Apologies for the length (& boringness!), but I could do with some advice.
I have worked for the same company for the last 5 years and have never had any previous issues with my performance or attendance.
I had a son two years ago and was diagnosed with post natal depression. The depression never impacted my ability to my job until I had relapse a year ago (Feb 2015). My mood declined suddenly and I had to restart taking antidepressants. I was signed off work for two weeks while I got used to taking the antidepressants again. I returned when the two weeks were up and aside from two further sick days (1 for a migraine and 1 for vomiting), I haven't had any more time off.
I have a sick leave tolerance of 6 days in any 12 month rolling period and because I breached this, my employer began disciplinary action against me. I was referred for an occupational health assessment and subject to six month attendance improvement plan. I have complied with everything my employer has asked me to do and I've had no more sick days since the improvement plan was put in place.
I thought that would be the end of the matter, but at my annual review last month I was told that I had failed. We have four assessment markings - needs improvement, meets standard, exceeds & outstanding. My manager made it clear that my work performance was at the top end of meets standard, but because of my sick record, she could only give me needs improvement. This was apparently a new HR policy that management had only just been told about.
I knew I would miss out on my annual bonus because of my assessment marking , but there has been a further policy change that now links our pay rise to our assessment marking. Because I've been marked as need improvement, I will only get half of the pay rise. The financial loss from being denied a bonus and a portion of the pay rise isn't much, but the more I think about it, the more annoyed I get.
Firstly, the policy of automatically giving everyone who exceeds their sick leave tolerance an assessment marking of needs improvement has not been applied equally. I know of at least one colleague with a far worse sick record than me who hasn't been marked as needs improvement. Thus they will get their bonus and pay rise in full.
Secondly, my occupational health assessment said that because the depression was long term, I was covered by the equality act. As far as I understand it, this means that my employer cannot treat me less favourably because of the depression.
Finally, neither the policies of linking sickness to assessment markings and then using the assessment marking to determine pay raises have been made official. They have been introduced without consultation with the union and no official announcement has been made to employees. It seems to be that only those employees who have been affected are the ones that have been told. There is no reference to either policy change on the HR documentation available on our intranet.
I initially accepted all of this because I don't like to make a fuss, but WIBU to now challenge my employer on two policy changes that have financially penalised me because I had the misfortune to be ill? I am good at my job; I have not missed any targets and I have some of the best accuracy in the entire office. Surely that must count for something?
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Being denied bonus/pay rise - should I complain?
22 replies
trowelmonkey1 · 10/02/2016 22:22
OP posts:
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