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AIBU?

To write to the COO about discrimination?

43 replies

Iamnotmydisability · 07/11/2017 13:19

This is part rant, part question so please bear with...I have name changed as this is a specific and so outing post.

Sorry, it's long because I'm upset.
TLDR: I'm self employed and just got my contract terminated for having bipolar disorder, WIBU to write a professionally worded email to the company about it?

I'm a self-employed contractor working in financial services. I've been working with a company since Feb and have had glowing feedback about my work both to me and the recruitment agency that I work for them through. They recently (as in 3-4 weeks ago) extended my contract through to June 18.

I also have bipolar disorder. I don't wear a badge that says it but I'm open about it...in that if it's relevant to a conversation I'll mention it and if it isn't I won't. Some people at work knew, some didn't.

I've just come back from 7 working days off due to my bipolar disorder. I have had two previous leaves of absence unrelated to being ill which were unavoidable (father died = 2 days off, miscarriage = 5 days off, these were in April & early August).

I was open about the fact that I was off with bipolar disorder, that I had seen my psychiatrist who had adjusted my medication. I don't often take time off with my bipolar anymore as it is well managed via medication and changes to my lifestyle.

I get back today, am pulled aside and 'let go', told to take my notice period at home and leave this morning because "they can't be sure I'll be reliable". They made this decision and lined someone up to replace me while I was off. They didn't take the time to even have a conversation with me about my illness and whether other periods of absence were likely. I've had nothing but very positive feedback about my work and they were at pains to make it clear that the decision was in no way related to my work, only to this period of absence.

I calmly said I was disappointed as I didn't feel we would be having the same conversation if I'd had one instance of time off with a physical disease.

I'm not naive, I know I'm a contractor and so don't get the same protection but these are people I get on with very well and have worked with one before. I think it would have been more appropriate to have a conversation on my return about the likelihood of any further time off and make a decision from there.

God knows what they were thinking to pull someone aside on their first day back from a bipolar blip to sack them....I might not be an employee, but I'm still a person.

Anyway, I'm really quite shocked about the whole thing. In particular I think it gives a pretty awful and clear message to permanent staff with MH issues that 'we support you because we legally have to, otherwise you'd be out on your arse immediately'.

My permy colleagues are apparently having 'hissy fits' about how it's been handled back at the office.

The COO has previously disclosed to me that his DW had bipolar (and very sadly took her own life) when it came up in a private conversation a few months back because a permanent member of staff committed suicide.

WIBU to write an honest but professional email to him about what has happened?

I don't want money or my role back, such is the life of a contractor, but I consider myself a MH advocate about stigma and feel like I'm not helping by simply sloping off with my tail between my legs.

PS: There's nothing I can do about this in a legal sense. I'm a limited company so they are within their legal rights to discriminate against me on any basis they fancy.

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BulletFox · 07/11/2017 13:30

Ummm...I used to work as a contractor so understand the lack of stability.

Can you write the letter, get someone trustworthy to read it, then decide whether to send it or not? If you feel angry about the organisation not being able to address MH issues then you'd also need to cc in HR.