Non-disclosure of disability on Occupational Health questionaire

Red-Squirrel_2

IAmWales wrote: »

Oddly familiar, even down to the inaccurate spelling of inglorious.

How bizarre, why do people do this?

lincroft1710

Red-Squirrel wrote: »

How bizarre, why do people do this?

Do what? Spell "inglorious" without the "u"?

Red-Squirrel_2

lincroft1710 wrote: »

Do what? Spell "inglorious" without the "u"?

Post the same problem again with a different username!

sangie595

IAmWales wrote: »

Oddly familiar, even down to the inaccurate spelling of inglorious.

Damn - I was thinking it all sounded very familiar this morning.

paddedjohn

Maybe people should get back to brass tacks, if you are doing a job then you should be paid,what the f is all this appraisal crap that is going on nowadays? Plod on get paid, f*ck up get sacked.

xapprenticex

paddedjohn wrote: »

Maybe people should get back to brass tacks, if you are doing a job then you should be paid,what the f is all this appraisal crap that is going on nowadays? Plod on get paid, f*ck up get sacked.

Cooperate staff development stuff. Some industries dont need it, others do.

sangie595

paddedjohn wrote: »

Maybe people should get back to brass tacks, if you are doing a job then you should be paid,what the f is all this appraisal crap that is going on nowadays? Plod on get paid, f*ck up get sacked.

For several decades, some employers and employees have preferred to be a little more nuanced than that! Appraisals are hardly new. For example, employees may like to know how well they are doing; what needs improving and how they could do that; what possibilities there are for opportunities such as training, development and progression... Many companies include 360 appraisals where staff can assess how well managers facilitate their effective working (although I am personally sceptical of such things).

And on the entirely cynical view - they form part of an evidential base for employers to show that they have tried to address issues and problems before they dismiss someone.

andygb

xapprenticex wrote: »

On the flip side, some managers do wait till appraisal to raise issues, i personally raise issues straight away and leave appraisals for marking you against whatever i set for you to do in the time period.

You can refuse to sign and say its not fair etc and it may get somewhat amended but it will make you feel better at best, as far as progression goes, it may not happen in that company.

Tbh i wouldn't want to work somewhere where they are making those kinds of complaints about me.

Bad managers.
If there is a problem, deal with it immediately.
Dragging up problems at an appraisal, refusal to give clear details on time of complaint or context, sounds like a bad managers way of trying to get rid of someone.
I would be looking for another job.

TyreLever

andygb wrote: »

Bad managers.
If there is a problem, deal with it immediately.
Dragging up problems at an appraisal, refusal to give clear details on time of complaint or context, sounds like a bad managers way of trying to get rid of someone.
I would be looking for another job.

I agree, problems should be delt with as they arise.

Also an appraisal is just that, an appraisal. I wouldn't take it too seriously as they bear little weight.

andygb

TyreLever wrote: »

I agree, problems should be delt with as they arise.

Also an appraisal is just that, an appraisal. I wouldn't take it too seriously as they bear little weight.

Unfortunately these days, they can be used as a stick to beat the employee with, where the bad manager unloads a list of bad points previously not disclosed.