Single mum, being pushed out of my company

Kinderegg

Bogalot wrote: »

It's clear that the relationship between you and your manager has broken down. What are you looking for out of this - mediation to resolve your issues, to leave with a good/ neutral reference, or compo?

Thanks for your response.

I want to move on without worrying about a bad reference. I want to draw a line on this and start afresh without unnecessary/unfair hindrance. I think I have leverage to do so but I'm not sure how to put it across in the best way to get what I want.

Kinderegg

Guest101 wrote: »

read your employee handbook

So untrue accusation of gross misconduct is for sound business reasons? Care to expand on that?

Bogalot

Kinderegg wrote: »

Thanks for your response.

I want to move on without worrying about a bad reference. I want to draw a line on this and start afresh without unnecessary/unfair hindrance. I think I have leverage to do so but I'm not sure how to put it across in the best way to get what I want.

You can ask HR the question directly, "if I leave can I confirm what information will be included in my reference?", or "I am looking to leave, can we agree what information will be included in my reference?".

If you are ready to resign, then do so and ask a friend to request a reference as a potential employer. Make it convincing, use a business address etc. Then you can be certain of any content and raise any issues before it gets to a real employer.

In reality very few employers give bad references. They can, if there are genuine grounds to do so, but it's simply not worth the hassle.

spadoosh

If your boss wanted you out she could easily find a way to get you out. Without touching discrimination.

She might think your a rubbish worker who takes liberties but i imagine she still sees a benefit in you being there otherwise you wouldnt be. That or she isnt aware she can get rid of you so easily.

You try and 'force someone out' after their 2 years. Before that you just hand over their p45 and wave bye.

Id use your month off to find yourself another job. I cant imagine things will improve that much for you at work and it sounds like you dont want to go back. Its hard to see what theyve done wrong. Accusation of gross misconduct, could easily be an innocent mistake, they thought you where committing GM and upon checking dont believe you have. Changing working patterns to suit the business is common. Your flexible working is preference and doesnt appear to be directly related to your daughter, if shes still undergoing assessment?

Bogalot

Is your child in receipt of DLA middle rate care? If so you could claim Carers Allowance rather than JSA. That will also entitle you to an income support top up.

If not, explain to the Jobcentre that ongoing changes at work (removal of flexible working) have made it untenable whilst caring for a disabled child. It would be very unlikely that you'd be sanctioned for that reason.

spadoosh

Kinderegg wrote: »

Thanks for your response.

I want to move on without worrying about a bad reference. I want to draw a line on this and start afresh without unnecessary/unfair hindrance. I think I have leverage to do so but I'm not sure how to put it across in the best way to get what I want.

They can only be factual.

I can imagine it would be a pretty limited reference with something along the lines of yes they worked here. Any records of your timekeeping, commitment, sickness and disciplinaries. If they provide anything that isnt factual they are opening themselves up to you suing them.

As long as the facts arent bad, you wont get a bad reference. If you have been a bad employee you will probably get a bad reference or slightly better, no reference.

Bogalot

spadoosh wrote: »

Your flexible working is preference and doesnt appear to be directly related to your daughter, if shes still undergoing assessment?

OP states the health problems have been since birth. It's not unusual for an autism assessment to not happen until the child is closer to school age.

Even without the disability element, treating a single mother less favourably can be indirect discrimination. Removal of flexible working established through custom and practice may qualify here, depending on the employer's reasons for the change.

OP has said though that she just wants to draw a line under it and move on, which seems the best solution to me.

Kinderegg

spadoosh wrote: »

If your boss wanted you out she could easily find a way to get you out. Without touching discrimination.

She might think your a rubbish worker who takes liberties but i imagine she still sees a benefit in you being there otherwise you wouldnt be. That or she isnt aware she can get rid of you so easily.

You try and 'force someone out' after their 2 years. Before that you just hand over their p45 and wave bye.

Id use your month off to find yourself another job. I cant imagine things will improve that much for you at work and it sounds like you dont want to go back. Its hard to see what theyve done wrong. Accusation of gross misconduct, could easily be an innocent mistake, they thought you where committing GM and upon checking dont believe you have. Changing working patterns to suit the business is common. Your flexible working is preference and doesnt appear to be directly related to your daughter, if shes still undergoing assessment?

No, they knew very well that I hadn't committed gross misconduct. She used it against me as a threat, and she probably naively thought I didn't know myself.

The flexible working is 100 % related to my daughter and her needs.

Don't want to disclose anything else to protect my anonymity, but if you take the above facts at face value then I believe it can be classed as discrimination. There have been other incidents as well that I cannot mention.

Guest101

Kinderegg wrote: »

So untrue accusation of gross misconduct is for sound business reasons? Care to expand on that?

Not really because that's not what you've been sacked for....


Here - We're letting you go as we are moving the business in a different direction.

Kinderegg

spadoosh wrote: »

They can only be factual.

I can imagine it would be a pretty limited reference with something along the lines of yes they worked here. Any records of your timekeeping, commitment, sickness and disciplinaries. If they provide anything that isnt factual they are opening themselves up to you suing them.

As long as the facts arent bad, you wont get a bad reference. If you have been a bad employee you will probably get a bad reference or slightly better, no reference.

Thanks.
In that case the only thing I would be worried about is the fact that I have taken sick leave. Once for two weeks at the beginning of 2016 for wisdom tooth extraction, and now for anxiety. Trouble is, how do I go about explaining anxiety, which has ultimately been caused by the company, to a prospective employer?