Grounds for constructive dismissal

Fanstown_girl

I've worked for a LA for 7 years as Customer Service Supervisor.
A few months ago we had a new manager. She seems to be going out of her way to humiliate me. She has stripped me of most of my responsibilities. I can no longer agree leave for the team, authorise lieu time or schedule casual staff to work. I have done all these things as part of my job ever since I have started. Things that she has left with me eg answering e mails she has allowed the whole team to do as well. She has also instructed me to work at a new desk instead of with the team. This tiny desk is in a corridor with no heating, ventilation or natural light. I am currently on sick leave after surgery but due to return shortly. The thought of going back is leaving me stressed and anxious, I'm normally an upbeat person but I can't face going back there any more. I can't afford to leave without another job to go to so my question is this: If I left would I be able to claim constructive dismissal or could I ask them to make me redundant given that my job has disappeared. This LA prides itself on not making people redundant.

elsien

What does your job description say about your role. How does your job description differ from the other team members? Are you senior to them, or someone on the same level who's been carrying out additional duties?


Your new desk is in a corridor? Really? Can you describe the set up in a little more detail?

Fanstown_girl

I am the supervisor so I am senior to the other members of the team. My JD says I am responsible for supervising the team and rostering enough staff to cover our 7 days a week opening hours. This is impossible now that I can't call in casual staff to cover gaps in staffing, sickness or holidays, I can't even view the holiday list.

With regards to the new desk, the corridor leads from the front line to the rest of the building. The building is over 200 years old so the corridors are narrow and winding despite an attempt at modernisation. The location of my new desk is in a lightly wider than normal part (maybe 6 foot or slightly less) It is immediately behind the wall to the front line in a space previously occupied by a shredder and a filing cabinet squashed in between a wall and the door. It's too dark to see properly but the desk lamp she has brought in is too bright and causes exaggerated glare and shadows. The normal desks don't fit so she has found an old, small one.

TELLIT01

First thing to do is arrange a Work Space Assessment. If it's as bad as you say it will not pass that assessment and they will need to move you to another location.

elsien

Have you had any supervisions or appraisals in the time the new manager has been there?
Has she raised any concerns about your performance? What answers have you been given when you have queried the changes and how they impact on you being able to do your job properly? Who is doing the work that has been taken from you, the manager or someone else?
I'm wondering whether it's less to do with you and your performance and more because she's a control freak/micromanager and would do the same regardless of who was in your role.

scd3scd4

TELLIT01 wrote: »

First thing to do is arrange a Work Space Assessment. If it's as bad as you say it will not pass that assessment and they will need to move you to another location.

My wife did this with help Union. She was under the air-con and in front of the industrial printers. Her sickness record suffered and the Council tried to discipline her. The Union rep torn them a new backside!




She was moved and her sickness recorded improved with no more issues.

elsien

I think I've also seen somewhere where there would generally be an expectation that you lodge a grievance before taking any further action such as resigning. Which goes back to what has happened so far when you have raised the changes with your manager?
PS are you in a union?

Fanstown_girl

No appraisals. we had a meeting where she said we need to work together and communication is the key. She never tells me what her plans are, I tend to hear about them from other members of the team or e mails. She sends hundreds of e mails. I took two days on for annual leave and when I got back it took me all day to action the 90 odd e mails she had sent me while I was off. I'm going to have literally thousands when I go back after my sick leave.

Please don't think I am workshy or lazy. I love my job and my appraisals before she started were excellent.

Fanstown_girl

I am in a union, but they are inclined to be invisible when there is an issue and don't stand up to management.
I sent her an e mail stating that was unhappy at losing all my responsibilities and having my role eroded and she replied saying she wasn't doing that and that we need to work together and communication is the key. The she shuts me out and doesn't tell me anything.

elsien

I don't think you're coming across as lazy or workshy.
But your first step really does have to be to have the face to face conversation with your manager about the changes before you decide where to go next. It's not something you can do by email.

Smodlet

I think elsien is right on the money. The only other thing I can think of is that you go over her head to her line manager and tell them what you have told us.

This woman sounds like one I had to work under once. Everyone on the team left over time. I, like a fool, was the last to go as I loved the work so much but that was private sector and we had no union... I really hope you get somewhere with this insufferable b!tc#.