Hi, I would agree it can be quite mind blowing to try and get some kind of sensible order so how about asking those in your organisation who went through the current induction and get some feedback. Once they've had some time to settle into the job they will be able to reflect on what they learnt and the associated value, so it may be worth getting their thoughts as well. Good luck! :-)
Hi, I've only just picked up this thread and whilst I cannot add anything to the already excellent advice I wanted to offer my sympathy for your situation. I was subjected to similar treatment some years ago by a female colleague who was well known for being troublesome. She submitted her resignation on the pretext of a pile of trumped up rubbish about me, she persuaded her clerk to do the same and encouraged my two clerks to submit their resignations as well in the belief that HR would receive 4 resignations and having investigated the reasons for the resignations, would immediately remove me! On the basis that the company couldn't lose 4 employees because of me! Thankfully the HR manager spotted the problems and supported my application to move to an altogether different department much to my relief. As for the troublesome employee she continued to cause waves long after my departure ... I sincerely wish you the best and however hard it might be please remember - these people are nothing more than cowardly bullies and I really hope there is a silver lining somewhere. You deserve better.
Hi Ian, having previously experienced relocation of employees I sent reminders to advise those eligible that the deadline for claims was approaching. Was this done in your case? Personally I feel inclined to say too bad, the period for making a claim has passed but would be interested to hear how the employee was treated as the claim period came to an end and if any communication was recorded.
I agree with Alison, whilst I applaud your organisation for mediating, the lack of impartiality may not be altogether conducive to finding a suitable solution. Are you able to source an external mediator?
Hi Jessie, building on Lara's excellent reply I would also add some comments where you have learnt something from this working relationship and how you have used this to handle your boss. For example, I've got a tendency to seek praise and approval from bosses which hasn't always been a priority for some people I've worked for. So rather than focus on how much they lack this quality I try to adopt a thicker skin and not let it get to me. I think that whilst prospective employers are not blind to various difficulties between managers and subordinates they do like to see how individuals adjust and adapt to their environment without getting too worn down by bitterness and recriminations. Good luck with the job hunt! :-)
Stephen, I'm really sorry to hear of your job situation and having been unemployed for various periods for the past 15-odd months I know it's not a pleasant place to be. However, what recompense would be appropriate in your situation? Regretfully the economic climate is incredibly volatile and I'm hearing regular horror stories of jobs which are here today but gone tomorrow. In my case applications for my current role closed in September, then went on hold and resumed taking applications before closing in early November. Thankfully luck was on my side, albeit in securing a fixed term role until July 31st and working only 19 hours per week. Without wishing to belittle your situation it is actually quite pleasing to hear you will receive one weeks' pay, that's pretty impressive however I acknowledge it does little to appease your situation. By all means contact your local CAB or investigate any legal helpline available through any insurance policies you may hold but I'm doubtful there will be better news for you. Whilst I acknowledge it may not sit comfortably can you approach your ex employer and explain what has happened? Reinstating ex employees is not completely unusual these days .... Good luck with whatever you do next.
Hi Marie, presumably there will be similar difficulties with scoring new employees or those new appointed to their role. In which case your scoring system could include a score which is applied to those who cannot be rated owing to the reasons you describe or have not been in their role long enough. :-)
Tracey, can't claim to be an expert in this field but I'd say you're on dodgy ground to state the holidays are lost for this pregnant employee. Given that she has had to commence her maternity leave in accordance with maternity law that means the holiday cannot be taken through no fault of her own. I'd be interested to hear other views but I would say arrangements should be made to carry over her untaken leave.
My discussion replies
Hi, I would agree it can be quite mind blowing to try and get some kind of sensible order so how about asking those in your organisation who went through the current induction and get some feedback. Once they've had some time to settle into the job they will be able to reflect on what they learnt and the associated value, so it may be worth getting their thoughts as well. Good luck! :-)
Hi, I've only just picked up this thread and whilst I cannot add anything to the already excellent advice I wanted to offer my sympathy for your situation. I was subjected to similar treatment some years ago by a female colleague who was well known for being troublesome. She submitted her resignation on the pretext of a pile of trumped up rubbish about me, she persuaded her clerk to do the same and encouraged my two clerks to submit their resignations as well in the belief that HR would receive 4 resignations and having investigated the reasons for the resignations, would immediately remove me! On the basis that the company couldn't lose 4 employees because of me! Thankfully the HR manager spotted the problems and supported my application to move to an altogether different department much to my relief. As for the troublesome employee she continued to cause waves long after my departure ... I sincerely wish you the best and however hard it might be please remember - these people are nothing more than cowardly bullies and I really hope there is a silver lining somewhere. You deserve better.
Hi Ian, having previously experienced relocation of employees I sent reminders to advise those eligible that the deadline for claims was approaching. Was this done in your case? Personally I feel inclined to say too bad, the period for making a claim has passed but would be interested to hear how the employee was treated as the claim period came to an end and if any communication was recorded.
I agree with Alison, whilst I applaud your organisation for mediating, the lack of impartiality may not be altogether conducive to finding a suitable solution. Are you able to source an external mediator?
... to Tara, got your name wrong. :-(
Hi Jessie, building on Lara's excellent reply I would also add some comments where you have learnt something from this working relationship and how you have used this to handle your boss. For example, I've got a tendency to seek praise and approval from bosses which hasn't always been a priority for some people I've worked for. So rather than focus on how much they lack this quality I try to adopt a thicker skin and not let it get to me. I think that whilst prospective employers are not blind to various difficulties between managers and subordinates they do like to see how individuals adjust and adapt to their environment without getting too worn down by bitterness and recriminations. Good luck with the job hunt! :-)
Hi Jane, have you contacted the pension provider to check if they have any rules on this? :-)
Stephen, I'm really sorry to hear of your job situation and having been unemployed for various periods for the past 15-odd months I know it's not a pleasant place to be. However, what recompense would be appropriate in your situation? Regretfully the economic climate is incredibly volatile and I'm hearing regular horror stories of jobs which are here today but gone tomorrow. In my case applications for my current role closed in September, then went on hold and resumed taking applications before closing in early November. Thankfully luck was on my side, albeit in securing a fixed term role until July 31st and working only 19 hours per week. Without wishing to belittle your situation it is actually quite pleasing to hear you will receive one weeks' pay, that's pretty impressive however I acknowledge it does little to appease your situation. By all means contact your local CAB or investigate any legal helpline available through any insurance policies you may hold but I'm doubtful there will be better news for you. Whilst I acknowledge it may not sit comfortably can you approach your ex employer and explain what has happened? Reinstating ex employees is not completely unusual these days .... Good luck with whatever you do next.
Hi Marie, presumably there will be similar difficulties with scoring new employees or those new appointed to their role. In which case your scoring system could include a score which is applied to those who cannot be rated owing to the reasons you describe or have not been in their role long enough. :-)
Tracey, can't claim to be an expert in this field but I'd say you're on dodgy ground to state the holidays are lost for this pregnant employee. Given that she has had to commence her maternity leave in accordance with maternity law that means the holiday cannot be taken through no fault of her own. I'd be interested to hear other views but I would say arrangements should be made to carry over her untaken leave.