Is this employer request unreasonable?
Discussion
ZedLeg said:
Hammersia said:
Muzzer79 said:
If one of my staff's Dad turned up to discuss an employment situation, I wouldn't let him in the front door.
It's a mobile phone shop. Not the headquarters of Goldman Sachs. Context.
Hammersia said:
ZedLeg said:
Hammersia said:
Muzzer79 said:
If one of my staff's Dad turned up to discuss an employment situation, I wouldn't let him in the front door.
It's a mobile phone shop. Not the headquarters of Goldman Sachs. Context.
In my experience when you're young you have to put up with all sorts of crap as people know that you know you've got everything to prove and you don't have the experience to know where to draw the line. It's a case of getting as much on your CV as possible and then using it to get a better job. Ironically, the more you have to do that's outside the scope of your core role, the more it can help you in future. Also, more than 25 years' experience has illustrated to me that bullying managers are made of Teflon. Their presence is usually an indicator of a more fundamentally toxic culture in an organisation which you'll never be able to change. Many of them are incompetent people who've been installed by people higher up as they know they'll automatically get the blame for everything, thus leaving those higher up shielded from scrutiny.
ZedLeg said:
Give your child advice and support, don't get directly involved.
^^^ This. Support them. Encourage them. etcIf they want some independent advice, the company might have a confidential advice line (some big companies do) which will be on their HR intranet/employee portal. Or have her call ACAS for free advice.
Hammersia said:
ZedLeg said:
Hammersia said:
Muzzer79 said:
If one of my staff's Dad turned up to discuss an employment situation, I wouldn't let him in the front door.
It's a mobile phone shop. Not the headquarters of Goldman Sachs. Context.
And she's not a child. How many times.......
When I was 18, I started my first job. After 3 months, I was stitched up by management and ended up leaving, not through my own volition. The circumstances were actually not too dis-similar to the OP's daughter's story.
To an 18 year old, this was a big deal - It hit my confidence.....It was a hard lesson in the world not being a friendly place sometimes.
I complained to HR. I complained to management, to the M.D in fact. But I'd only been there a short time, so had no employment rights. I therefore left.
What I didn't do was get my Mummy down there to give them a piece of her mind. Nor did she ask to. She was outraged (as was my father) and offered me sage advice in trying to deal with it, but it was all me dealing with them and all me dealing with the consequences.
I wouldn't have had it any other way and would do the same again.
vaud said:
^^^ This. Support them. Encourage them. etc
If they want some independent advice, the company might have a confidential advice line (some big companies do) which will be on their HR intranet/employee portal. Or have her call ACAS for free advice.
I agree advise and encourage don't get involved directly. If they want some independent advice, the company might have a confidential advice line (some big companies do) which will be on their HR intranet/employee portal. Or have her call ACAS for free advice.
She is 18 with 6 months service what do you think ACAS will do ? Tell her boos no, they are well within their rights to get rid of her for poor sales performance etc,
If her manager is unreasonable and I agree collecting people is, they can get rid of her very quickly. In the first 2 years as long as she isn't pregnant or been discriminated against uncertain protected characteristics there is bog all she can do.
That's why looking for another job is important.
surveyor_101 said:
She is 18 with 6 months service what do you think ACAS will do ? Tell her boos no, they are well within their rights to get rid of her for poor sales performance etc,
Mostly as a lesson in understanding your rights and taking advice as a worker from an independent source. Learning to engage and understand.surveyor_101 said:
I agree advise and encourage don't get involved directly.
She is 18 with 6 months service what do you think ACAS will do ? Tell her boos no, they are well within their rights to get rid of her for poor sales performance etc,
If her manager is unreasonable and I agree collecting people is, they can get rid of her very quickly. In the first 2 years as long as she isn't pregnant or been discriminated against uncertain protected characteristics there is bog all she can do.
That's why looking for another job is important.
Gettibg preggo is probably the most pragmatic option.She is 18 with 6 months service what do you think ACAS will do ? Tell her boos no, they are well within their rights to get rid of her for poor sales performance etc,
If her manager is unreasonable and I agree collecting people is, they can get rid of her very quickly. In the first 2 years as long as she isn't pregnant or been discriminated against uncertain protected characteristics there is bog all she can do.
That's why looking for another job is important.
Hammersia said:
Gettibg preggo is probably the most pragmatic option.
I wasn't recommending it as a solution, its just it as impact on her employment rights, however as an aside if she gets a guy with a decent income it can be a jolly good money spinner, but I digress.I was made redundant in a pretty unfair position including to 3 staff below me. I had 18 months in the job at the time of redundancy started it was only my team that was being cut no other roles. The sacked my boss about 4 months prior. I was then told I was being promoted and getting another member of staff as I was basically doing two roles, I was working M&R 3 days and then also looking after a Joint Venture contract 2 days a week.
Various things didn't sit right I was given/shown the full HR redundancy process on the system sample letters etc on the system. The two people making me redundant were freelance staff a Manager and HR Person.
They didn't follow the process from the get go didn't issue letters shown... I would point this on in the 6 or 7 meetings we had over the 9 step process.
1) Towards the end of the process I found out that someone in the same role as me had be recruited on a freelance basis in an office 50 miles away. His role was not on the structure they showed me. Which had my boss and a junior member of staff.
2) As part of the process I was allowed to provide an alternate business plan/structure for my team. I did and it was rejected as it didn't meet their objectives, when I asked for these objectives as they were not shared.
3)They would only allow me someone working in the same organisation as me, I could not bring a colleague from the Client National Highways.
4) They would not answer questions and it became clear it was just a exercise and not based on retaining any of the at risk staff (the decision had been made). In one meeting when I asked why they stated its a business decision. They would state they would provide info after the meetings, when they didn't do this I would delay and cancel the next meetings.
5)By 3 months plus I was the only person left and had delayed and dragged the process out and taken leave to use holiday knowing the HR person only worked Tue/Thur, so they were my days off. At this point they had 2 more stages to get through and knowing I would hit 2 years service they decided to skip the last to and go to decision again claiming their process was a guide and not set in stone (I agrued their ISO etc relied on compliance with such processes).
I had secured an alterative role by this point and they were cagey and stated I would being taking action etc. They asked what I wanted, I asked for 6 months pay in lieu and we settled on 4 and glowing reference.
I got advice and due to the lack of 2 years service I was told I had little recourse but I made the best of it, I gleamed from this you have very little rights under 2 years.
Edited by surveyor_101 on Saturday 18th March 16:14
Edited by surveyor_101 on Saturday 18th March 16:16
Sy1441 said:
As an owner of several mobile phone stores for a large global brand I've found this thread quite amusing. Just tell her to say to her manager she doesn't want to cover the other store. She'll either be left alone or fired as she's contractually obliged. Either way problem sorted.
So a) you think it's funnyb) you don't care wether she gets
sacked.
I bet you're a great manager.
Super Sonic said:
Sy1441 said:
As an owner of several mobile phone stores for a large global brand I've found this thread quite amusing. Just tell her to say to her manager she doesn't want to cover the other store. She'll either be left alone or fired as she's contractually obliged. Either way problem sorted.
So a) you think it's funnyb) you don't care wether she gets
sacked.
I bet you're a great manager.
Yeah, great manager.
Super Sonic said:
So a) you think it's funny - I Said I found the thread amusing.
b) you don't care wether she gets
sacked. - I didn't say that if you read back, I was giving my advice.
I bet you're a great manager - I am thanks, and a pretty effective multi organisation director also if my P&L's are to be believed.
b) you don't care wether she gets
sacked. - I didn't say that if you read back, I was giving my advice.
I bet you're a great manager - I am thanks, and a pretty effective multi organisation director also if my P&L's are to be believed.
Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff