Left to cover long term sickness with no support whatever

[Morgen13]

Colleague (team of 2) has been on long term sick leave for over 6 months. I've been left to run the service, unsupported by management. I've requested meetings only to be told that they were too busy or, if they've happened, to be palmed off.

My colleague has barely been in contact and not for quite some weeks. Others have met her socially but although we got on fine, as I say, there's been little in the way of contact - though I have tried to keep in touch - very light and friendly.

But the real culprit is management. Short and long term planning with this level of uncertainty as to a return date and then terms of phased return has been very, very difficult and has taken its toll. All this while, I've had a DC who's been in hospital and health problems of my own. I mentioned the DC to the managers - they weren't remotely concerned.

I haven't asked for personal information, just for some sense of when I can expect my colleague back and for some practical back-up. I haven't asked for sympathy but I have expected a degree of interest and concern. HR, months ago, said that the employer has a duty of care. It certainly hasn't discharged it.

Now I understand that said colleague may be back soon. It won't be easy, for either of us. Is there any point in suggesting that management steps up and sees the two of us to help the process go as smoothly as possible? At my lowest ebb, I tried to get help from the union branch, but the caseworker was representing my colleague and said that there would be a perceived conflict of interest. There's no-one else from the branch who could have helped.

Worn out by this. Been kept in the dark and even if management had little in the way of concrete information, they could at least have asked me, occasionally, how I was doing and what, if anything, could be done to help me run the service.

Any thoughts - gratefully received.

Would you consider leaving your job? The management don't seem that good and there's no recognition of your extra work.

The alternative is you just work to your job and don't pick up any slack, but it's a bit late for that

Thank you. I am looking for sure. Your advice about not picking up slack is good. Probably not too late. Management are now not replying to my emails seeking clarification - not personal information but some idea at least of when I can expect my collegeue to return and on what basis. It was to be this week but there's no sign of her.

This level of uncertainty is making me feel weak and increasingly frustrated and unhappy.

I think you will have to stop doing things, and tell management that as of today you will not be doing X, Y and Z because as the lone member of staff running the service you can't do it all any longer. Say that if they want you to prioritise different things you can take that on board, but if you don't hear that from them, you'll do what you have outlined, because carrying the whole workload by yourself isn't doable. I would go and see them in person if you can but also email so there is a record of this, and copy HR in too.

Your employer probably cannot give you some idea at least of when I can expect my collegeue to return and on what basis.. Your colleague is likely to be submitting sick lines/fit notes for a few weeks at a time and they wont know when they are coming back until the colleagues tells them, once they know that they then need to discuss any phased return etc. It is not worth asking this question again.

I would go with Buttery suggest and tell them what you are prioritising and what might slip and for them to get back to you if there are any issues with that. Dont ask permission or a question, just state as fact. Then don't work more that your usual hours.

Could you submit a risk assessment to your manager and HR outlining the problems, possible alternative plans or solutions, and the consequences to the service if the problems are not addressed?
You could cover a lot of topics...
It would hopefully be seen not as complaining , but as a proposed way of dealing with the issue.

You may be of the opinion that this is not in your remit though, and I wouldn't blame you at all as you seem to have been left high and dry.