing higher than me.

Fishingtime

The CWU is also one of the postmen's union

chubbs1981

happenstance wrote: »

Thats great thanks, I did ask for feedback 6 months ago when they said I was low and the answer i got back (via the phone..) was that other people are performing higher than me.

Still doesn't define 'higher' does it. You need to establish if they are benchmarking you against something tangible (not their view or opinion) if they are not able to prove a bench mark with actual evidence i.e you are required to get 95% attendance and you only achieved 90% due to absence on x-y and y-z etc then they are going to place them at risk if you are dismissed.

You need them to get them to explain (in writing!) your target (satisfactory performance) and how you are falling short. them saying up your game etc is bull as it doesn't help.

When you say your service is over 5 years am I correct in saying that up until your medical leave you had a clean record? You need to be on record as offering to work and take training for all issues. They then need to show that your issues are not a training issue.

Who is attending this are you taking a witness?

happenstance

chubbs1981 wrote: »

Still doesn't define 'higher' does it. You need to establish if they are benchmarking you against something tangible (not their view or opinion) if they are not able to prove a bench mark with actual evidence i.e you are required to get 95% attendance and you only achieved 90% due to absence on x-y and y-z etc then they are going to place them at risk if you are dismissed.

You need them to get them to explain (in writing!) your target (satisfactory performance) and how you are falling short. them saying up your game etc is bull as it doesn't help.

When you say your service is over 5 years am I correct in saying that up until your medical leave you had a clean record? You need to be on record as offering to work and take training for all issues. They then need to show that your issues are not a training issue.

Who is attending this are you taking a witness?

Thanks thats great advice, it does seam to be managements view that i'm performing low but the first time they ever told me this was once i returned from being signed off sick mainly due to work exhaustion / stress. When I question my performance it is generally said to be low as other people are performing better. I have refused to work for free doing late nights and weekends anymore as it made me sick and other people are willing to do this. Contract is 9-5.

Yes clean record until this year.

Yes I'm taking another employee with me, although don't know if they will help that much as they will not want to make themselves unpopular with the head of the company for the sake of my job.

chubbs1981

The witness is supposed to sit there and do nothing, i.e just observe so don't worry about that.

Take in with you a list of things you wish to clarify.

i.e what is my target.

how am i missing my target

what has changed this year compared to the previous years.

what can i do to achieve my target. Don't settle for any fob off bull about upping your gaming working harder, working smarter etc. you want quantifiable measurable targets and objectives.

take notes of things that seem 'interesting' i.e throw away comments unusual wording etc.

It sounds as if they want you out and Sadly its probably time to leave with your reference intact. I would strongly advise against going down the tribunal route on the basis that even if you win you'll lose out on the basis you'll get no reference and then your stumped.

Southend1

OP you CAN join a union. The most appropriate one may well be CWU as stated earlier in the thread. Go here to check: http://www.worksmart.org.uk/unionfinder/.

If it is a disciplinary hearing, the colleague or union rep you are allowed to bring along is allowed to address the hearing and to represent you if that is your wish.

Your union may not be willing to help with this issue if you join now because it has arisen before you were a member. Nevertheless, join tomorrow first thing. If this meeting results in an action plan or a warning, your union may then be able to help if the situation deteriorates.

Good luck.

happenstance

chubbs1981 wrote: »

The witness is supposed to sit there and do nothing, i.e just observe so don't worry about that.

Take in with you a list of things you wish to clarify.

i.e what is my target.

how am i missing my target

what has changed this year compared to the previous years.

what can i do to achieve my target. Don't settle for any fob off bull about upping your gaming working harder, working smarter etc. you want quantifiable measurable targets and objectives.

take notes of things that seem 'interesting' i.e throw away comments unusual wording etc.

It sounds as if they want you out and Sadly its probably time to leave with your reference intact. I would strongly advise against going down the tribunal route on the basis that even if you win you'll lose out on the basis you'll get no reference and then your stumped.

Thanks will be sure to take notes of anything interesting.

From what your saying if they want me gone then pretty much they can get rid of me and if I went down the tribunal route it would damage my reference. To be honest not sure i can justify the 1200 for a tribunal it now costs if i loose my job.

happenstance

Southend1 wrote: »

OP you CAN join a union. The most appropriate one may well be CWU as stated earlier in the thread. Go here to check: http://www.worksmart.org.uk/unionfinder/.

If it is a disciplinary hearing, the colleague or union rep you are allowed to bring along is allowed to address the hearing and to represent you if that is your wish.

Your union may not be willing to help with this issue if you join now because it has arisen before you were a member. Nevertheless, join tomorrow first thing. If this meeting results in an action plan or a warning, your union may then be able to help if the situation deteriorates.

Good luck.

thanks, my company is listed on that website but does not have a union for it.

Southend1

happenstance wrote: »

thanks, my company is listed on that website but does not have a union for it.

Then select the most appropriate union based on the job you do and the industry you work in.