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Found 3 results

  1. Thank you for your time and advice. We're looking for some general advice on this issue regarding my partner who is off work with depression caused by her workplace. The employer has told us they will visit this Thursday to "discuss her absence". Here's a bit of the back story: Mt partner is a Cleaner. She is off work due to depression, this was caused by her undergoing treatment for recurring miscarriages and her Manager moving her from a job she was happy in to another part of the company where it is very quiet, no interaction and a totally different world than where she had been. My partner asked to be moved back but was told it is not possible. She thinks she was only moved because her Manager had to cover 6am to 7am as she couldn't get into work for 6am. Funnily enough, the person who took my partner's old position starts at 6am (!) Events and Mismanagement that has led to my partner's Depression: 1. She was late for work twice when the buses here were effected by a huge amount of roadworks (which was front page news). Her bus simply didn't turn up two days in a row and she had to wait for an alternative bus (the following days she caught a taxi rather than lose her job). Both times she rang the Manager and let her know. All seemed okay until over 2 weeks later when her Manager issued her with a stage 2 warning for absence (not even a 'late'!). Luckily I was able to speak directly with the city bus manager who kindly emailed a letter explaining the missing buses and her Manager took the warning off her record. It was like a letter from Mummy for not having a PE Kit! 2. A few days later (revenge?). My partner received a printed warning document detailing things that would need to be improved in her cleaning duties. These included a set of stairs that experience 24-hour high traffic from hundreds of staff which she was warned were dusty and dirty. She was told another inspection of her work would take place on 4th April and if it wasn't satisfactory a PIP Procedure (warnings that can lead to dismissal) would be put in place..skipping the written warnings stages completely! Two weeks later she had the Thursday 23rd and Friday 24th March 2017 off as holiday. My partner went back on Monday 27th March 2017 and was called her into her Manager's office and told that the showers had body-fat in them, even though she had worked hard to make everything A1 before her days off. Her Manager then said "Just because you signed that warning, doesn't mean you can F?cKing slack off anywhere else!" (Bullying?). 3. Two days later (29th March 2017), My partner had a small operation to investigate the fibroids the hospital believe have caused her recurring miscarriages. She was not allowed this as unpaid leave and had to work before going to the hospital. She had to go work the day after the operation too. On the day after the operation she was taken home by the people she cleaned for in FOST and they phoned my partner's Manager to complain; which no doubt will be mentioned in the absence meeting and my partner blamed for it! Anyway, that date was 30th March which was the last day she worked and has been off with depression since. 4. On 24th April we received the letter saying they'll be coming to our home on 4th May 2017 to discuss her "illness, current health status, long term diagnosis, current abilities and when you might be fit to return to work. And also to gain authorisation to contact your GP for a medical report." - We appreciate any advice you can give and for reading this long post. If you can advise on what we should do at the 'Meeting to Discuss Absence' and whether we should print off this post and discuss it or if that would probably mean them finding an excuse to get rid of my partner? She has had depression all the time she's worked there (10 years) and never had long-term sick so could they sack her for depression knowing she has it anyway (last year she had a miscarriage and went sick with depression) Would she have the right to be asked to be moved and, if so, would they have to move her to a post that has the same hours/amount of hours? Staff who have complained in the past have always ended up sacked Finally, their letter says she can have a member of staff/Union Rep (unfortunately not in a union) at the meeting but I intend to be their. It is our home so can they say I can't be there? We will also be recording the meeting, as it is our home do we legally have to tell them so?
  2. I wonder is anyone has some advice. The company I work at is in a lot of financial trouble and is trying to combat this by sacking the easiest targets it can find. Disciplinary procedures have not been followed in lead up to this and no notice or severance pay is being given. I have seen other threads that talk a lot about the 12 month requirement to employment rights. The company recently underwent a merger in which ALL employees were made to sign new contracts. Does this mean that no-one will have their SER's ?! Also, I personally have been there for 15 months but have changed roles 4 times (2 promotions and 1 change of department) - would I have to have been 12 months in my current position? Just want to be well armed with information in case my time comes !! They have been skirting on the borders of employment laws on a few issues, but this one really takes it, and if it comes to it I would like to fight them on it. Any help would be appreciated ! Thank You
  3. Hello all Just a quick one. If someone is offered Secondment, but has not accepted or signed agreeing to it - how is it viewed in employment law if said person is then told that on a specific date they will no longer be employed by their original employer? No start date for the Secondment has been agreed with the new employer. Thanks for any replies.
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