Employment problem name calling and probation.

[heather]

Hi I used to work for my employer under an agency from Feb - Mid July 2011. I was made permanent late July so no longer working through my agency. I am on probation period for 9 months so I have at least 5 months to go.

Today my supervisor screamed at me for not putting in full notes regarding a client, she made it out that it was my entire fault although other people have not made the significant milestones regarding this client. In front of another colleague she said my notes were disgusting and repeated it 3 times.

I told her that she did not have to talk to me in this way especially shouting at me in front of other staff.

In the past she has said I have '****y files' which she denies, called me a 'minger' also names me as 'stig of the dump' because my desk gets in a mess. Although her best friend and other colleague have left a serrated knife on the desk with crumbs on but she says nothing to her.

I have told her in the past I have dyslexia, dyspraxia, depression and anxiety. She never really has anything positive to say about me; she makes me feel small and thick (although I have studied a professional qualification). she always on dating sites where other s are showing their private parts, she sometimes sends them pics of hers, she has ripped up her top without notice showing her boobs, talks negatively against travellers imitating an Irish voice.

she has really has made my depression worst I have a little boy to look after so trying so hard not to effect him, but she has damaged my confidence, feel ill, headaches. Now the manager wants to speak to me.

Do I have a case for direct discrimination, plus can they get rid of me due to my probation period?

[papasmurf1cx]

Hi Welcome to the site.

 

You possibly have a case. Before you even think about it though, you should consider a grievance. To be honest the length of time that you have been there (although not a bar to a discrimination case going to the ET) is not very long as a permanent member of staff, and if you lost the grievance you may find your position to be unworkable. They could engineer circumstances to get rid of you without too many problems for them. Employment rights don't kick in until 12 months permanent service unless discrimination related.

 

You have to weigh up the pros and cons of raising a grievance and then when you lose that (and most do when complaining about management) do you have the means and capacity to then take it to an Employment Tribunal.

 

if you are convinced you want to do this then I suggest you start gathering evidence which would prove the case before putting in a grievance. Ensure you have independent means to take it to a Tribunal eg legal protection insurance for employment disputes.

[fcumred]

Having been in a similar situation the advice I would give is to go to a senior manager and express your concerns. Explain your difficulties and more importantly explain what precisely she is doing that affects you. If you can get colleagues to support your case then so much the better.

 

Rather than looking to claim for discrimination which can be tricky to prove because if she's like it with others then that constitutes **** poor management skills as opposed to singling you out for abuse because of disabilities.

 

If you have a sympathetic senior manager who is worth their salt they will have a quiet word in her shell and tell her to back off. It certainly wouldn't be in her interest to then continue persecuting you once its been raised with senior managers. Very often a quiet little word in their shell is enough to warn them off and jolt them into realising its not the way to act and irrespective of your ability, to publicly abuse you and intimidate you makes her actions less professional and thus her actions are no better than yours.

 

The other simple route which often proves to be effective is ask to talk to her in a one to one meeting and ask her to explain her complaints so that you can take them on board. Be prepared to accept criticism and listen. Then explain that whilst you may have shortcomings you feel her behaviour amounts to bullying and that you are prepared to work harder and try to get it right, but you need support and help not abuse and ridicule. Tell her firmly that you will not accept insults.

 

If theres ways you can improve then ask her to tell you what they are. Ask for further training. Ask for guidance.

 

Make sure though that you are clear you will not tolerate this behaviour and if she persists then you will make a formal grievance against her and bring the matter into the open.

[heather]

Had a little bit of legal advice today, as supervisor singles me out for this discrimination seems i may have a case, also because she makes me feel uncomfotable when shes throwing her breast around in the office showing pictures of mens penis on her phone, showing her stuff as well could amount to sexual harrassment.

 

Also spoke to manager to have time off she said, big no no, manager soooo ignorgrant about my disabilities it is like she is saying actually your to blame...no confidence with her.

 

Really small office with just 4-5 people who have known each other for years, unlike me.

 

I just want to leave....because i did not escort a client away when she was having go at somone in the communal areas of the office they now may put a grevience, warning on me. so really i'm going to see a solicitor next week i will be able to receive legal aid as well.

 

It is impossible to work there, because i have a disability I work slower....and ive noticed they are trying to trip me up.