Handed notice as couldn’t cope with new CF boss. HR wants me to raise a grievance. What for??

[TooOldForASugarDaddy]

That’s it basically, I have handed notice after months struggling with a new boss that thought it was perfectly ok to expect for me to…

— work long extra hours without pay,
— work away twice as often than I was signed for
— and dismissing completely and at will my need for reasonable inexpensive adaptations I require due to disability.

HR has expressed concern at my reasons for leaving and wants me to initiate a grievance process. I do not want to work for them ever again and do not need a reference. What could I get out of starting a grievance process apart of more misery and stress?

I guess they may be trying to cover their backs against me taking legal action or loss of reputation but is it normal to ask someone who finished work already to start a grievance process?The CF boss put me in garden leave as soon as I handed my notice so, technically, I am still hired by the company but I am no longer working and have returned all my equipment.

Might they want to use it as leverage to start to get rid of him? He might be getting himself a reputation as a bad manager but they need evidence.

You beat me to it, AgnesX. It does rather sound to me like they're compiling evidence by asking for a grievance to be submitted rather than have an exit interview.

It sounds like they want to either get rid of him, or force him to behave differently. Or perhaps yours wasn't the only complaint.

It's entirely up to you if you cooperate or not. It might make life easier for the person who replaces you, but if you don't want the hassle, then that's fair enough too.

If he asked you to work long extra hours without pay why didn't you refuse?

If he asked you to work away after already working the time assigned for why didn't you refuse?

You're selling him your time, if he wants it he pays for it and only the time you're prepared to sell.

Yes, what's to stop him doing it again if nobody actually complains on record?

It's entirely up to you of course but that seems the most obvious reason to me.

If a grievance investigation finds in your favour that would actually help any legal recourse you may have, surely?

As above. I think they want evidence with which to get rid of manager.

I did refuse, I know my rights, I have been a manager as well, the way she (my manager) managed my refusal and concerns is what drove me to hand notice.

There is no real benefit to you, however it might help the other people he works with.
It's up to you whether you do it or not, but what is the downside of doing it?

I thought that their interest for me to raise a grievance was mostly to ensure they gave me the option and I refused so I cannot complain or sue in the future.

They’re probably worried that you’re going to get ACAS involved and sue them. (Quite rightly so.). I would think that you have a watertight case for constructive dismissal. I really hope your new job is a much happier and healthier environment.

If you do raise it as a grievance it may stop it happening to someone else. And as other people have said, they are worried about being sued.

HR won’t be able to do anything without evidence. Contrary to general mumsnet opinion, generally HR people recognise that terrible managers are bad for the organisation and would prefer to investigate this kind of thing so they have evidence to present to business leaders that this manager is a risk to the business.

Hmm, I'm in almost an exact situation at the moment from an HR point of view. We've been trying to build a clear case against a known problematic person for a while now and have asked (making it clear it is their choice) someone who has just handed in their notice (stating it is solely down to this person's behaviour), to raise a formal grievance which can then be used as irrefutable evidence.

I'm not saying this is your case - sadly this is probably happening up and down the country - but I highly suspect that the reason for asking will be the same. A grievance is stronger than a recorded exit interview and could be exactly what they need in order to make positive change.

If you do decide to help them out, I'd make sure you put firm boundaries in place - e.g. you complete the grievance form but make clear that you are walking away after that and will not give up any of your own time in follow-up correspondence.

I'm sorry you've been driven to this though. It's a horrible situation to be so unhappy at work, considering how much of our time is spent there.

Maybe they know this person is a bad un and are looking for evidence.
Maybe others have done the same.
Maybe you will help prevent this happening to others.

At the same time though you owe them nothing so its up to you.

Yes please do raise the grievance to stop it happening to your replacement. Also in your shoes I would like to imagine she might get her comeuppance.

Please report this person via their formal processes. I did and it resulted in the sacking of a bullying, bastard manager. He was a known bully but they couldn't do anything without evidence. Sadly, he moved onto another local organisation and took his henchmen with him but I have a little satisfaction know he was found out and sacked.

Hi OP

We're just moving your thread over to the right topic now.

@LilyMumsnet , Thank you but I put this thread in 30 days only because I I don’t want this thread to stay around indifinitely, could you please put it back in 30 days only? Thank you.

I think they want to get rid of her and they need ammunition. You might find you want to change your mind about staying or returning if they do get rid of her.

Raising a grievance does not take away your right to sue them if you wish to do so. In fact, if you are thinking of doing so, you really should raise a grievance. Failure to do so means you haven't exhausted all your employer's mechanisms for dealing with the issue, which undermines your case.