WIBU to confront my manager?

[Disillusioned1111]

I started a new job at the end of July. I work nights, my manager works days. I’ve only seen her in person twice since I started the job, once at my induction and once at a team meeting during the day. Last week I was off sick, with a flare up of a long term chronic health condition. I told my manager about this when I was employed as my condition is classed as a disability. I tried to call in on Monday but the phone lines were down, so I emailed her and explained and I told her that I would let her know when I was ready to return to work, no problems. I returned to work last night, having completed my return to work interview via phone. There was an envelope waiting on the office desk with the RTW form for me to sign. In it she has mentioned that I failed to call in on a daily basis and must do so in future. I was a bit miffed because she didn’t mention this on the phone or when I called in, but okay. Bit OTT in my opinion, but fine if that’s procedure. However I then sat down to read the minutes from the weekly team meeting on the Wednesday I was off. ( Night staff don’t get a team meeting, we are just expected to read the minutes posted on a notice board). In it she informs the team that another staff member has left, and then on the line below -

”Disillusioned - no idea what’s happening with her?”

I’m furious. Number one, she knows full well that I was off sick, and why. Number two, why was that being discussed at a team meeting? It’s none of anybody else’s business why I’m off sick, my absence has no direct impact on the day team, I’ve never worked with them or even met all but one of them!!

WIBU to mention this to my manager?

How odd. You’ve started work but haven’t signed a contract? Have you been paid yet?

I don’t have my contract yet 🙄

Yes, incorrectly.

So they do RTW interviews

but they employ people with no contracts?

🤔

Apparently my contract hasn’t been forwarded from head office yet.

Unless we had a dr note covering a period we have to ring in every day. If I were off I’d call
first day then text the following, but I’ve been in my job 10+ years and only been off on average once a year.

I don't know where everyone else is working but I have never in 40 years been required to phone in every day when sick !

I contact when first sick and am asked to contact again when planning to return.

People seem completely unable to read English. OP clearly says spoke to manager over email on Monday by both sending AND receiving a message back from her manager acknowledging her illness .

Completely inappropriate to discuss another staffs sickness in a team meeting. This is an HR issue between you and your manager. Your manager sounds either v young and inexperienced or just unfamiliar with the appropriate way to behave with staff. Keep an eye on this.

As for the back to work letter. I would cross through the part you don't agree with and simply write 'not advised of this - communication by email, (and print off email correspondence) . Then sign.

Speak to her then reiterate the conversation via email. Keep it light and non confrontational.

Hi Manager, just want a quick chat about my absence, apologies I didn't realise I had to call in each day, I'll do that from now onwards. On that particular day I was unable to call in, due to the issue with the phones, if this happens again are you happy I email in?

On another note, I noticed that my leave was mentioned in the team meeting, see I do read the minutes (tinkly laugh), I read the statement about you having no idea where I was, is there something else I can do to keep you informed should it happen again? Then say something along the lines of, if there's an issue could you come directly to me as I feel it's a bit unfair to make these statements as I can't attend due to being on nights and I don't want the day shift to form an unfair opinion of me. It might impact my work relationships blah blah

Then take it from there. Id not make a big thing about it, but I would make sure she knows you've clocked it.

There was an envelope waiting on the office desk with the RTW form for me to sign.

but you’re saying an employer that does the above bythe book

has employer you and not bothered to issue a contract

oh and you’ve started work not having signed a thing

But there’s a real drip

apparently the op hasn’t signed anything and has no contract now.

And yet very on it with RTW interviews!

As I’ve already said, I’ve been told that my contract hasn’t been forwarded by head office yet. Yes I started work without having signed the contract because my previous job had finished due to the business closing and I needed the money to support my family. Is that alright?

”Disillusioned - no idea what’s happening with her?”

It's very unprofessional to have that wording in the content/minutes of a team meeting. Fine to say 'Disillusioned is currently off sick, her return date hasn't been confirmed' but that wording reflects badly on both you and the manager.

Ok so there’s no contract been signed
you started in July
you’ve already taken a week off

If you want to ever receive that contract op - no I wouldn’t be “confronting” my boss anytime soon

You seem like a really confrontational / angry person in general op? Not trying to be shitty but maybe you would benefit from some sort of therapy / counselling. Are you ok?

I worked in an NHS department for over 7 years before I was given a contract. And that was because the departments were shuffled about.
I frequently asked in the first 6 months and was told don't worry you've got all your employment rights. In the end I stopped asking.

I had a week off due to a chronic condition. It’s a disability, you can’t be sacked during probation for disability related sickness.

For 7 years you worked without a contract? But all pay, sick pay, annual leave, benefits etc - were in force?

You don’t need a signed contract for a contract to be in place. OP has commenced her employment so there’s now a contract in place. Her employees have 2 months from her start date to provide her with a written statement of employment.

Your absence shouldn’t have been discussed at the team meeting, and foolish for them to minute it, however out of the loop your manager felt. That’s for her, her manager and HR. Not your team mates. I would be seeking assurances that the nature of your absence wasn’t discussed, as this would breach confidentiality. We don’t even say someone is off sick, we say they aren’t in at the moment.

No
You are right

but they don’t need to give a reason not to pass your probation

I’m increasingly irritated that I’m managed by somebody who couldn’t organise a piss up in a brewery, that everybody seems to be aware of this but that it’s tiptoed around because she’s been with the company for a long time (but in management for around a year). I’ve been in the job for two months and I’m currently the second longest serving member of staff on nights as turnover is so high. Thankfully I have three interviews lined up this week.

Absolute rubbish. You can be sacked for any non-discriminatory reason (or none) in your first 2 years. Wouldn’t be hard to do at all.

This isn’t the job for you

Had you looked for the policy/read your contract/made any attempts to establish what you needed to do for yourself?

So you'd emailed her on Monday with a vague 'I'll let you know when I'm coming back', and not updated for the following two days. It sounds like she was just stating fact in the meeting, she did have no idea what's happening.

Does your absence not have impact on anyone else ie they don't need to find cover for you and it doesn't really matter if you're off? If so then I understand your pov, otherwise yes people being off is something that sometimes needs to be discussed in a team meeting

I’m well aware of that, which is why I’m taking steps to get out of there. That wasn’t my question though was it?