Bully not moving

stator

There is nothing you can do to force them to dismiss a bad manager.
All you can do is ask and then it's up to the management.
If you don't like it, you'll have to resign or transfer yourself.

aife

Lodge another grievance about the fact that you are still having to work under someone who the firm has actually found guilty of bullying and who (I assume) is now even more hostile to you

nicechap

Just playing devil's advocate.

You might view that he struggles, but he somehow manages to get 7 people to perform highly.

I'm aware of managers in the NHS with lots of upheld grievances against them remaining in post having been giving guidance of how to improve their management style (or rather avoid further grievances).

ohreally

Escalate to the next level of management, I'd consider informing your weak line manager that due to his failure to act the seven are considering prosecuting another grievance, this time against him.

ohreally

What level in the organisation heard the grievance?

scd3scd4

Put another grievance in.

sangie595

lili2008 wrote: »

Nothing, seemingly.

I might call ACAS, yes.

ACAS can do nothing unless both parties - employees and employers - invite them in. If the employer hasn't chosen to do anything so far, why would they agree to ACAS?

And the next thing I'm going to say, you won't like... You don't get to decide what outcome the employer decides upon. You have had your grievance upheld - but that doesn't mean you have the right to refuse to work with this person, or demand the employer moves him. Or anything else. What happens as a result of the grievance being upheld is between him and the employer - it isn't your business. As it is, you shouldn't know anything about the discussions about him moving - if, indeed, any such discussions have been held. Confidentiality applies to everyone, not just the "innocent".

If, as you say, you are not satisfied, then you can either appeal your grievance, or lodge another one. But you need to be careful. You have no right to refuse to work with him, or to demand he goes - and the fact is that if the employer is satisfied that the matter has been dealt with, then your actions could be interpreted as bullying or mobbing.

You may not like the fact, but people are given second chances. And if that is what the employer has chosen, then you must live with it, or leave. If he has ceased the behaviour, that is what the process is intended to achieve. Nothing more. As nicechap has observed, sometimes what the employer achieves by retaining such managers is worth more than making other employees happy.

Synergy83

keep following the chain up, and keep going until something is done.

also what happens if all 7 of you suddenly started to drop your performance due to the stress of it all, if you're all still working normally then they may think they don'tneed to do anything, maybe all of you could take a few days off sick with stress together

stuartJo1989

nicechap wrote: »

Just playing devil's advocate.

You might view that he struggles, but he somehow manages to get 7 people to perform highly.

I'm aware of managers in the NHS with lots of upheld grievances against them remaining in post having been giving guidance of how to improve their management style (or rather avoid further grievances).

Very interesting viewpoint!

I think there are some other options too for OP:

1. Seek alternative employment

2. Shut up and put up with it

3. File another grievance (as mentioned previously)

4. Approach the big boss and put you name in the hat for taking over the team (the reason for the reluctance for a forced move may be due to lack of managers available to replace current one)

scd3scd4

sangie595 wrote: »

ACAS can do nothing unless both parties - employees and employers - invite them in. If the employer hasn't chosen to do anything so far, why would they agree to ACAS?

And the next thing I'm going to say, you won't like... You don't get to decide what outcome the employer decides upon. You have had your grievance upheld - but that doesn't mean you have the right to refuse to work with this person, or demand the employer moves him. Or anything else. What happens as a result of the grievance being upheld is between him and the employer - it isn't your business. As it is, you shouldn't know anything about the discussions about him moving - if, indeed, any such discussions have been held. Confidentiality applies to everyone, not just the "innocent".

If, as you say, you are not satisfied, then you can either appeal your grievance, or lodge another one. But you need to be careful. You have no right to refuse to work with him, or to demand he goes - and the fact is that if the employer is satisfied that the matter has been dealt with, then your actions could be interpreted as bullying or mobbing.

You may not like the fact, but people are given second chances. And if that is what the employer has chosen, then you must live with it, or leave. If he has ceased the behaviour, that is what the process is intended to achieve. Nothing more. As nicechap has observed, sometimes what the employer achieves by retaining such managers is worth more than making other employees happy.

I also am assuming he has stopped. If so its time to move on. He has been disciplined by the company.




If not, then the 7 of you need to start again with another grievance.