Bit of help please.....
Discussion
Right the OH was suspended from work pending investigation about a 6 weeks ago.
3 weeks ago she had a meeting with her boss and union rep as a witness.
After the meeting she was absolved of all charges and her boss is in deep water for wrongfully suspending her.
She has now applied to move to another office doing the same role, as she has no faith in her boss at her current office.
The trouble is she has recieved a letter from her (potenially) new regional manager saying that her case will have to wait as he has changed his annual leave and will have to wait till 15th Sept!
The OH is getting really stressed about this, she is on basic pay and has been diagnosed by the doctor as having stress directly caused by this incident.
Now I don't know what route to tell her to take? My opinion is go the whole hog and get legal on them for
a). causing undue stress
and
b). loss of income due to being wrongfully suspended, granted she is on basic pay bu this is not the same as if she was actually at work.
This is a VERY large company that is Government funded and not in the private sector if that is of any relevance.
Over to the great minds of PH, I'm not sure if this should be in SP&L so feel free to move mods if you see fit
3 weeks ago she had a meeting with her boss and union rep as a witness.
After the meeting she was absolved of all charges and her boss is in deep water for wrongfully suspending her.
She has now applied to move to another office doing the same role, as she has no faith in her boss at her current office.
The trouble is she has recieved a letter from her (potenially) new regional manager saying that her case will have to wait as he has changed his annual leave and will have to wait till 15th Sept!
The OH is getting really stressed about this, she is on basic pay and has been diagnosed by the doctor as having stress directly caused by this incident.
Now I don't know what route to tell her to take? My opinion is go the whole hog and get legal on them for
a). causing undue stress
and
b). loss of income due to being wrongfully suspended, granted she is on basic pay bu this is not the same as if she was actually at work.
This is a VERY large company that is Government funded and not in the private sector if that is of any relevance.
Over to the great minds of PH, I'm not sure if this should be in SP&L so feel free to move mods if you see fit
FFS, I know i'm not privvy to the whole information, but stress? Tell her to grow a pair. People used to deal with stress etc fine, now it's a reason to sue and / or go on Prozac.
^^ there, now I've got the obligatory "1st post = abuse" done, if they were truly in the wrong maybe (but I wouldn't). If it's a grey area and she knows there was some fair ish reason for the suspension, deffo no.
^^ there, now I've got the obligatory "1st post = abuse" done, if they were truly in the wrong maybe (but I wouldn't). If it's a grey area and she knows there was some fair ish reason for the suspension, deffo no.
Graham E said:
FFS, I know i'm not privvy to the whole information, but stress? Tell her to grow a pair. People used to deal with stress etc fine, now it's a reason to sue and / or go on Prozac.
^^ there, now I've got the obligatory "1st post = abuse" done, if they were truly in the wrong maybe (but I wouldn't). If it's a grey area and she knows there was some fair ish reason for the suspension, deffo no.
There are issues that i am not going to discuss on here which have left her in a 'fragile' state of mind, and her work is aware of this. So the "grow a pair" isn't really necessary TBH.^^ there, now I've got the obligatory "1st post = abuse" done, if they were truly in the wrong maybe (but I wouldn't). If it's a grey area and she knows there was some fair ish reason for the suspension, deffo no.
No absolutely not the suspension was 100% the employers fault, allowing her to be in the office by herself (which is against company regulation) and left to count stamps (a hint to her employer) by herself an mis counted by £38.00 due to having to serve customers as well as the other roles she does.
speed_monkey said:
BrabusMog said:
Her first port of call should be the CAB. It is hard to advise without knowing all the in's and out's of the problem, so get her to go there.
I told her to march her arse down there this morning as soon as she told me about the letter.She needs professional advice, not internet ramblings. The CAB should be able to recommend some decent experts.
ewenm said:
speed_monkey said:
BrabusMog said:
Her first port of call should be the CAB. It is hard to advise without knowing all the in's and out's of the problem, so get her to go there.
I told her to march her arse down there this morning as soon as she told me about the letter.She needs professional advice, not internet ramblings. The CAB should be able to recommend some decent experts.
i'd get her to speak to HR, explaining all the above and get them to either:
a] extend the current leave until the 15th
b] let her work in another dept. even if only on a temp. basis.
c] hold some kind of reconciliation mtg with her manager.
as with everything, there's only one side of a story here. her manager may well not cause her any further trouble, or he could be a PITA. in the case of the former she should go back to work, in the case of the latter HR will know the score and arrange an alternative.
a] extend the current leave until the 15th
b] let her work in another dept. even if only on a temp. basis.
c] hold some kind of reconciliation mtg with her manager.
as with everything, there's only one side of a story here. her manager may well not cause her any further trouble, or he could be a PITA. in the case of the former she should go back to work, in the case of the latter HR will know the score and arrange an alternative.
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