Call recording boss

Spartu

Like I said the managers have very little power. If they wish to release me from my contract they need to give 4 weeks notice and 5 weeks pay. (Unless gross misconduct). The managers are not allowed to fire anyone, it is sent to an internal team who either deny or grant it. We are treated the same as full time staff when we start.

Spartu

The problem is I would like to stop the bullying just now before it gets serious. I want this person to know it wont be tolerated.

Paully232000

Spartu wrote: »

Like I said the managers have very little power. If they wish to release me from my contract they need to give 4 weeks notice and 5 weeks pay. (Unless gross misconduct). The managers are not allowed to fire anyone, it is sent to an internal team who either deny or grant it. We are treated the same as full time staff when we start.

I don't think that was the point people are trying to make, it doesn't matter who actually fires you, just that you can be so be careful making waves.

sangie595

Spartu wrote: »

The problem is I would like to stop the bullying just now before it gets serious. I want this person to know it wont be tolerated.

I am not sure why you asked the question since you had already made up your mind, but you have your answer. You asked if you could be sacked. The answer is yes. There is little point continuing a debate if you are intent on a course of action.

DandelionPatrol

Spartu wrote: »

The problem is I would like to stop the bullying just now before it gets serious. I want this person to know it wont be tolerated.

Have there been other instances? You can't construct a case of bullying out of one ignorant manager mouthing off once.

Spartu

Yes. Emails and notes in my file without my signature.

sangie595

Spartu wrote: »

Yes. Emails and notes in my file without my signature.

I presume that means that in the five months you have been there, you have had some form of previous complaints against you by this manager. So recording the manager will be, as far as the employer is concerned, another example of an employee who is a trouble maker?

I think you need to find another job and quickly. You may think that the employer has a culture of supporting employees. Seldom do they practice what they preach. In the end, they want their employees at work and doing the job properly - they won't really care if you were told that you would be sacked for having time off sick, and especially not if you have history already. The best way of dealing with people who come to their attention too often is to get rid of them before they acquire employment protection, and you have too long to go before that happens.

Undervalued

DandelionPatrol wrote: »

There is no problem with making recordings for personal use, only with sharing the contents of a recording.

Edited to add: OP says that all employee calls are recorded. So really no bar whatsoever to OP recording - it is even sensible. You can bet that if the employer wants to use the recording it will be available but if the employee wants it, it will not be available. Where one side is recording a call, the other side may do so with impunity.

As I said earlier, that applies to recording face to face conversations. You would need to check carefully about the telecommunications regulations.

The fact that all calls are recorded by the firm is irrelevant. There is no problem as long as both parties to the call are aware (this call may be recorded for training purposes........ etc)!

However, as others have said repeatedly, in this type of environment and with 5 months service this is only going to end one way. Give them even half a reason and it will be deemed gross misconduct so no notice pay. Even if they get that wrong the OP will have to make a WRONGFUL dismissal claim (with fees to pay) to attempt to extract the notice pay.

comeandgo

So how sick were you if you did manage to get into work?

DandelionPatrol

Undervalued wrote: »

As I said earlier, that applies to recording face to face conversations. You would need to check carefully about the telecommunications regulations.

The fact that all calls are recorded by the firm is irrelevant. There is no problem as long as both parties to the call are aware (this call may be recorded for training purposes........ etc)!

Sauce for the goose is sauce for the gander. If the employer has made the disclaimer, then they are fully aware that the call is recorded and can have no reasonable objection to the other party recording.

No need to check telecomms regulations. Recordings for personal use are allowed. http://www.ofcom.org.uk/static/archive/oftel/consumer/advice/faqs/prvfaq3.htm refers

[FONT=Arial, Helvetica, sans-serif]Do I have to let people know that I intend to record their telephone conversations with me?
[/FONT]
[FONT=Arial, Helvetica, sans-serif] No, provided you are not intending to make the contents of the communication available to a third party. If you are you will need the consent of the person you are recording. [/FONT]

In OP's case, if you wanted to take it to the limit, since the phone conversation was with the boss, arguably,, the recording could be used in grievance proceedings with the employer and not be disclosure to a 3rd party, because the boss is the employer!

Undervalued wrote: »

However, as others have said repeatedly, in this type of environment and with 5 months service this is only going to end one way. Give them even half a reason and it will be deemed gross misconduct so no notice pay. Even if they get that wrong the OP will have to make a WRONGFUL dismissal claim (with fees to pay) to attempt to extract the notice pay.

While the above is true, OP should not as a result curl up in a corner and not take recordings if they want to. The point about 5 months service should only be taken into account in respect of a decision on whether to declare the recordings or use them