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!

Ps - well done for standing your ground. Even though it's all completely outrageous, I can totally see that it's easier and less stressful to not challenge things. I really hope you get a great outcome. In fact, I know you will

Well done OP. Stay strong.

I’m on annual leave before my return in September. There was talk of gardening leave while this dragged on but I’m unsure if the higher ups will agree to it.

Fuck knows how this is going to play out... it’s exhausting.

I think your management would be stupid to refuse you gardening leave given the circumstances. They cannot force you to take your own leave because they have not got their act together about your hours.

Out of interest why did DP resign?

If your manager is removed would you be OK to go back - or would you still rather not?

Just thinking that if actually, what you want - regardless of the outcome of the investigation - is never to have to go back again, then maybe you need to start mentioning the words "Compromise Agreement" - ie for them to pay you to leave. If you do go down this route make sure you get them to agree to pay for you to have independent legal advice. They may grab this as part of the best solution for them - cheaper than a tribunal (and less public) but solves the "What to do with you" question.

If however you do want to go back (assuming your manager is booted) then hold fire.

DP has resigned partly because of this, partly for other reasons.

I would go back if my manager was removed, I love my job. Not only that, I couldn’t imagine a worse time to be made unemployed - we’re not in a position for me to leave. I expect a settle agreement would be minimal and buy me a few months but looking at the current economic situation, it might take much longer to source a new role.

The investigation could take a while, I've known them go on for a couple of months. Don't feel pressured to use up your annual leave. If your long term intention is to stay with this employer if that's possible, ask them if there is any work you could do from home or any other flexible arrangement they can think of where you are not working with that manager until this is concluded.

I worry that ultimately they won't sack the manager and you will be left in a position where they try to make you work together. Are there other likely options do you think - could she be relocated within the company as they expected you to be?

Good idea from @cantarina re asking them another WFH or to work your previously agreed hours while The investigation takes place

My suggestion would be that while they are investigating their own failures, that it's suggested that since you are not able to return to your own role, that you are seconded somewhere in the company.

This would give a bit of flexibility but also giving you an opportunity to get back to work.

Are there any other teams that you could work with on a temporary basis?

I wouldn't accept the original relocation though - not with the same hours if you can't manage childcare...but the key here is to be seen as the reasonable party who has been screwed over but is still loyal and happy to work out something beneficial for all.

I can’t really relocate as my part of my grievance is a relocation causing issues with childcare. I could offer to WFH but it would an entirely different role as mine requires me on site.

Small update - my grievance has been handed over to another manager and HR are becoming active. I need to attend ANOTHER grievance hearing with the new manager. Getting no where fast at the minute and I’m due back on 01.09.

Flexible working request is at 48 working days without a meeting so going against their own policy.

Oh this sounds like a shit show! Just keep going though, you are doing well because most people would have given up by now. Don’t let them wear you down!🌸

KOKO

Good luck

I know it's hard but these things do take time.

We're all behind you @Titslikepicassos

Thanks all. I’ve been put on paid Leave as a gesture of goodwill until the grievance is sorted, gives me some breathing space. The new HR woman who is dealing with this is extremely helpful and proactive but I’m now second guessing their motives.

Worst maternity leave ever!

So frustrating for you. I hope you get a positive outcome at the end of this

Just suddenly thought of you there and popped back to get an update (I may actually have namechanged since earlier in thread ). What a shit show, well done keeping on! You’re doing brilliantly!

Did you go back to work?

Oh my goodness, just read the whole thread. What a nightmare.

Well, I’m on paid leave (gesture of goodwill).

I had a second grievance hearing this week, this time with another manager and HR. They admitted the whole thing has been a cluster fuck and are aiming to have answers for me by next week.

ACAS are waiting to do early conciliation until then.

Bit of a dilemma - it is believed that my co-manager (the one who is trying to push me out for his friend) is sleeping with a junior member of our team. This man clearly hates women - his fiancée gave birth not long after me! If I drop this information in to my next grievance hearing, am I going to look like an arse, desperate to cause trouble. I think it’s entirely relevant given that they tried to make me leave because of the personal relationship policy but...

Can’t believe this is still dragging in for you. Hope it all gets resolved soon

I'm pleased they're finally moving things on.

As to your dilemma, my instinct would be to stay schtum unless you 100% known it to be true. But I guess it wouldn't hurt to refer to their 'very close friendship' if it comes up? I don't know, wiser people will offer better advice than me.

TBH I would just state that there are other example of his unprofessional relationships within the time and would it be relevant?

Leave them to say whether it is or not, if they say yes then tell them.

Are their any company policies about it? I mean isn't that the reason he tried to get rid of you because you and your partner worked "together"?