Forced to resign

FBaby

I think the problem is that you are coming across as if nothing they do is good enough. They took actions that many wouldn't have bothered with. They considered your grievances, they disciplined the person who assaulted you, then moved you to another management team, they dealt with the outcome of you going off sick, and now you want to be moved yet again.

I expect it has reached the point where they believe that whatever they do to accommodate you won't satisfy your requirements, hence why they see that there is no positive way forward in that employment.

sangie595

FBaby wrote: »

I think the problem is that you are coming across as if nothing they do is good enough. They took actions that many wouldn't have bothered with. They considered your grievances, they disciplined the person who assaulted you, then moved you to another management team, they dealt with the outcome of you going off sick, and now you want to be moved yet again.

I expect it has reached the point where they believe that whatever they do to accommodate you won't satisfy your requirements, hence why they see that there is no positive way forward in that employment.

To be honest, I think this is as close to an explanation as any. Looking at this from a management perspective (which is what I am paid to do- think like they do), I see an escalation of dissatisfaction with no solution, and it would appear a request for a settlement agreement which they have refused. So they may well be thinking that the money is what you are after. Possibly that that had been what you were after all along. So they have put on the brakes.

You are not going to get very far with the diagnosis. Your consultants opinion isn't worth anything - and by that I mean medically it isn't. First off, he had only one side of the story of your employment, so he cannot say that your condition is a result of work. Also, if he has discovered a cause for these conditions he is due for the Nobel prize in medicine, because nobody else has yet. Unfortunately it is impossible to make that connection with any degree of certainty. And that is always a problem with anything that is pegged as work related stress.

I would like to know what it is that you think the union haven't done. Because actually, difficult though I appreciate this has all been for you, management have taken action. In several ways. And you didn't help yourself with the second grievance. It was (a) a matter that had been dealt with, and you don't get to tell management to deal with it differently - that kind of approach always puts backs up, and (b) if other people had complaints then it was up to them to make them - it may have come across as vindictiveness on your part to be collecting complaints about this person that had nothing to do with you. That isn't whistleblowing, it's a campaign. You might have felt that the outcome didn't give you what you wanted, but there was a better way of going about getting that by focusing on how you could work with management to get an outcome that supported better health outcomes for you. Low key, conciliatory, and much more likely to succeed. But that is water under the bridge now....

I am inclined to suggest that you sit it out on the sick until they make you redundant. That wouldn't be the sort of approach I would usually suggest, but I don't see a fix for this now, and given your health, I don't see you are up for another struggle. Resigning would be foolish. You may as well collect the redundancy money. And if you don't have contractual sick pay, resigning means you'd be on the same money, be out of a job and with no redundancy. If you have contractual sick pay, you may as well collect it until you get the redundancy money.

Blodwyn26

But the employer have decline to nogotiate a settlement

Blodwyn26

No I don't want to be moved again they want me to move back and work with the manager I complained about in grievance and whistleblowing route. This is inapprpriate and setting me up to fail I have had a nervous breakdown and they want me to go back.

sangie595

I cannot see anything in your post that says that the employer across that this manager bullied you. Yes, they may have stupidly placed a filet in an open drive, and that was really idiotic. But it happens. People do stupid things. That isn't bullying, it's stupidity. And it had been dealt with.

Your grievance appeared to be, from what you say, about another member of staff, and that grievance was dealt with. I cannot see that any action had been upheld against this manager. On that basis you really don't have a cause to complain that they are an unsuitable manager for you. It was you, after all, who complained that it shouldn't be you that moved in the first place! So it appears that they are taking you at your word.

And I'd still like to know why the union aren't helpful. That may be relevant to the situation.

But here's the situation. Your current job is not required. Your original role is still available. They appear to be saying there is nothing else available for you. What, other than resigning, is your solution?

Is this a public sector employer?

[Deleted User]

Always believe in Karma.

Today it came true - the people that it was thought of ok to dump them in it while the supervisors ensured they went home early when our team first began with the most awful system training and dished out pretty unfair work loads, had the same supervisors swearing and staying behind to sort the "error report" , just for a change rather, I won't be apologising now it's opened up such discrepancies, thank the Lord so do let Karma sort

Being managed out what is the worst that can happen?

Undervalued

Blodwyn26 wrote: »

But the employer have decline to nogotiate a settlement

Maybe so but I still think it is worth getting the union to help you have one more go at getting one. It may not be much but a reasonable agreed reference can be worth a great deal to you yet cost them nothing.

sangie595

Undervalued wrote: »

Maybe so but I still think it is worth getting the union to help you have one more go at getting one. It may not be much but a reasonable agreed reference can be worth a great deal to you yet cost them nothing.

I agree, in this situation, the reference is actually worth more than money. Even if all things are equal, the disability and sickness record is going to be very off-putting for potential new employers. I would have preferred not to point that out, but it's a fact, so it has to be considered. Add even a hint of anything else, and that is going to be a huge problem.

Personally I would be trying for something along the lines of "XXX has been an exemplary employee over her 11 years with us.... She had been an enormous asset... Despite sickness and disability she has tried to continue to be a positive and hard working employee... We respect her decision to resign due to wanting to focus on getting better... We wish her well in future endeavours.... Sure she will be an asset to any employer" That sort of thing. It would paint her leaving in a much more positive light, and close any need to discuss her resignation further - it's explained.

But I'd still like my questions answered. It doesn't seem too hopeful a situation, but I would like to be as certain as possible that I haven't missed an opportunity that might present an alternative.

Blodwyn26

The employer will not nogotiate a settlement but will be willing to accept my notice. My employer is a housing association. There is no possibility of redundancy.

ohreally

Have you revisited a union officer having another discussion to pave the way for an exit for you that includes a reference?

Did you report the assault to the police, if not why not?