I dont want to walk as if I do, I loose my redundancy, which is significant.
I don't really understand what this means - maybe you can explain? Do you mean that you have gone over your manager's head to their superiors and contradicted what they (your manager) has offically put on record?I have burned my manager by telling her boss that my manager told me I am not a low performer. This is now with upper management and HR.
I had to deal with an increasingly toxic work environment in my last job (after c. 17 years of glowing reviews and excellent performance) and, in the end, it left me burnt out and I simply decided to quit and take some time off. I have not returned to paid employment since and am de-facto retired for the moment at least. In my opinion you should get out before you start hitting burnout as I did and all the stress and complications that come with that. Ultimately companies don't care about individuals no matter how much lip service they may employ (and we had it in spades!) and unfair treatment is unfortunately common. It reminds me of The Sopranos - "you're only as good as your last envelope".How do people handle these dirty politics?
Are you in a union or staff association? If so get representation. If not get legal advice. Do not represent yourself. If need be take time out through sick (stress) leave. Under no circumstances have ‘talks’ without someone with you.I dont want to walk as if I do, I loose my redundancy, which is significant.
Just start looking for something else.I dont want to walk as if I do, I loose my redundancy, which is significant.
I don't think you can win in a situation like this.
If management decide that you have to go, then you are going to go.
So you need to talk to a specialist employment law solicitor now and build up your case for constructive dismissal.
But start looking for a new job and get a new job first.
Brendan
My redundancy would be just under 200k.
HI Clubman, Yes, I have gone above my manager to her manager to challenge the review, but I also have shown conversations via email where I challenge my manager for what she has to do, which showcases that conversations have taken place where my manager did not want to give it to me, but my manager did not respond to any of these e-mails. I also have recordings of my manager telling me she does not want to give it to me, but obviously, I cannot use that towards my claim as I did not get consent.I don't really understand what this means - maybe you can explain? Do you mean that you have gone over your manager's head to their superiors and contradicted what they (your manager) has offically put on record?
I had to deal with an increasingly toxic work environment in my last job (after c. 17 years of glowing reviews and excellent performance) and, in the end, it left me burnt out and I simply decided to quit and take some time off. I have not returned to paid employment since and am de-facto retired for the moment at least. In my opinion you should get out before you start hitting burnout as I did and all the stress and complications that come with that. Ultimately companies don't care about individuals no matter how much lip service they may employ (and we had it in spades!) and unfair treatment is unfortunately common. It reminds me of The Sopranos - "you're only as good as your last envelope".
I am not the only one impacted. It is more wider within the company. They are hoping that people will just leave and not complete the pip, in turn reducing headcount and not having to pay redundancy.OK, this is non-statutory redundancy.
So they are under no obligation to pay it.
Why don't they just pay this to you if they want you out?
Brendan
Yes, typical hypocrisy from companies with Orwellian overtones in the use of language.I know some people have said PIP are not designed to manage people out but that’s the only way I have seen them work.
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