Hi, my company has a grievance procedure (I looked at it) but there is no timelines for HR to gte back to me. The grievance procedure does not differenciate between the employer taking the employee into a grievance procedure and the employee taking the manager/employer into a grievance procedure.
In my case I highlighted that it was urgent to solve the case as the additional work that my manger asked me to do against the recommendation of the senior director for which I work for shall be done by today and I am unclear as to whom as the right to ask me to do what?
Also are they allowed to give me work until very late and stop me going back to my other and personal duties?
You have been very helpful Jenny. You talked about bullying.... i m glad you used this word. That s exactly how I feel and felt over the past 2 years but bullying is so hard to prove. There are comments being said on a regular basis but often verbally. I am glad that my current manager made, on Monday, what he must now considers "a mistake". He replied to my email to HR (to which he was cc) saying that indeed he considers un acceptable for me to leave at 4 or 6 pm, even though I started work at 8.30 and that his intention is to give me more work (because him he works until 11 pm). This email can act as evidence. What do you think I should do with that email? (I already forwarded it to HR)
(PS: My contract of employment states 37 h / week + a possible 10% that may be required to accomodate business needs. Since I work 8h a day I m already doing this additonal 10%).
The second evidence I have is my end year appraisal. I have had one single goal and objective for last year and although I have been employed as an IT and Finance manager this goal was for me to present the end year result of the Global functional ressourcing team to a senior VP.
I got a very bad appraisal because "my presentaion skills" are poor (as they say), but the contend was great. The Finance VP is not an expert in presentaion, his expertise are limited to finance and so are mine. I should not have been rated on that, surely.To me, my manager is setting me up to fail.
What do you think about having one objective for the year that is set around 1h presentation and subject to one person's comment?
There is also the following element: my current manager was supposed to put me on a peformance improvement plan (PIP), because I had a bad appraisal and all employees having a bad appraisal must be put into a PIP.
On this PIP the manager is suppose to define a plan to help the employee progress.
However my current manager refused to do it, and told me, during a face to face meeting, that having one objective for the all year, set around a presentation looks like constructive dismissal, that he does not have any issue with the work I produce, and that he does not want to be part of that PIP. So I haven t been put into PIP although HR made it a requirement.
It is so obvious that there is something wrong here but I do not know how to properly raise my concern, as you did above. Can you help me here and put in words what all of this means, legally? (i.e. bullying or constructive dismissal).
What I would really like is for me to start reporting back to the Head of the global functional ressourcing unit for which I work for as it is very strange for me to report to another unit. Does it sound "normal" according to employment law, for an employee to report to someone outside his own team?
I just want a "normal" and "standard" working environment. I tried to leave but the economic situation is such that it does not make it easy to find another job.
I felt down for so long, I even put on weight of more than 3 stones over the past 2 years because of this. This is the first time I feel that I stand up for myself.
Thanks for your help.
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