Employer accusing workers of abusing companies sick pay

holow666

Comms69 wrote: »

I'm not?


I have yet to see a single person who agrees with you that's all. Perhaps they're hiding in the shadows waiting to provide a golden ticket to resolve this.

ye thats a good one hope there is someone around haha

Comms69

holow666 wrote: »

is that what you should do if employer start treat you unfair? Run like a chicken? As someone mentioned this is workplace, worker is not a thing - and when employer employ a worker, he makes a commitment treat him like everyone else, not treat him like a dog if he wants. In many comments i feel no respect for employees at all.

I can tell you now, I can legally pay someone to sit on their backside all day, and I can pay you to work all day.


I can legally give them annual leave whenever they want, and I can make you takes yours as 1 day a week for 28 weeks.


I can legally treat two people very differently and NOT be breaking the law.


You seem to think that the employer MUST treat you fairly; that is not the case.


If you have proof that is not the case, present it.

spadoosh

holow666 wrote: »

Why you making such an arrogant statement behalf of everyone? Your opinion is yours, not everyone.

Youre confusing fairness with the law. Fairness is based on a person beliefs and views. Laws arent.

The easiest way to describe this was up until recently it was illegal for same sex couples to get married. For a lot of people they would deem that unfair yet it was the law that prevented them from doing it.

If your dealing with something you believe unfair and isnt protected by law (it doesnt sound like your issues are) your options are pretty limited. You either campaign to get the law changed, remove yourself from the situation you deem unfair or simply grin and bear it.

As it is the law allows the company to adhere to its contract whether you deem it fair or not.

JCS1

holow666 wrote: »

Your position at the union, not necessary mean you defend workers right, and lets not bring this as your proof of bias or not bias side.

That is clear bias statement supporting employer, by the way this days most of employers use bullying tactics to force workers do unachievable targets, come and work being sick, and so on... lets pretend their reasonable explanation to workers would be: that's a workplace not a playground.
However, from your most said info, you don't respect workers rights and thank god i'm not in your union.

1. I never stated that I worked for a trade union. The person you quoted does. Please ensure your facts are correct before making comments and accusations.
2. If you are going to edit quotes, please attribute them to the correct person. You have me saying something I did not - and I have reported your post for this.

holow666

Comms69 wrote: »

I can tell you now, I can legally pay someone to sit on their backside all day, and I can pay you to work all day.


I can legally give them annual leave whenever they want, and I can make you takes yours as 1 day a week for 28 weeks.


I can legally treat two people very differently and NOT be breaking the law.


You seem to think that the employer MUST treat you fairly; that is not the case.


If you have proof that is not the case, present it.

Well now i understand you, they can treat different ways. But if they policy said treat only one way, they should treat one way. Only if there's a reason to break this policy, if worker did something against it then its ok. But when they treat worker against the policy because of they own false decision, that becomes unlawful and unfair( breaching trust and confidence). And ofcourse i need to have a proof of that, no doubt.
This is same with dismissal, if you did something wrong, they can dismiss you and they will be right, but if they dismiss you when you did not done anything wrong, but they accuse you falsely and base on that dismissed you, that is unfair dismissal

holow666

JCS1 wrote: »

1. I never stated that I worked for a trade union. The person you quoted does. Please ensure your facts are correct before making comments and accusations.
2. If you are going to edit quotes, please attribute them to the correct person. You have me saying something I did not - and I have reported your post for this.

I apologize i just using this forum first 2 times, so was confused operating reply, sorry

holow666

spadoosh wrote: »

Youre confusing fairness with the law. Fairness is based on a person beliefs and views. Laws arent.

The easiest way to describe this was up until recently it was illegal for same sex couples to get married. For a lot of people they would deem that unfair yet it was the law that prevented them from doing it.

If your dealing with something you believe unfair and isnt protected by law (it doesnt sound like your issues are) your options are pretty limited. You either campaign to get the law changed, remove yourself from the situation you deem unfair or simply grin and bear it.

As it is the law allows the company to adhere to its contract whether you deem it fair or not.

No i'm not confusing it. The relations between worker and employer is regulated by law. Making false accusations to worker is a breach of trust and confidence, that is unlawful, so they can not treat you different and unfairly by breaching trust and confidence.

Comms69

holow666 wrote: »

Well now i understand you, they can treat different ways. But if they policy said treat only one way, they should treat one way. - the policy wont say that. Only if there's a reason to break this policy, if worker did something against it then its ok. - that's a nonsense. But when they treat worker against the policy because of they own false decision, that becomes unlawful and unfair( breaching trust and confidence). And ofcourse i need to have a proof of that, no doubt. - no, you need a new job
This is same with dismissal, if you did something wrong, they can dismiss you and they will be right, but if they dismiss you when you did not done anything wrong, but they accuse you falsely and base on that dismissed you, that is unfair dismissal

No it's not. Employers only need a reasonable belief it's true.


Please don't make up the law.

Comms69

holow666 wrote: »

No i'm not confusing it. The relations between worker and employer is regulated by law. Making false accusations to worker is a breach of trust and confidence, that is unlawful, so they can not treat you different and unfairly by breaching trust and confidence.

That's not true. It's just what you hope is true.

jobbingmusician

holow666 wrote: »

Well now i understand you, they can treat different ways. But if they policy said treat only one way, they should treat one way. Only if there's a reason to break this policy, if worker did something against it then its ok. But when they treat worker against the policy because of they own false decision, that becomes unlawful and unfair( breaching trust and confidence). And ofcourse i need to have a proof of that, no doubt.
This is same with dismissal, if you did something wrong, they can dismiss you and they will be right, but if they dismiss you when you did not done anything wrong, but they accuse you falsely and base on that dismissed you, that is unfair dismissal

The policy doesn't say 'they will treat only one way', though, does it? It says CSP is discretionary, if I have understood this correctly. If something is discretionary, that strongly suggests it will be treated in different ways depending on discretion. Of course it would be sensible of the employees to monitor this discretion to see that the employer is not - knowingly or unknowingly - applying the discretion so that it discriminates against any protected groups.

Discretionary CSP can be anywhere on a spectrum of 'we will deny CSP only if we really think the one employee in 1000 is taking the p' to 'we will give CSP only if someone has a life threatening illness or accident and is admitted to hospital with this'.

And by the way, dismissal is not unfair if the employer acts as a reasonable employer and has a (reasonable) belief that you did something wrong, whether or not you did it. (Assuming they follow their own disciplinary policy and apply it correctly, of course.)