Hi
Check your terms and conditions and your contract for specific wording about taking leave -
it depends on when you booked it - if it was before your change of role, then I would put forward a case that you had booked in good faith and because of the new role, you are now met with this problem.
leave restrictions are usually put in place to avoid exhausting the business of staff and so that the business can still continue - I suggest that you take a look and perhaps ask, as an act of goodwill on this occasion, that they honour your request - IF the business isn't going to suffer.
Life is sometimes difficult enough without having to cope with rude people in the workplace -
And as for "bad mouthing " me on the internet - I told him if he did, then I would sue - Politely of course!
Its a serious subject though - and one that should be at the forefront of all customer facing businesses - legal provisions or not its our duty of care under Health and Safety to protect our staff as far as we can, against such people and events.
With a robust policy in place our employees know they are protected against such tirades and abuse and customers know the limits and what will happen should they be breached.
He would regularly come to our Company premises - be very rude to staff then a couple of weeks later - bring chocolates and gifts as if it was all forgotten and he was a hero !
Upon hearing his ranting - I asked him politely to leave - he said No - I insisted - he threatened me with publically ridiculing me on the internet - ??!!
Action - after a stern letter to his Manager - he is no longer permiited access -
Result - Happy staff who feel that they can do their job and be safe and protected in the workplace without being compromised!!
Its a pleasure ! - some might not agree with me though - and my answer is purely my opinion - but often is the case - just to move on and concentrate on avoiding the same situation in the new role - its all a learning curve !!
Its always a can of worms when people are asked to comment at exit interviews.
I am of the opinion that you have the new role - and unless there is something really important or serious that you feel should be raised - (and then is it a possible grievance? ) - then you should move on quietly -
Dependent upon the situation - sometimes the less said the better.
I dont have experience of using a headset - but as a migraine sufferer can add that triggers can vary and not two things have the same effect -
I would suggest contacting the manufacturer of the equipment and ask them about their findings and feedback - I imagine this would be a consideration when assessing for CE marks etc.
The manufacturer should be able to provide you with guidence and maybe they offer a fit service whereby a representative can visit your premises and check that the staff are wearing and using the equipment correctly -
Good Luck with this - if the manufacturer comes back with evidence that their equipment is safe and migraines cannot be attributed to the use - then you might want to consider using an Occupational specialist to investigate why your employee is suffering.
I can understand your frustration - and having staff who have done the same, I have decided that instead of getting them to write it - we will discuss the points IN FULL at the review meeting where I shall make notes that they can sign afterwards.
I believe that some people are better at talking the issue rather than writing it! and have found that at times, i have actually got more from a discussion ! The worst ones are the longest serving who have been doing "it" for so long - they dont know what to write !!!
My discussion replies
Hi
Check your terms and conditions and your contract for specific wording about taking leave -
it depends on when you booked it - if it was before your change of role, then I would put forward a case that you had booked in good faith and because of the new role, you are now met with this problem.
leave restrictions are usually put in place to avoid exhausting the business of staff and so that the business can still continue - I suggest that you take a look and perhaps ask, as an act of goodwill on this occasion, that they honour your request - IF the business isn't going to suffer.
Programmes are ok although staged! - but nothing like the real thing to get the adrenaline going - especially if its something I want !!
Great for people watching too! all the different sorts of characters ( I include myself in that too!) - great fun !!
Hi William
Antique Dealer !
Although i'm almost there as I "volunteer" in my spare time in my Daughter's vintage, antiques and collectables shop !
and I do love the thrill of the auctions !
Good therapy!!!
Good Stuff exactly William -
Life is sometimes difficult enough without having to cope with rude people in the workplace -
And as for "bad mouthing " me on the internet - I told him if he did, then I would sue - Politely of course!
Its a serious subject though - and one that should be at the forefront of all customer facing businesses - legal provisions or not its our duty of care under Health and Safety to protect our staff as far as we can, against such people and events.
With a robust policy in place our employees know they are protected against such tirades and abuse and customers know the limits and what will happen should they be breached.
RJ
Hello William
YES - I have sacked a customer from [***] - !
He would regularly come to our Company premises - be very rude to staff then a couple of weeks later - bring chocolates and gifts as if it was all forgotten and he was a hero !
Upon hearing his ranting - I asked him politely to leave - he said No - I insisted - he threatened me with publically ridiculing me on the internet - ??!!
Action - after a stern letter to his Manager - he is no longer permiited access -
Result - Happy staff who feel that they can do their job and be safe and protected in the workplace without being compromised!!
RJ.
Teena
Its a pleasure ! - some might not agree with me though - and my answer is purely my opinion - but often is the case - just to move on and concentrate on avoiding the same situation in the new role - its all a learning curve !!
Hi
Its always a can of worms when people are asked to comment at exit interviews.
I am of the opinion that you have the new role - and unless there is something really important or serious that you feel should be raised - (and then is it a possible grievance? ) - then you should move on quietly -
Dependent upon the situation - sometimes the less said the better.
Hi
I dont have experience of using a headset - but as a migraine sufferer can add that triggers can vary and not two things have the same effect -
I would suggest contacting the manufacturer of the equipment and ask them about their findings and feedback - I imagine this would be a consideration when assessing for CE marks etc.
The manufacturer should be able to provide you with guidence and maybe they offer a fit service whereby a representative can visit your premises and check that the staff are wearing and using the equipment correctly -
Good Luck with this - if the manufacturer comes back with evidence that their equipment is safe and migraines cannot be attributed to the use - then you might want to consider using an Occupational specialist to investigate why your employee is suffering.
Hi.
I'm glad that you found our responses useful -
How are things working out for you now? Has there been any further developments?
I can understand your frustration - and having staff who have done the same, I have decided that instead of getting them to write it - we will discuss the points IN FULL at the review meeting where I shall make notes that they can sign afterwards.
I believe that some people are better at talking the issue rather than writing it! and have found that at times, i have actually got more from a discussion ! The worst ones are the longest serving who have been doing "it" for so long - they dont know what to write !!!