Hi,
Should I initiate the grievance process at work? Here is the situation.
Given how hard it is to prove constructive dismissal, i think my case is very hard to prove out, but i feel like iv no choice but to try.
At the time that he said it i had just returned from 1 week of certified sick leave and people would have had to pick up the slack while i was out.
If there ever were a case for trade union representation, this is it. I'd love to be representing you
If the first mention of the need for a PIP was at year end then they have to prove that the issue only arose between mid-year and year-end, if performance issues arose before then it's not fair not to have mentioned it at your mid-year review.The difficulty is...
My employer may be able to stand over their performance appraisal, to some extent.
I feel that some of the feeback is inaccurate/incorrect.
From a procedural perspective, i was only given the various feedbacks at my yr end conversation and indirectly by my manager and this is when i was also told i was going on a PIP. Most of the feedback is from other individuals that i had worked with. I would have expected an oportunity to discuss the feedback with the feedback giver.
Iv read the unfair dismissals act and i think i might have a case under penalisation.
Id be interested to hear peoples view or questions.
It seems to me that Leper was looking at the Facts (as presented as such by the OP). If we take him as honest then it seems like a perfect scenario for appropriate representation (be that lawyer or Trade Union Rep) to support someone who seems to have been punished for the simple fact of being sick, during a pandemic?Hes not wrong, this is what happens when people are out sick. Some companies can manage it better
And this is why I have disdain for modern trade unions of today.
You/they just swan in with a big stick and do everything in their power to bring companies to their knees, without looking at the facts, as facts are meaningless where trade unions of today are concerned.
I run a small company, if an employee is out sick, others need to pick up the pace. Thats life today in a small business. Employees have been out sick, some very seriously ill over the years, and Im talking months, I work around that so, don't throw the nonsense about people getting ill, and employers do not accept that ect ect.
We had a trade union come into my place of work many years ago, some of the employees decided to form together to teach the bosses a lesson on strength, and what havoc a trade union can bring to the company. I and a small selection of good lads rejected such a move. The union came in, and with in a few years, the all left, I run the company now, no union, with the same motley crew who knew the damage unions of today can bring to a great company.
Grievance, give me strength.
did you punish employees for being sick
Do you not think that on the facts as presented the OP has a rightful grievance?
If there's nothing to represent, trade unions remain quiet.
are you just using this thread to have a go at trade union
When i returned from this sick leave i was moved off the project.
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