Am I being subtly bullied by my boss?

[howfartospar]

The atmosphere between me and my boss has suddenly cooled over the last 6 months. Small things like disagreeing with me in meetings, not responding to messages and not managing me (no support 121s etc)

During the Summer i was told that he didn't think he could keep me on my salary grade next year (I'm on a temporary contract), and since then my workload has increased to a point where I'm hugely struggling.

I had tried to broach the subject but he's not the type to be challenged. He's a bit corrupt and employs people he likes (actively telling me he gave his friend the interview questions beforehand)

I've started to keep a diary of 'events' but i work for a LA and i don't know what good it'll do for me.

Any suggestions gratefully received.
TIA

Sounds to me as though he's trying to get you to do as much as possible before your contract is terminated. I'd look for another job.

I'd speak to ACAS.

I don't think you should be able to get away with shady practices in local Government jobs.

Is there somewhere where you should be able to get away with it?

You say that you are on a temporary contract. How long is your continuous service? If it's less than two years then it is unlikely that what you describe would constitute unfair dismissal. And you may not like it, but disagreeing with you in meetings isn't really bullying (odd that you comment that he doesn't like to be challenged, yet you pick disagreeing with you in meetings as possible bullying- don't you like being challenged in meetings, because that's hardly unusual).

There ought to be support and responses to messages, but frankly in local government these days workload is so heavy and pressures so high that this is not uncommon. My own manager could be described as dropping 121s, not responding to emails, and disagrees with me in meetings (and I disagree with him too- it goes both ways) and he is the loveliest person and one of the best managers I have had in many years. There simply aren't enough hours in the day for all the work.

As for the salary, we've had to stop all recruitment for temporary or agency staff, so you'd be facing redundancy where I am. So it is entirely possible that the budget to continue your employment is not there or not as large.

As for the workload, if you cannot manage it - which is entirely reasonable comment - then you need to speak to your manager about his priorities, and what gets done first. And clarify what cannot be done. That is his job to determine. Everyone is struggling with workloads in local government, and that means that decisions must be made about what doesn't get done.

I've been with the local authority for 18 years but I've recently accepted a temporary contract.
I don't believe that disagreeing with me constitutes any sort of bullying but the point I was trying to make is there's been a marked change in my managers approach with me.

Previously it was very supportive and upbeat, and now there is lots of picking holes with my work I'm doing, disagreeing with me and trying to put things in my one-to-one's which are simply untrue.(i refused to sign the previous supervision)

I feel I'm being possibly forced out but he is also very clever in his approach.

A difficult on-going situation

Hi..under what conditions did you accept the temporary contract?

It was a promotion with the chance to gain experience in a new area. Should the worse happen, then i hope to have access to the redeployment pool.

I'd aim to go back to your previous post asap.

If it was a promotion and also a temporary contract, then it sounds like he's either overestimated his available budget, or had been told that he must cut out a percentage next year - most authorities are budget setting right now, so looking for savings across most areas.

Given your length of service the "temporary" contract is not relevant- you would very definitely qualify for redeployment if your post was at risk. However, you should check your local policies because they now vary in places. But it is possible that a drop of one scale, with some limited salary protection, would be deemed a suitable alternative to redeployment or redundancy.

Your other option, if you feel you have sufficient evidence, would be a grievance, but that comes at a risk either of it being found in his favour, or of it being found in yours but ending up in redeployment anyway (and in that case you'd be redundant if there was no suitable alternative). But once you commit to that road you have to see it through as it won't improve the relationship - I've been there.

a marked change in my managers approach with me.

I would say this is significant-either way there are changes afoot. Either wait & see what they are or make your own plans & move on your terms.

There is a colleague from another department who is off work with stress as a result of my manager's impact.

I agree that changes are afoot but i have to put up with my manager currently and the effect it's having on my mental health. It's not something i wish to do at all, but I am documenting everything in case i have to raise a grievance.

I'd love to go back to my old position but thats not an option right now. As my job is under threat, i believe I will have access to the redeployment pool 3 months from my contract end date. I guess for now I'll have to wait it out.