Added extra's after re-instatement

tommytynan123

Some months back son was dismissed but was then re-instated with final warning following appeal. (It's got its own thread about 2 months back if you're bored – but nothing to do with money or shop floor performance). At the re-instatement meeting he signed a letter/short contract that re-instated him as Asst Mgr with original terms and pay in a different store. His letter of re-instatement did say that the original decision had not taken into account his glowing appraisals. Added to the re-instatement was 1. Change store (done) 2. He had to ask employees in old store to list 3 of his strengths and weaknesses (done) and 3. He had to attend a conflict course. (planned)

After 2 months away (paid) he started at new store (he gets on well with the manager) and all seemed well until
1. He was told on day 1 he was not to hold safe keys for 3 weeks ? (Store Mgr was cascading the directive) then today
2. Following a Store Mgrs meeting the manager returned and, as normal, called in the managers to cascade the info – except son was excluded. The manager said ''"I respect you a lot but I've been asked to treat you like a store assistant for 3 months, I know it's patronising but apparently it's what I've gotta do"
3. So now he does not have the safe, does not have authority for larger refunds, etc etc.

However, in his new store he is planned to be a key holder next week which is a management job not store assistants and when his 3 weeks is up for the safe he can't hold the safe because he is being treated as a store asst.

His view is basically ''well if they want to pay me an Asst Mgrs pay to sit on a till then fine and I'll mention that I can't hold store keys as a store asst''
My worry is that they will keep adding things on – when will it stop? I've suggested he gets a written explanation of these extra measures and stating if any more are planned.

My initial thought was actually ''constructive dismissal'' because of the penalties added, without warning, after the re-instatement meeting?
Thoughts??

ohreally

Given the history, he is now a union member?

TELLIT01

Given the history, I would suggest going along with the manager's instructions and see what transpires. You say he gets on well with the manager so, hopefully, the manager isn't trying to get him to react and give them cause to sack him.
It may be that managers elsewhere are hoping he will react negatively to the apparent demotion. He shouldn't give them the satisfaction of reacting that way.

sangie595

Give it up and do as the manager says. Right or wrong, and I make no judgement on that- and didn't go read the other thread - this is what it is. It is extremely unusual for an appeal to work. Really unusual! So not posting ones luck is sometimes the very best of advice! I think this is one of those times.

tommytynan123

sangie595 wrote: »

Give it up and do as the manager says. Right or wrong, and I make no judgement on that- and didn't go read the other thread - this is what it is. It is extremely unusual for an appeal to work. Really unusual! So not posting ones luck is sometimes the very best of advice! I think this is one of those times.

Yep! I think I agree with all 3 replies. Thanks guys. Its not always best to shout and scream even as the Dad!

trailingspouse

It's hardly ever best to shout and scream, especially as the Dad.

So he has to button it for 3 months? Fine - he's got a job, he's got a boss who seems OK, he needs to say 'PHEW' very loudly and then get on with it.

Will they add more sanctions? Who knows? I hope not.

Has your son learnt his lesson? Who knows? I hope so.

Basically, they're giving him enough rope to hang himself - it's up to him if he does that.