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Fuming but can only vote by walking?

(7 Posts)
doingmyhead Sun 07-Jul-13 09:20:05

Background of company is:-

Two partners
Three members of staff, that have been there for over 10 years. Self employed ones are treated like employed, ie set hours, set holidays, so no self employed benefits. I am aware that this makes them technically not self-employed so its tax evasion. But for the purpose of this, I am just demonstrating, how the partners are treating people, ie everything is to their benefit.

Two further members of staff. (myself being one) who have the minimum benefits as employed people. These two positions have effectively been on a revolving door basis, ie I have been there 2.5 years, but the other position has been filled by three people since my start. I have been in the position for what is deemed to them - long term!

They always struggle to replace these positions, they end up going weeks between staff and during that time, I have worked unpaid overtime and weekends from home.

I have never taken even one days sick leave.

I honestly think I am a loyal and very hard working member of staff, it's very customer focused and I have built a great relationship with the clients. mother passed away, fairly suddenly, she was in hospital, but expected to recover. I get a call to say come quickly, I made it to the hospital and two hours later, she very peacefully left us.

I returned to work for just an hour he next day, as I had a cheque on my desk and my colleague doesn't work on Fridays.

We are a large catholic family, with people arriving from America and Ireland, so lots of airport collections etc.

In total, including he day I left early, I asked for five days compassionate leave. I had received a text from one partner as he was away, saying take the time you need.

So, between death and the funeral, I was back in the office, the other partner approached me and said, this day here, pointing to a thursday which was the day after the funeral, which I had asked as one of my five days, "I'll pay you for the others, but I'm not paying for you to have a hangover"

I was speechless, at his quite frankly vile insensitivity and outright rudeness.

I emailed both partners, telling them how shocked I was, how I had worked lots of unpaid hours, how I would not take holiday, but they could just withhold pay.

They then backtracked, gave me an extra day and a half, but I just think they have showed their true colours.

I am aware the statutory days are three, but it was the deciding what day they would not pay for, as if I was taking advantage. Which I never ever do. They know that.

So, this all happened two months ago, but I have a second interview for a job on Friday, which I think I will be offered. The job, is more money, better benefits, more holiday and a bonus system.

However, it is further away and no client contact, which is the part of the job I like best.

But I am still very angry and very concerned at their attitude. They have history for his type of thing. For example a predecessor of mine was signed off for two weeks with stress, she had sickness pay for that amount, so was being paid full pay. She offered to come in part time, to hep out, hey said yes come in. But wanted to pay part time money? Couldn't see why she wouldn't do it. I pointed out by helping out she was losing money, why would she?

Not sure if his is he right place to post this, but opinions please?

Do I stay or do I go?

doingmyhead Sun 07-Jul-13 09:20:44

Gosh that was very long, thanks to anyone who reads it!


flowery Sun 07-Jul-13 09:31:11

There is no statutory entitlement to compassionate leave, if that is the three statutory days you refer to. Most businesses pay two or sometimes three days for immediate family but they're certainly not obliged to.

Paying for hours worked rather than full pay for someone who returns after sickness part time is pretty standard, although it doesn't make a lot of sense where there is a full pay sickness entitlement I agree.

Did her doctor give her a fit note to work part time, because if not they shouldn't have let her work anyway.

Two weeks sick pay at full pay is pretty generous for a small business. Most of my clients pay statutory sick pay only.

I agree they seem to have handled your recent situation very insensitively.

Bottom line, if you don't feel appreciated and are concerned about more generous benefits and will get these by leaving, then it might be an idea to go, yes. Working with managers you don't like/respect/feel under valued by can be very draining and soul destroying, although enjoying the work can help alleviate that.

Not helpful sorry!

Isabeller Sun 07-Jul-13 09:42:01

Absolutely best of luck with your job application. It makes complete sense to me that you want to move on. It is unfortunate if the generosity always seems to go one way with an employer sticking to their legal obligations and an employee going above and beyond...

doingmyhead Sun 07-Jul-13 09:45:14

Thanks for you reply.

The person in question did not return to work, she was allowed two weeks full pay.

I am only entitled to five days sick pay, then SSP. They changed the contracts after that.

When manager was explaining his actions, he said he had looked on the government website and it said three days? Maybe I misunderstood.

Yes, fair comments about how i feel, but I do feel undervalued and whilst I like the job, I also have to ensure that my long term future and income needs are met. Ie better sickness benefits, pension, death in service etc.

So, a list of good and bad and maybe a flick of the coin? LOL

doingmyhead Sun 07-Jul-13 09:46:41

Isabeller you have hit the nail completely on the head!

The amount of times, I have got hem out of the s..t!

Relaxedandhappyperson Mon 08-Jul-13 19:46:03

If you get the new job, would there be opportunities to develop client contact/switch roles into a client-facing one?

See how you feel after the second interview, but it sounds like you don't like working for your current employers much so a change of scenery might be no bad thing.

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