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trophywench said:
He is right about the sick leave of course - otherwise you could accuse him (them) of expecting you to work when you are ill and not make any allowances in the amount of work they allocate to you because you ARE sick. And when it all got unbearable for you - resign and bring a nice legal case against him/them for 'constructive dismissal'. They are damned if the do and damned if they don't Claudia - whatever they do, if they do it even minutely 'wrong' they are damned.

It is quite ridiculous that anyone should have to do 60 or 70 hours work a week - especially NHS staff - but it isn't unusual, that's the trouble.

You do need to ring the helpline !
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There is no guarantee Claudia would win. The industrial tribunals are stacked in favour of the employers these days and not the employees.
There is also the added factor that any claimant fees, especially in the case of constructive dismissal, have to be paid in advance then claimed back should the case be successful.

https://www.gov.uk/employment-tribunals
ACAS also would have to be involved
It is not a cut and dry as some may think.

60 or 70 hours per week for a senior manager in todays competitve envrionment is the norm and expected.
Traditionally that's what Senior Managers get paid to do.
Try working n the USA then you will understand what a working week truly is for a Senior Manager.
I am not saying it is right, I am saying that is the way it is.
 
Is there a grievance escalation procedure in place there @ClaudiaKiwi
He cannot base a 1:1 on "perceptions" he has to back anything up with facts and evidence.
Seems to me he is trying to make an name for himself and is insecure and to stamp his authority on something that to be qute honest, is totally the wrong horse.
I would examine any grievance procedure you may have and escalate it after talking with him and telling him directly you are totally unhappy with his attitude. Back that up in writing to him with dates and times.
As I always say the paper trail need to be in place.
If the worse ever came to the worse, this is all information that will be needed. Facts, Dates, Times, People.
 
ClaudiaKiwi said:
Why are employers such pricks on this stuff ? So sorry you have had to deal with this also. It’s utter shyyyyyte isn’t it. How did your situation end up ? Is it ok now ? Your story is exactly mine. It’s not ok eh.
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I went to HR who agreed with my boss, however, she said that the same policy has to be applied across the company and to report where other employees are sick but working from home, but I can't bring myself to do that. I have however had my asthma and diabetes listed as disability under an employment act (can't remember the exact name of the act, think it might be equality act but not sure), so they can't count those sickness against me and discipline me. But I am sure if they want to they will find a way around the act they will.

I hope you get this sorted as the extra stress will not help you or your blood glucose levels and as Davein says there are a number of appointments to attend, but I just put them into our absence system and then tell my boss I have to go and appointments can't be changed, however I do try and tie up my appointment's like getting an asthma review and a diabetes review as consecutive appoints to minimise disruption and offer to work late or work through lunch breaks to make up the time. I make sure I do all that by email and keep them so I can also go to HR and prove I offer to make up the time if I needed to. but you should not have to use your annual leave up for these appointments unless that is in your handbook or contract, as you need your annual leave for rest and relaxation.

But most importantly take care of yourself.
 
Also, I am guessing the problem if you take sick leave is your work piles up and you have to work twice as hard and even longer hours when you are back and can sometimes find yourself out of the loop, which is why you would prefer to work from home. I am lucky that as a coordinator some aspects of my work to have to be covered by my colleagues when I am off sick, in the same way I cover for them during absences, but still find so much that needs to be caught up on quickly.
 
You are all wonderful people and I thank you sincerely for your frankness and openness and such willingness to share. Seems like we all have our challenges whether at work, at home or at play eh and alongside all the physical and mental stuff that goes with it. Sooooo you are all super awesome and I genuinely thank you xx
May we all win lotto and never have to work again and all be able to drink pina coladas and dance till dawn ! Lol
 
ClaudiaKiwi said:
You are all wonderful people and I thank you sincerely for your frankness and openness and such willingness to share. Seems like we all have our challenges whether at work, at home or at play eh and alongside all the physical and mental stuff that goes with it. Sooooo you are all super awesome and I genuinely thank you xx
May we all win lotto and never have to work again and all be able to drink pina coladas and dance till dawn ! Lol
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I'll drink to that lol!
 
Claudia, can I ask if you are in a union? Any local union rep would drive a coach and horses through your bosses attitude. I was a union rep, but management were fortunately well aware of their obligations with regard to accommodating disability.
Carolg said:
None of the management team take the mikey, it’s sad to hear other places are not as supportive. I always think “karma”
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That’s a tad offensive Carol. For obvious reasons, I don’t like the expression. I’m not taking the ****, honest:D
 
Hi Mike
No I’m not in a union. I don’t think anyone I work with is. Perhaps we all think that as managers we should not have these things happen which could be seen as foolish and also a little arrogant. I was in a union back home but haven’t been here in the UK.
 
mikeyB said:
Claudia, can I ask if you are in a union? Any local union rep would drive a coach and horses through your bosses attitude. I was a union rep, but management were fortunately well aware of their obligations with regard to accommodating disability.

That’s a tad offensive Carol. For obvious reasons, I don’t like the expression. I’m not taking the ****, honest:D
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Really sorry mike. Didn’t mean to cause offence I have deleted my comment
 
Hi Claudia, did you manage to contact the Helpline team?
If you not, you might found our advocacy pack helpful if you're still looking to resolve concerns with your employer about reasonable adjustments. The document has information about your right to time of work, your rights to reasonable adjustments (as was mentioned earlier) and also your employer's obligation to consider adjustments. If the adjustment that your employer puts in place do not remove a disadvantage, then this could be considered 'failure to make reasonable adjustments'. The helpline team can give more information or, as was suggested by Vince, ACAS could be a good organization to contact.

Employment & Diabetes: Your Rights at Work

Best of luck 🙂
 
ClaudiaKiwi said:
Hi Mike
No I’m not in a union. I don’t think anyone I work with is. Perhaps we all think that as managers we should not have these things happen which could be seen as foolish and also a little arrogant. I was in a union back home but haven’t been here in the UK.
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Unison are a good Union to join for NHS and Social Care staff, they represented my OH well when he had a grievance with a Manager.
 
@ClaudiaKiwi - In my last "proper job" (I work differently now) and many roles before that, I used to work from home, although there were periods when that was a bit of a joke as I was never there (for example, 9 months in an hotel, working on a very secret squirrel project - lucky to get home weekends).

It sounds like you can't be everywhere, every day (I know that feeling!), and I guess then the challenge is what issue your direct line manager has with that. I had people in several countries, as well as UK locations, so not seeing me F2F was very normal for my folks. Mainly all they knew was I wasn't in their office. My PA always knew where I was, as she kept, and mainly managed my diary.

I developed a way to work with my line manager to ensure he was reassured I was doing my best, which included a weekly 10 minute call. Aside from my monthly 1:1 (which used to actually happen about once a quarter, because of where we each might be), I rarely saw the guy in the flesh. If my F2F 1:1 couldn't happen, we'd expand our weekly call that week, to maybe 30 minutes.

It took a bit of doing and a number of "frank discussions" at the outset, but we got there.

Good luck with it all, and if I could help further, please let me know.
 
AndBreathe said:
@ClaudiaKiwi - In my last "proper job" (I work differently now) and many roles before that, I used to work from home, although there were periods when that was a bit of a joke as I was never there (for example, 9 months in an hotel, working on a very secret squirrel project - lucky to get home weekends).

It sounds like you can't be everywhere, every day (I know that feeling!), and I guess then the challenge is what issue your direct line manager has with that. I had people in several countries, as well as UK locations, so not seeing me F2F was very normal for my folks. Mainly all they knew was I wasn't in their office. My PA always knew where I was, as she kept, and mainly managed my diary.

I developed a way to work with my line manager to ensure he was reassured I was doing my best, which included a weekly 10 minute call. Aside from my monthly 1:1 (which used to actually happen about once a quarter, because of where we each might be), I rarely saw the guy in the flesh. If my F2F 1:1 couldn't happen, we'd expand our weekly call that week, to maybe 30 minutes.

It took a bit of doing and a number of "frank discussions" at the outset, but we got there.

Good luck with it all, and if I could help further, please let me know.
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@AndBreathe - thank you for sharing ! It’s really frustrating isn’t it and I have today sent a very structured, polite, professional but very frank email to my manager on the back of my 1:1 notes. I’ve requested a flexible working arrangement / reasonable adjustment until the end of February wirh the option to review. What I have proposed is completely reasonable.
I’ve also asked if what is being asked of me is being asked of ALL my senior management colleagues so as I can be assured I am not being singled out or discriminated against. I’m hoping that my line manager will see the light and realise what I am asking for is for the odd day to be able to work at home whilst my eyesight returns to normal and on occasions when I have had a hypo and feel a little unsteady. I’m more than happy to work from the office but when I do need to work from home that I am not told to take sick leave.
You’re right it’s those frank discussions that need to be had and hence have asked if we can catch up when I return from annual leave on Wednesday. It’s always a challenge navigating slightly stormy waters and managing peoples ‘perceptions’ - never dull eh. Crazy when I am literally asking for an option should I need it and that we are talking maybe 2 days in a month....:
Ahhh well let’s see 🙂
 
Hannah DUK said:
Hi Claudia, did you manage to contact the Helpline team?
If you not, you might found our advocacy pack helpful if you're still looking to resolve concerns with your employer about reasonable adjustments. The document has information about your right to time of work, your rights to reasonable adjustments (as was mentioned earlier) and also your employer's obligation to consider adjustments. If the adjustment that your employer puts in place do not remove a disadvantage, then this could be considered 'failure to make reasonable adjustments'. The helpline team can give more information or, as was suggested by Vince, ACAS could be a good organization to contact.

Employment & Diabetes: Your Rights at Work

Best of luck 🙂
Click to expand...
Thank you @Hannah DUK - I’ll have a read through as the quick looksie I had I instantly throught what a useful piece of info.
Hugely appreciated !!!! Massive thanks 🙂
 
ClaudiaKiwi said:
@AndBreathe - thank you for sharing ! It’s really frustrating isn’t it and I have today sent a very structured, polite, professional but very frank email to my manager on the back of my 1:1 notes. I’ve requested a flexible working arrangement / reasonable adjustment until the end of February wirh the option to review. What I have proposed is completely reasonable.
I’ve also asked if what is being asked of me is being asked of ALL my senior management colleagues so as I can be assured I am not being singled out or discriminated against. I’m hoping that my line manager will see the light and realise what I am asking for is for the odd day to be able to work at home whilst my eyesight returns to normal and on occasions when I have had a hypo and feel a little unsteady. I’m more than happy to work from the office but when I do need to work from home that I am not told to take sick leave.
You’re right it’s those frank discussions that need to be had and hence have asked if we can catch up when I return from annual leave on Wednesday. It’s always a challenge navigating slightly stormy waters and managing peoples ‘perceptions’ - never dull eh. Crazy when I am literally asking for an option should I need it and that we are talking maybe 2 days in a month....:
Ahhh well let’s see 🙂
Click to expand...

I have always believed that unless I am on the absolute apex of the organisational pyramid then, I need to manage my people well, but I also need to manage my manager too. Management should be a two way dialogue.

I wish you well with it. Those difficult "chats" are incredibly difficult, and I have always found my prep for them takes a looooooooong time, whilst I work through all the scenarios, but they are worthwhile.

To be honest, the business (or in your case the NHS) can actually get a lot of value from a day working from home. No casual chats. No bumping into chums at the coffee shop. No marching through buildings to the next meeting. Little wasted time. Conference calling means we don't have to miss a heartbeat, and mobile phones mean there are no communication "black spots". Sell it to him. 🙂

If I can help, shout!
 
In today's day and age and with the technology at our disposal, working from home is by far the best option if at all possible. It benefits both the employee and the employer. It is also very cost effective.
Anyone who doesn't reaise that is in the dark ages.
I manage my Chinese company from here at home in Newcastle when I am here.I know what probelms they have and what bottlenecks need to be moved, that is a managers role, to solve problems for his staff and to encourage and empower, not to micro manage.
An employer or senior manager must trust his staff, if they don't then they shouldn't be in a management position, plain and simple.
Many managers I have come across in some organisations are unable to manage a shopping cart never mind people.
Promoted above their abilities.
 
Claudia, have you considered contacting ACAS for advice. They have an online helpline and are very good in matters specially related to discrimination.

http://m.acas.org.uk/index.aspx?articleid=4489

I’m surprised your boss is being foolish enough to fall foul of the provisions of the Equality Act especially in relation to workplace disability discrimination. Have you had an Occupational Health assessment? Have you made very specific requests for ‘reasonable adjustments’ to be made? You’re manager would need to demonstrate why your reasonable adjustments couldn’t be accommodated and what alternatives he offered.

If you’re in the non private Health & Social Care sector, there are very detailed protocols in place and Sickness Monitoring guidelines. I’ve been on both sides of them and woe betide any manager who is foolish enough to flout them these days. Keep careful records, keep calm and assert your rights. Good luck!
 
I worked for the English bit of a worldwide company where all Job Descriptions stated that 'This JD is not all encompassing' and was based on teamwork. When I asked what this really meant I was told that all jobs include 20% the one below you and 20% of the one above, only 60% of anyone's time should ever be spent doing their own job.

If either of the 20%s increased - you were either too highly graded or too lowly!

The whole firm was taken over by a very very English Blue Chip company - and they didn't know quite what to make of us - they believed in a place for everything and everything in its place, OOpsie! Still - as one of the main reasons was because we had a cracking bespoke computer system and they didn't know how to use it ..... LOL
 
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