Employer making life VERY difficult.

[Titslikepicassos]

Supposed to be returning from MAT leave in June, have childcare arranged and as a key worker they will still take my baby - excellent.

Had a team meeting with work this week to discuss going back and have been told that I have to relocate as my partner works on the same site as me - which has been known since I informed them we were in a relationship, however the policy changed in October (before I went on MAT leave). While we are on the same site, our jobs are separate and we are working in different buildings, have different managers and different hours. The different hours means I will need to do drop offs and pick ups to coincide with opening and closing hours.

So during the middle of a pandemic, with child care mostly closed I now have to find a new nursery, lose a significant term time deposit and start the settling in process all over again. Not only that, they have told me to find my own employment within the company - my head is exploding with all of this. AIBU to think this is an unnecessary ball ache!

I appreciate that this is a minor problem given the amount of people losing jobs!

Thanks to all those sharing their experiences, difficult to respond individually with a baby bouncing around but I appreciate you sharing and sorry you’ve had to go through this shit too!

I'd agree with @ilovemydogandMrObama - you can still initiate a grievance in a few days / week, but for now I would say tell HR that your solicitor has advised you have a good case for a grievance, so before you start anything formal can they help you resolve this without the need for that? Good luck - you are fighting the good fight for us all!

OP you could make a Subject Access Request for the minutes of the meeting. This puts your request into a formal process with time lines and penalties for failure to comply.

Personally I don't think you will ever get a copy as HR will advise them how foolish they have been and they will say they didn't take notes and can't remember.
Writing up you recollection/contempranious notes is a good idea. Even bullet points would be fine.

In relation to the grievance, you have time to allow HR to resolve this so you are sensible to wait for the outcome.

Need to start get the evidence all together but still have no meeting notes despite asking 3 times

They know what they’re doing. Christ they must think you came down in the last shower of rain.

Good Luck you're in the right- they need to be moved to make your return stress free.

I’m going to discuss a subject access request with my solicitor if it goes to grievance - I’ve just read about it an ACAS guide.

Hi OP, a poster Bibijayne mentioned this on Sunday.

Make a subject access request to your manager and HR for everything relating to you and your employment from when you told them you were pregnant.

Well done OP.
The cheek of them discussing your position with your partner.

HR need it to be made crystal clear how serious the breaches of your rights by those too were.

The clearly thought they could bully you out of your position.

It happens far more than people realise.

I think the Subject Access Request is a good idea.

As is bullet pointing the minutes clearly.

You want the meeting content in black and white.

Let them squirm when HR reads what they tried to do.

It will make things uncomfortable for HR.

Ah missed that, definitely something to think about and get some advice

Right - HR have basically said that my manager will come back to me at the end of next week. Not good enough right?

No mention of anything else at all

No, it's not.

I'm not understanding how you don't have the minutes as if this was a formal meeting discussing your employment you would need to sign the minutes to agree what was discussed.

To be honest OP their clearly spinning and need the time to formulate how to dig themselves out of the hole they've created, sometimes it's better to give them the rope to hang themselves..

I'd be going back to them, dear hr, I dont need to wait for manager to get in touch, as there is nothing for him to decide. The situation and my rights are as previously described, this is the resolution I expect...., please confirm this will be enacted and my return date will be xxx.

There should be no need for your manager to do anything other than to confirm to hr that they will continue to apply your employment rights as defined in the law.

Tell HR that is not acceptable and that you expect them to immediately confirm your right to return after ML. Ask them to state this in writing.

God I’m rubbish with conflict

I’ve drafted approx 800 emails

Why do they have to be such fucking arseholes

Hi HR,
I contacted you looking to get HRs input into the discussions going on regarding my return from maternity leave. I am in these discussions with my manager, I’m not sure how referring me back to them answers my questions, and point out that my manager has failed to provide notes from the meetings despite being asked for these numerous times. I am still on maternity leave and am getting stressed out by chasing all this, I’m really very unhappy with how my return to work is being handled. Rather than continue to wait for a response from my manager I shall continue down the grievance path my lawyer advises.
Kind regards
Tits

Thank you!!

Can I edit that to include after ‘numerous times.’
I expected you to be able to confirm you will provide me with the basic maternity rights such as I am able to return to my old job, and explain these to my manager who has other ideas; this is an HR question.

If it was me, would respond something along the lines, 'thank you for your email and look forward to resolving this informally...'

The last sentence, mentioning grievance and lawyer, should be enough to kick HR up the butt and speed things up.

It's not acceptable because his actions have you stressing out on your maternity leave NOW.

You need and are entitled to confirmation now.

Hi HR person

I asked for HR to look at my situation as there seems to be some confusion over my right to return to my current role following my ML. I would be grateful if HR could confirm in writing that as a matter of law and company policy, as my current role still exists, I will be returning to that role on x date as I am entitled to do so. I would also request that HR intervene to clarify to my manager that internal company policies cannot be seen to contravene my statutory right to return. Any non maternity matters would be more appropriately resolved following my return to work in my current role. Should HR be unable to provide these confirmations I will have no option but to take advice on my next steps.

Love and kisses
Tits

@ilovemydogandMrObama - I’d send that if they were planning on replying tomorrow but I can’t sit this out until after the end of next week. Clearly my managers are not picking up that I’m serious about this.

Thanks for all the drafts, am piecing something together

Just to add my twopence worth - be very aware that HR as a dept exists for the benefit of the company, not the employees. They are not on your side, OP and they are not a neutral party. They are paid by your employers.

They are supposed to make sure employers do not fall foul of the law, but don't be putting blind faith in them. Stick with your union/solicitor who are on your side.

I would possibly add to HR to remind manager not to involve outside parties into meetings around your employment, informal or otherwise.

Definitely do a subject access request. There's nothing like a SAR to put the wind up a HR department.