Can I be sacked?

marliepanda

Snappiness and not having time to train you is emphatically not bullying...

bugslet

Deleted_User wrote: »

I really don't like your tone! you don't know what I went through and I don't have to justify myself to you either.

Bullying is bullying, I don't care what you say.

You don't have to justify, but you did come here for advice and unfortunately it won't always be what you want to hear.

The point is that you didn't see the point of raising a grievance, this is what you needed to do.

The business can't do anything about bullying if it's not raised and even then, and again personal experience, it's very difficult to prove often - it becomes a he said, she said argument. You might say, they were snappy and short when they were training me, they might say Deleted_User was told how to do something a dozen times and never got it. But that is for the business then to investigate, once they have had a grievance.

If you've said that you are not returning to that role, then if I were them, I'd be looking to get rid of you and employ someone else.

Sorry, but the time to ask advice would have been earlier and then you would have been advised in a way that could have brought results.

gingerdad

looking at this from the employers point of view - you've made life quiet easy for them to get rid. you can't exepct them to keep your role open unless you're prepared to go back.

i'd cut your losses before you're sacked and find something else

Lister192065

Have you had any union involvement?

There could be an argument re lack of training under HASAWA 1974 as employers have a legal obligation to keep employees as safe as possible. If an accident or injury were to happen due to the lack of training, the employer would have a case to answer for. Granted you have been with the employer for X amount of time but if the role is different to existing then training is required; Let's agree for a moment you have to use a different style of workstation to your old, with different systems to what you used before,you have not been shown how to properly adjust the system/setup and develop RSI, eye stigma and the like, the RSI causes excessive pain requiring investigation and subsequent surgery to correct. - The employer has failed in duty of care and has to report injury under RIDDOR as worker is off for more than 7 working days.

Speak to a union, get advice and proper help. CWU for done office jobs, UNISON for everything else.

A sidenote, if you've had a condition for more than 12 months, it is classed as a disability under Equality Act 2010.

[Deleted User]

Lister192065 wrote: »

Have you had any union involvement?

There could be an argument re lack of training under HASAWA 1974 as employers have a legal obligation to keep employees as safe as possible. If an accident or injury were to happen due to the lack of training, the employer would have a case to answer for. Granted you have been with the employer for X amount of time but if the role is different to existing then training is required; Let's agree for a moment you have to use a different style of workstation to your old, with different systems to what you used before,you have not been shown how to properly adjust the system/setup and develop RSI, eye stigma and the like, the RSI causes excessive pain requiring investigation and subsequent surgery to correct. - The employer has failed in duty of care and has to report injury under RIDDOR as worker is off for more than 7 working days.

Speak to a union, get advice and proper help. CWU for done office jobs, UNISON for everything else.

A sidenote, if you've had a condition for more than 12 months, it is classed as a disability under Equality Act 2010.

Thank you for your useful post. I contacted the Union on Monday and am still awaiting to hear from them.

The systems are different from what I used to use, I did ask at the interview if training would be provided and I was assured it would, otherwise I never would have taken the job.

[Deleted User]

gingerdad wrote: »

looking at this from the employers point of view - you've made life quiet easy for them to get rid. you can't exepct them to keep your role open unless you're prepared to go back.

i'd cut your losses before you're sacked and find something else

Thank you, I didn't see it as that. My concern is even if I went back the situation with the lack of training wouldn't change.

[Deleted User]

Comms69 wrote: »

suggests your claims of bullying aren't legitimate anyway

How very dare you. I've seen your posts on the other thread. You have some serious issues.

lincroft1710

My opinion is that your employer had decided you were no longer what the company wanted, either because you're not/no longer a team player, or you are not adaptable to change, or lack initiative. However they don't want to dismiss you unless absolutely necessary and would prefer you to resign quietly.

Undervalued

Lister192065 wrote: »

Have you had any union involvement?

There could be an argument re lack of training under HASAWA 1974 as employers have a legal obligation to keep employees as safe as possible. If an accident or injury were to happen due to the lack of training, the employer would have a case to answer for. Granted you have been with the employer for X amount of time but if the role is different to existing then training is required; Let's agree for a moment you have to use a different style of workstation to your old, with different systems to what you used before,you have not been shown how to properly adjust the system/setup and develop RSI, eye stigma and the like, the RSI causes excessive pain requiring investigation and subsequent surgery to correct. - The employer has failed in duty of care and has to report injury under RIDDOR as worker is off for more than 7 working days.

Speak to a union, get advice and proper help. CWU for done office jobs, UNISON for everything else.

A sidenote, if you've had a condition for more than 12 months, it is classed as a disability under Equality Act 2010.

Whilst obviously if the OP were to have suffered an injury as a result of the employer's negligence she may have a valid claim against them.

However, that is quite separate to the current employment dispute.

I hope I am wrong but you seem to be attempting to concoct a H&S issue where none exists!

Finally whilst a condition existing for 12 months or more may contribute to it being classed as a disability it is not as simple as that. In any case, even if a disability exists and the employer has been made aware (or should reasonably be aware) then that only requires them to make "reasonable adjustments". I see nothing in the OP that suggests there is actually a disability. Again I hope you are not suggesting the "disability card" should be played fraudulently?

Comms69

Deleted_User wrote: »

How very dare you. I've seen your posts on the other thread. You have some serious issues.

Just saying it how I see it. Which thread - there's lots.


But let's keep it simple - you're the ones off work; yet i'm the one with issues?...