Harassment?

My line manager has some kind of issue with me and at times has been very hostile, including shouting and swearing at me. I recently had my appraisal with him which was quite negative and he brought up something I'd been involved in on a personal fun thing a few months back and accused me of being disruptive, although he did not address this with at the time. In my actual written appraisal the wording was much harsher and he also included comments that were not actually discussed at the review. Is this legal? I am now being asked to sign the document and I don't think I can but neither do I want to make life more difficult than it already is.

if you disagree with something said at the performance review meeting refuse to sign it.
This document may be used to beat you over the head with at a later date.
Approach the manager, explain to him that you disagree with certain aspects of the document and ask jhim to change it.
If he refuses then put the request in email format so that you have a formal record.

Thanks Brian. Failing that do you think I should take it any further than refusing to sign it? It's been suggested that it is actually a form of bullying and recently I also got called unexpectedly to a meeting with him where he was obviously fuming and no matter what I said I got shot down.

If he doesnt give you a satisfactory reponse go to HR or his manager. I had a manager who in a goal planning form crossed out everything I had written and just wrote MATERNITY LEAVE across it instead because I was pregnant at the time. I signed it just to get out of it and I really shouldnt have, on a different day I would have blown a gasket.

You're joking, Sandrat!!! Some managers think they are above the law, don't they?
HR regretfully is very ineffective so may need to follow your advice and go to his manager. Really appreciate the responses - thanks lots.

happened to me 2 years ago, at the time i was even on maternity leave, so the review didnt happen in person, it was just forwarded via email. it was very negative, not constructive and contained false/ misleading information.
i sat down, typed off my response to it (quotes etc.) - took me half a night as i wanted to keep it as accurate, political correct and constructive as possible. i stuck to facts and figures only and did not include any personal feelings (my managers review only contained her personal views rather than facts and figures). i sent it off via registered post, received a note via email again that it has been received and acknowledged and nothing more was done. my manager didnt even mention it to me again when i returned to work 4 months later. but what was important to me, was that i showed no approval/ acknowledgement of her review and i made sure my document went on my file so whenever there is a review of me as an individual - future managers (and also my new one now) are able to get a more accurate picture of me as the employee rather than just the bad review my manager had typed off with nothing but personal (bad) views of me.
good luck with it and keep your head up!!! some managers really need some kicking. :mad:

p.s.: if you broke the policy rules in the past and it has not been brought to your attention at the time, it cannot be used against you now at a later stage. misconduct of any sort need to be addressed immediately.

I'm so glad I posted this question because I'm getting some great advice and I have to tell you I really appreciate it. Good idea to put my own response on file, that way there's a record of my version. The temptation to get emotional is strong but I know I need to stick to the facts. Do you think I should include things that have happened with him over the years or just stick to the year that's gone out? I didn't break any policy rules, I just found out at my appraisal that he was ****ed off about something that he never mentioned at the time (4/5 months ago).

ya i know the temptation to get emotional is there but if it makes you feel better, i had a good rant with my best friend who patiently listened to it afterwards my head was clear and fresh to put facts and figures down on paper. i didnt think you broke any rules but in your managers head it seems to be all the same otherwise he would know employment law better i.e. should have made you aware of problems when they occured
when you write down your report just stick to the last year - thats what i did. the more facts and figures you can present, the more ridiculous he will look like and if he has a manager who is any good, your managers review for you will be questioned.

Thanks, Alaska!