Call recording boss

FBaby

Are you considering to make a grievance for the tone he used to talk to you or for the threat of being sacked? Because if you went in in the end, and made it to the end of the day, then you were not too poorly not to work, so you really didn't help your case if your boss is not too happy with you.

I certainly would lay low.

stevemLS

FBaby wrote: »

Are you considering to make a grievance for the tone he used to talk to you or for the threat of being sacked? Because if you went in in the end, and made it to the end of the day, then you were not too poorly not to work, so you really didn't help your case if your boss is not too happy with you.

I certainly would lay low.

This advice has been given ad nauseum, including by me(!), but OP seems determined to have his/her moment and then claim unfair dismissal (and is oblivious to the number of times they are told, with 5 months service, they can't)

C'est la vie

Spartu

Thanks for the information. I have spoken with my union rep. I cant discuss which employer I am with, but sacking me isnt an option due to the nature of the employer and the way in which employees are treated.

To me it is very important that no one speaks to me the way he did and or threatened me with my job. I am simply going to ask for an apology as he has not followed procedures. Then I will frame it at my desk. If no written apology is given. I will take up a grievance.

Spartu

As far as I know with the emails and notes of harassment and my recordings I have a good case for victimisation. Its £250 to submit a civil case at my court.

tomtontom

In my experience it is the most regulated/ red tape organisations that find it easiest to get rid of staff. Their "policies" mean that, to the outside world, they are transparent - all they need to do is fit the circumstances of your dismissal to their rules.

Victimisation? I'm sorry, but you need to get real!

DandelionPatrol

Spartu wrote: »

Thanks for the information. I have spoken with my union rep. I cant discuss which employer I am with, but sacking me isnt an option due to the nature of the employer and the way in which employees are treated.

To me it is very important that no one speaks to me the way he did and or threatened me with my job. I am simply going to ask for an apology as he has not followed procedures. Then I will frame it at my desk. If no written apology is given. I will take up a grievance.

As you are in a union, take advice from your rep as to whether to take this any further. Beware that reps will sometimes take you up on the offer in order to get at a troublesome manager, but on the whole, they will only recommend going forward with a complaint when it is seriously well justified.

If your union rep advises against taking it further, please do not make it harder for the rep by ignoring the advice.

Savvy_Sue

comeandgo wrote: »

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

I must admit, I wondered the same myself ...

stevemLS

DandelionPatrol wrote: »

As you are in a union, take advice from your rep as to whether to take this any further. Beware that reps will sometimes take you up on the offer in order to get at a troublesome manager, but on the whole, they will only recommend going forward with a complaint when it is seriously well justified.

If your union rep advises against taking it further, please do not make it harder for the rep by ignoring the advice.

I once, as a union rep, had a member who insisted, against my advice, on taking out a grievance on the basis he was being required to clean equipment.

Item 1 on his job description - The safe dismantling, cleaning, sterilising and reassembling of community equipment.

We lost.,

w00519772

I would try to improve my relationship with my boss rather than catch them out. In my first two years I would be trying to show my worth.

[Deleted User]

I admire you for wanting to make a stance tbh it's not right that people are bullied whether it's expected in a contact centre or not .

The other side of the coin is that perhaps this manager has a history of this and HR are itching to get rid of him but so far have no evidence.

Personally I would write down every incidence of poor contact with him including dates times etc and what was said, this may demonstrate a pattern of behaviour and this gives you a stronger case.

Contact centre or not I can't imagine any company wants to be tied up in internal investigations unions and possible. Law suits.

Why is it that call centre / contact centre managers are so rubbish , none of them would make blue chip managers .

My advice is look for another job , you sound too savvy to work in a place like that but don't make s nuisance of yourself by creating problems where there are none , everyone has off days but no one wants to work with militant know it alls but yes you have a right to be spoken to courteously .