To consider a grievance

[APerson]

not sure whether I should raise a grievance?

I'm disabled, employed full time, in a large well known company. It's customer facing. I've had mixed experiences of support. In the local offices I've been treated badly but for the last few years I was at HQ where the support has been great. Organisation proudly calls themselves a disability confident employer. I feature heavily on all their diversity material.

My manager asked me to move to another office closer to the region I now work in. The office is the second largest after HQ but there is less space. Desks are all very close together and it is very busy.

The office has fixed desks (a set number per department) and six bookable hot desks

I cannot hot desk due to my multiple disabilities. I need a certain type of desk and in a certain location of the office. This is in my OH report.

But 5 times now I have been told basically "you can't sit here"

Our call centre department don't want me getting one of their desks because there is a waiting list for one and why should I be bumped up?

Two people from HR (yes HR!!) told me off for sitting in their seats when they had booked them out (but the facilities manager had told me to)

Accounts don't want me sitting with them in case I see confidential information

And the facilities guy won't allocate me one of the hot desks because they are in demand.

I raised all this with my manager who said she would raise it "if you want me too" and I had the option to just stay put instead. I could but the new office is actually nearer home and anyway why should I give in?

My union rep is on holiday but I'll try to get her to help. She's been useless in the past though.

Do I raise a grievance or hold off to see what my manager manages to do?

I hope this isn't too identifying! I did name change but please no one out me

Yes, I would raise a general grievance, keep it brief and factual, highlighting how you have been treated as an employee with known disabilities. A suggestion could be that you are allocated your own desk and seating arrangement. It's good if you can give specific examples, dates and times about problems you've encountered over a long period of time arising from hot desking which you have found demeaning and humiliating.

Also mention that you have been working towards advancement in the organisation which you have found difficult to achieve due to attitudes towards you and that you are keen to work with your line manager / HR to find a suitable role based on current opportunities and to meet business needs.

If you can e factual and constructive, suggesting they make
"reasonable adjustments" as proposed by the 2010 Equalities Act (with specific examples of what you need to perform your duties optimally despite your disability) you will likely find it sharpens their focus!

Any whiff of a Tribunal case and they jump on the shovel PDQ.

I would raise the grievance to HR with a cc to Occupational Health, stating you wish to sort the matter out promptly and discreetly, to cause as least disruption as possible.

And I wouldn't necessarily raise it against a person but rather it's a situation you need to bring to their attention because it is preventing you from being effective in your role.

Who do I make the grievance about though? Do I need to name someone? I seem to recall that when I considered a grievance in the past, my union rep advised not to as it was not against a specific person.

Are there any grievance templates?

Should I hold off and see if I get this promotion as if I'm successful (unlikely) I may not be moving to that office.

cross post! Thanks daisychain01

Occupational Health is external...does that matter?

It sounds like you need a specific desk for you which is set up how you need it, this is in the occ health report I assume. Facilities really need to sort this out, it seems weird that even though you are based in this office you have to book a seat each time.

Thats madness.

Do you have someone (probably in HR) who is the Equality and Diversity Officer?

AFAIK tribunal time limits are not flexible. There's basic advice here on the process.

If you were to go this route you would have to lodge your claim with ACAS within 3 months of the problem happening*. ACAS would then offer early conciliation. If both parties agree to that, the clock stops ticking. If conciliation doesn't work, you can carry on to an ET and the clock starts ticking again.

*TBH the problem is happening so often I don't think you have to worry too much about the 3 month thing, you can just pin it to the latest incident and make clear it's a longstanding pattern of behaviour.

If you're not quite ready to raise a grievance you could put in a very 'Official Request' to your manager. Attach your OT report and links to the law and copy in HR, especially the equality bods. If appropriate copy in someone from HQ, maybe someone involved in your Disability Confident scheme, as well as whoever has been the most helpful getting you adjustments at HQ.

EASS has helpful template letters here, including a request for RA and a grievance because of failure to provide RA.

If you decide to raise a grievance you will need to find and follow your grievance procedure. At this stage is best to get proper advice. Your union should help. If your local rep is not being useful get in touch with HQ and ask for someone who specialises in disability issues.

It's worth giving ACAS a call: 0300 123 1100

Also Disability Law Centre: 0207 791 9800

Yes we have an equalities officer in HR who is back tomorrow from leave. Actually there are two of them, so I will try to see if they can help. I will update when I know more.

WRT the promotion, how long would the selection process be? If it's likely to drag on for months do you have the stamina to put up with things how they are in the meantime, without kicking up a stink?

It's always good to have a chat with the person whose job you are applying for if you get the chance.

Good luck and don't forget to make time for low stress fun stuff that takes your mind totally off all this

I would but in writing to the equality officers how you are being failed and you want a timeline of how and when it will be resolved!

Sorry it's the 2010 Equality Act, autocorrect in overdrive!

For the mentoring service, look at this link civilservicelearning.civilservice.gov.uk/sites/default/files/resources/guidecoachingmentoringdatabase.pdf

You can raise a grievance about processes not being followed correctly- they don t have to name anyone particularly but need to be factual with details of your reasonable adjustments and where they have not been met.