Feeling let down by my union over discrimination at work

[LittleCarrot12]

Cannot see a work section so apologies if this isn’t best place. Wonder if anyone has any feedbacks on unions? I am in one but starting to think I’m not being advised well. If I’m honest I feel they are making it worse.

I think I’m being discriminated against. I’ve spoke to a few people outside work (HR manager and charity workers) who agree but my employer is being uncooperative.
Refusing meetings, not turning up, refusing to put anything in writing. The union have pretty much shrugged their shoulders and I feel I’ve followed their advice and ended up in a worse position. They agreed I had good case or I would not have pursued anything formally but now it’s being tense the rep seems worried about how senior management are perceiving him.

All internal for now but I feel quite lost. I did try to speak to CAB but they said union would be better informed.

Reasonable adjustments… are we talking a particular chair to assist you with a bad back

or

to be able to bring in your support dog to work at your feet in the office?

or to be able to work abroad whilst you rejuvenate

My question was on what others experience of unions was though. I wasn’t asking for my own position.

regardless, since some are keen to know :
My work is office based in private sector. The recommendation from OH was flexibility in hours and working from home as I have days where physically it’s difficult to get to and from. I have hybrid already but it’s set hours/days so not flexible when I’m struggling . Also adjusting my workstation to be more comfortable when I flair up. The workstation is an issue as we hot desk and it’s not feasible to adjust the station each day. He’s refusing a set desk.

Others have adjusted hours etc for same job but as different office it is a different manager. My role is mainly admin. I speak to people online but not face to face

And HR have zero engagement with you
instead everything through your boss?

Haha- I wish it was to go abroad.
It’s flexibility in hours and workplace adjustments as I have a physical disability

Sorry if I missed but how long have you been there?

and when you say the union has basically shrugged their shoulders… what do you mean? Said you have no case?

And why the rep seems worried about how senior management are perceiving him … how so?

None with me at all. According to my rep that’s the way they work. The RA response was put in writing to me manger but he refused to send to me. I’m not convinced he’s being truthful to be honest

Over and out. This is all too strange for me

11 years. The rep said he doesn’t know what else to do as manager refusing to cooperate. I think he’s worried as this manager oversees promotions etc.

There are no Union Reps in my workplace so when I was having difficulties the Rep wasn’t also an employee so had no qualms about arguing the points.

Your next step is to raise a grievance but word of warning think carefully before you go down that route. When I tried to get reasonable adjustments it set off a chain of events that ultimately resulted in me losing my job.

My union has been great though and we are taking them to tribunal.

The recommendation from OH was flexibility in hours and working from home
what flexibility in hours? Change of work day so say 7-3 rather than 9-5 or working from 11-2 and not making up the hours?

I think people are starting to miss the point of this. It doesn’t matter what the RAs being requested are, her manager is not following process and the union rep is not supporting her properly.

What exactly is the union rep doing or not doing that is leading you to think they’re not doing their job of representing you properly?

second question - is your rep the branch president? If not, start with having a conversation with the branch president. If they are, contact the union HQ to request alternative support from the paid rep who works for the union. I had to do that once as due to the sensitivity of who was involved (seniority) and the fact that the branch president was in my team.

not all union reps are made the same. I’ve seen (and been represented by) some brilliant reps. Equally I’ve seen and dealt with some terrible reps who either didn’t represent the member very well, have given incorrect advice or had their own agenda.

I remember one with such a foul attitude to “the management” and was hell bent on “sticking it to the man” that I told him afterwards that he was lucky I’m a very reasonable person because his attitude was so bad that someone else might have decided, quite legitimately as performance issues were well documented, to fire the poor person he was “supporting” rather than bend over backwards to find a resolution as he was a nice guy who was just in the wrong job.

Thanks @shuffleofftobuffalo The thread is becoming derailed .

What exactly is the union rep doing or not doing that is leading you to think they’re not doing their job of representing you properly?
They listen but aren’t offering any guidance. I think he’s inexperienced.

second question - is your rep the branch president? don’t think so. He’s new and this is his 1st case.

I have today contacted the main office and waiting on a call back.

This isn’t correct on your first point. There is no legal process, the employer just has to listen. And act. They don’t need to do anything in writing, they don’t legally need to seek advise, if they deem it reasonable they need to put them in place, if they do not, they do not.

the only body able to decide who is right, is an employment tribunal. As the employer deems they are not reasonable. The op feels they are.

there is nothing a union rep can do here, they have no authority.

The company should have a policy which explains what to expect. As it stands the OP has made the request and her manager has rejected it. She has informed HR of her request and the fact it has been rejected.

It may well be an intentional decision not to disclose the reason for turning down the request. It might be hubris or ineptitude from the manager and HR. IME union reps are good at ensuring mandatory requirements are met and variable on the discretionary issues. Somewhere in between is company policy but it does usually have a lot of loopholes when it comes to discretion.

I would say the next step is lodge a grievance. That might bring to a head whatever agenda the manager and HR are trying to achieve here. Which could be a settlement offer to the OP and a parting of the ways.

Bottom line is the OP has requested something got told no and when the union intervened the no remained.