Grounds for constructive dismissal

scd3scd4

aife wrote: »

Then you're lucky. Your reply suggests you doubt what the OP is saying. A bit like saying your boss is lovely so all these other people complaining must be making it up.
Sadly the British trade union movement has become progressively weaker over the past thirty years ago.
The reasons are complicated - anti -union laws (brought in by Thatcher but left untouched by 'new' labour... ) , fear and insecurity amongst workers , a preoccupation with facile politicking , and in some areas m my own employer included , an over representation of managerial staff and an ensuing cosy relationship between reps and management

No it's not luck after 28 plus years and three different jobs. Not including my wifes 18 years.

There is a big difference between an unpaid Union rep and a full time official. The strength on site also has a bearing. Councils and civil servants which the OP belongs to generally have good representation and numbers. Which my wife has both worked for and has good experience from.

It's a bit like saying....nothing! My advise and others was to take it to the next level. Union reps like everyone else can be better more efficient or have more workload than others. It's no mystery. Our official rep needs a least two-three emails until we get a reply. The local unpaid rep can only be contacted when they are on site unless an emergency.

British trade union movement has become progressively weaker over the past thirty years ago.

They have never been better and more involved where I work.

Fanstown_girl

I'm the only supervisor in the team, so I have no-one to compare to. There is another Customer Service Supervisor in a different location but she is not under my manager and still has all the responsibilities that have been taken from me.

scd3scd4

Over the years both me and my wife have met similar managers. Sit tight, tomorrow she may be gone.

If she has taken work from you. Look on it as positive. You now get paid the same for less. When people ask just reply....."Sorry XXXXx does that now, please ask her." See how long she enjoys that. See if you can ride it out!

TBagpuss

FBaby's advice is sensible, and I suggest that you follow it.

I would suggest that when you have your initial meting with your manager, you do refer explicitly to your job description, and the fact that some of the things she has taken you off are things you are specifically supposed to do, under your JD, and that by removing them she is impairing your ability to do your job effectively.

It may also help to have some constructive suggestions to make. For instance, it sounds as though she is not comfortable with delegating, so it might help if you suggest specific ways to ensure that she is kept in the loop, perhaps to e-mail her once you've arranged the cover for a particular period, so it is clear that you are not trying to keep her out of the lop (I'm not suggesting that you are, but it sounds as though she may be insecure, or unused to letting other people do their jobs)

Smcculloch84

Hi i recently received a email from my boss stating they needed to have an investigation meeting woth me die to a deletion of a company order they stated i could bring any information i thought that would help,i replied to state i couldnt do that as i wasnt given the information that this was about therefore could not take anything with me during the meeting they did alow me to go back to my desk to look into this and my findings were that i didnt know how it happned and that i must of done this by accident im a little woried as i suffered and eptopic in october 17 resulting in 5 weeks of work due to my tube removed and then sffered a miscarridge feb 18 resulting in a few weeks offf as you can imagine i havent been in the best place and have made an honest misteake i was reffered to ocupational health by the company who then did not follow up the report with me and allow any of the conditions that ocupational health had advised them to they were aware i have been going through a difficult time i then informed them on friday that i was again pregnant verry early but from my past hostory i wanted them to be aware i then received the meeting for the investigation on monday when going to the meeting today they talked through this with me i said i understood and that i can only say hat ive made an honest misteak and im not sure how this has happned my manager then stated she was refering this for a dissaplinary meeting with her and hr i feel like as this is the managers decision to refer this or not that she has refered this on the grounds im pregnant and knows i will be off and not based on the actuall issue as its a minor issue and people in the team have made this mistake before and this hasnt happned i also base this on the fact before i had the meeting and she made this decision i had txt her about a team meeting day tomorrow and she told me i was no longer needed for this which to me stells me she already had this intention beforw even speaking to me she then stated i wasnt needed for the day as she will be making changes to the team this was all before the meeting and has lead me to beleive that her intention is to dismiss me as i am currently pregnant and have been under occupational health sdue to my state of mind and physical issues will they be able to have the grounds to do this ? Im so worried and the stress is really getting to me which is not good for my health or my easly 5 weeks pregnancy

marliepanda

You are best to start your own thread as this contains answers to other people!!!8217;s. However, pregnancy does not mean you cannot be disciplined over mistakes.

jobbingmusician

That is good advice, Smcculloch84 - start a new thread by going to https://forums.moneysavingexpert.com/forumdisplay.php?f=141 and pressing the new thread button. You can copy and paste what you have already written, but I would very strongly advise you to break it up into paragraphs by pressing return twice after every few sentences. This makes it FAR easier to read and you will get better responses.

LilElvis

jobbingmusician wrote: »

That is good advice, Smcculloch84 - start a new thread by going to https://forums.moneysavingexpert.com/forumdisplay.php?f=141 and pressing the new thread button. You can copy and paste what you have already written, but I would very strongly advise you to break it up into paragraphs by pressing return twice after every few sentences. This makes it FAR easier to read and you will get better responses.

Bit tricky as the whole post is one single (unintelligible) "stream of consciousness" sentence.

mangog

When you say you work for an LA do you mean a Local Authority, as this doesn't sound like it? In my experience, appraisals are part of the corporate protocols and tracked across all employees with prompts to complete on time, etc. You would also be entitled to a display screen assessment to check your working environment.

This made me chuckle. I work for a local authority and I've had maybe 4 appraisals in 10 years...yes, we're supposed to have them every year, but no one has the time when 60-70% of our colleagues have been "deleted" due to funding cuts and we're all covering 5 people's jobs while getting paid for approximately 0.8 of them...

But that's beside the point. I really feel for you OP. Feeling undervalued at work when you take pride in what you is really tough. I don't have any advice (I think others have covered it better than I could) but I hope you're able to solve this one and get back to the job you enjoy.

sangie595

naughtyjo wrote: »

If you have little faith in local reps contact the union hq and demand to see a full time officer.

Which will get you precisely nowhere.

You phone your regional office and say that you've been having difficulty getting support from your local officials as they seem to be too busy, and you'd like to speak to someone else. That will get you much further than demanding things.

Local authorities do have their own full time officers. There are lots of different "full time officers". They will also have part-time reps in many service areas. However, that doesn't seem to me to be the problem. The problem appears to be that there isn't a lot that the union can do. Let's be clear, and it was said somewhere back in the early stages of this thread - the OP hasn't really done anything.

The OP is currently off sick for an unrelated reason, she has not raised a grievance, and doesn't appear to have even told the manager clearly what her worries and concerns are. She complains that she doesn't get communicated with, whilst simultaneously complaining about the amount of communication! What are the union supposed to do with this? It sounds like a list of grumbles, and there is no capacity in unions to manage lists of grumbles.

That isn't to say that the OP doesn't have valid concerns and claims, but if she is as unclear with her manager and her union as she is here, then is it really any wonder that nobody is listening?

Contrary to her opinion of the written word, these are situations where written words are powerful. They allow you time to consider and amend what you say to people, so you don't get diverted from the point or misunderstood. That's possibly why the manager relies on them. The OP needs to do the same.

"Dear manager... I am very worried about my return to work as, before my surgery, I felt unhappy about the direction my role was going in. I would like to explore these concerns further with you, but I'd like to give you an opportunity to consider my concerns before we speak, so I'm writing them down for you." Then list, sensibly and coherently, what has changed and why that is a problem, and say how the changes are affecting you. That kills two birds with one stone. It makes sense of your issues and makes them clear; and it fulfills the informal part of the grievance procedure.

Then, if that does not provide a solution, you have something to go to the union with.