Temporary redeployment and grievance

[Savannahuk]

I've been redeployed temporarily due to putting in a grievance against two colleagues for bullying and harassment.

My issue is that I am severily stressed, struggling to go into work each day and there is no work for me to do in the new temporary post. I've done a few tasks in the last few weeks but i was told yesterday by the manager that she does not have anything for me to do (that's 8hrs of nothing to do). Also, I get asked odd questions from new staff and get funny looks from people wondering what i am doing there (obviously i do not attend meetings, no talk about inviting me to the xmas lunch etc) I just feel more depressed about the whole issue.

I've discussed permanent redepliyment with my HR advisor who says she thinks it would be best i await the outcome of my grievance (the hearing is in January) She said she needs time to prepare the case properly.

I've requested annual leave yesterday and my manager seemed annoyed he then marched to the HR office (clearly he seems to expect me to sit there for 8hrs without anything to do while I sit with strangers getting on with their jobs). I just feel fed up. On top of all this I have a very unsupportive partner and three childre under 3.

I have already used up all my paid sick leave and can't afford to go on half pay. I don't want to quit without knowing the outcome of the grievance and with a bad record and no reference.

Fyi, the grievance hearing will be in January.

no one?

What are you actually asking?

I don't know what your question is

If you are feeling stressed and like you can't cope then you need to go and see the doctor - but you said you don't want to do that

They have moved you from the situation and given you a role (albeit a quiet one) until the hearing. I'm not sure what else they can do

They are sidelining you, putting you in a corner and leaving you with nothing productive to do. It's unprofessional and spiteful to exclude and isolate you from colleagues. It's a deliberate attempt to make it unbearable and hope you get another job. However they've covered their backside by having the date set for the grievance investigation near enough that they could defend their actions from an accusation of Constructive Dismissal (they'll probably claim HR is doing work behind the scenes). This is just my interpretation based on your OP.

Does your grievance contain a complaint that's linked to a Protected Characteristic under the Equality Act, i.e. you mention the 2 colleagues were harassing you (were they being racist, sexist, disablist etc?). If so, you can add this latest behaviour by your employer to the list, as it could also be classed as a form of harassment under Equality Act to target you with isolation and exclusion.

I would contact ACAS, your Union if you have one or a solicitor to see if this entire situation can build a case of Discrimination.

"I don't want to quit without knowing the outcome of the grievance and with a bad record and no reference."

Why would you get no reference? Why would your record for a reference be 'bad'?

I'm not saying you should quit, but not sure about your reasons.

Clearly your company can't invent a position for you where there isn't one, so there's no point being cross about there being no work for you to do in this temporary 'post', and with the manager expecting you to sit there all day. If there is no work there then there is no work, it's not his fault.

I assume if you've discussed permanent redeployment that means there is at least the potential of an actual vacant job somewhere that would fit you?

I don't know if they will give me a good reference nor who to approach for a reference as they are really upset with me for putting in the grievance.

What should I say at the interviews when they ask 'why are you leaving'? I was thinking of asking other senior staff for reference but not sure if they will as they don't know me that well.

The grievance is in relation to racist and disablist comments.

The grievance is in relation to racist and disablist comments

I would bide your time and see how the grievance is processed and how seriously they take you. Whilst comments can be cutting and hurtful, it can become a situation of your word against theirs.

It tends to be more powerful a case if you can evidence they have discriminated against you in terms of pay, benefits and promotion opportunities compared to colleagues that do not have the protected characteristic. I'm not saying you don't have cause to submit a grievance, but I hope they don't minimise or retaliate, on account of you formalising it.

Have you requested any reasonable adjustments that they have failed to provide, but without telling you why or at least trying to discuss it?

Can you tell us what’s actually gone on? So we can all judge the situation a bit better and be able to provide some advice as to what to do?

When you say you’ve been redeployed, have you been put in a different branch of the same company or are you working a totally different job? I’m confused by your comments about new people walking around asking what to do - and if you are in there temporarily you should absolutely be attending team meetings and building relationships to then want to be invited to the Christmas lunch. Shoving you into a corner isn’t any good.

To be honest most employees only give basic information on references so there’s no such thing as a “good” reference about performance, personality or subjective judgement anymore. Why did they move you and not the people who you complained about into a different job? That’s a bit odd.

are you in a union OP? Get help from one asap.

If not, contact HR again and say you are being victimised through exclusion from social activities and not being given any work to do.

@username2020: My union rep has been useless throughout this whole process and the union head keeps saying she is a good rep 🤷🏻‍♀️

@TheTruthAboutLove I've been moved to another office on the upper floor belonging to the same department.

@robinshine thank you for that info

@daisychain01 I have sufficient evidence that it isn't a case of my word against theirs but I doubt there will be a positive outcome (being a well known rubbish employer).

I feel like handing in my notice and just taking all my annual leave

They've done the right thing, they have removed you from th situation whilst they investigate, right now they don't know if your allegations are correct or malicious.

I'm not getting the issue on the leave, are you entitled to it? Also maybe ask if you can support others whilst in your temp position.

Past that if you're suffering from stress, speak to your doctor.

Your husband and children are a different issue and should be addressed seperately.

do you expect to go back to your original job?

I don't understand how they think it is reasonable for a grievance hearing to be in January that's at least six weeks from now that is pretty outrageous and I would be pushing for that to be expedited to start.

@figgygal I totally agree! The grievance started in September and they haven't even interviewed my witnesses yet.

@Bluntness100 I have a lot of annual leave left which i need to take before the end of the year.

@EleanorReally I did request permanent redeployment but HR are encouraging me to wait until after the hearing (not sure if that's a hint that things will go well for me).

a hint that things will go well?
what would that mean?
the other people have to leave?/be redeployed? and you get your old job back?

I understand bullying is very hard to prove

As I've said I have evidence and witnesses so not sure why they are delaying the issue. Anyway, thank you all for your help.

They do have to carry out an independent investigation, they can’t just take what you have and discipline someone. That said, the timeframe is very long, unless you’re NHS/public sector in which case they take a ridiculous amount of time to do anything.

If you're still in the same department but on a different floor, why is there no work to do?

Can you use your spare time for professional development activities?

@Rainbowshine what is there to investigate when the discrimination is on camera, audio, emails and backed up by witnesses ?

@goodwinter because we don't do exactly the same job. The personal development is a very good idea! I will sign up for some courses. Thank you

Yes its public sector

But for them to take formal action through a disciplinary process they have to have investigated first. The ACAS code of practice says this. Your union rep should be explaining the process to you. And pressing for the investigation to be completed.