Maternity Grievance and sick leave

[Mumof3kidss]

Unfortunately, whilst being on maternity leave my employer has sourced a new line manager without informing me, given that this was a role I was training and preparing for prior to maternity leave, I am most aggrieved and have raised the grievance with HR. During my ML I have received a lot of pressure from my manager to have keeping in touch days, something which I’ve not felt up to doing. a culmination of those two things have caused a lot of undue stress, and with my return to workday fast approaching I’m contemplating seeing my GP and taking some time off for the stress.

I just wondered if any of your lovely parents had any thoughts on the above and if you’ve been through anything similar? I’m feeling pretty bad about taking further time off.

Just trying to help OP understand what HR doesn’t do. (Because most people don’t seem to have a clue.)

I did say no to the KIT days but they have persisted in asking I take them to attend training etc. surely I shouldn’t have to continuously say no.

You need to be asking your manager/HR what they are going to do to address the discrimination you have been subject to. If you have legal cover, say on your house insurance or on your car insurance, speak to them to determine whether you have a case.

You're right, there is an onus on the employer.

Yes, I know that one all too well!

we have 13k staff and those on mat leave get sent any internally advertised roles and any immediate team roles. Anything else they can search on job sites if they’re looking.

Really interesting that such a basic requirement is such a shock to you. I’m a manager and have been for 7 years. In that time I’ve had 4 of my team go on maternity and 1 on paternity leave. I’ve always kept them informed as it’s my responsibility to do so.

It might be in your best interests to attend a couple of KIT days? I don't believe they can force you but it might create a poor impression.

I’m fully aware of HR’s role, the process in the company I work for is that grievances are initially raised via HR. Given my grievance is about my direct lines of management is will likely be managed and resolved by a different department with the involvement of HR. Your “…” comment was unnecessary .

The ignorance out there is staggering. We have 45,000 employees and all vacancies are accessible to all staff on our intranet.

My decision to attend KIT days or not should have no bearing on my employees opinion of me.

That's how grievances are generally raised. It's totally normal.

It shouldn't but employers can be bastards unfortunately!

That’s a great suggestion, thank you! I will definitely look into it!

To be honest OP your tone on here suggests you are a pretty difficult individual. Maybe it’s your attitude that has stopped you getting promoted at work?

We have that but wouldn’t expect those on maternity to check every week just in case their manager handed their notice in. I’d let them know of team vacancies relevant to them.

“Hello. Is that HR?”
”Yes.”
”We’re running a service out of X place today and the only toilets are in a supermarket on the other side of the car park.”
”Okaaaaaaaay…….”
”Well, what are you going to do about it?”
”I’m not responsible for toilets.”
”You’re HR. Humans need toilets.”
”what is it that you think I can/should do?”
”Get some hire company to bring us a portaloo.”
”please speak to the manager on site and get them to contact logistics. In the mean time allow everyone to take sufficient breaks to travel across the car park to the supermarket toilets.”

I wasn’t expecting glamour, but…….. 😂

Love it!! I remember Salaries dept complaining of a smell in their office, and me and another senior HR manager up there sniffing like fucking bloodhounds! And they complained to us if there was no bog roll!

Difficult or just not wanting to be discriminated?

Funny how women who stand their ground are difficult, a man would be seen as strong.

I did say no to the KIT days but they have persisted in asking I take them to attend training etc. surely I shouldn’t have to continuously say no.

So, they tried to keep in touch but you felt it was too much? What would you have expected in terms of them telling you about this opportunity. On one hand you seem to be saying they were in touch too often, and then not enough? And I wondered if that attitude came through to them and they felt you did not want to be bothered?

Ignore that, you just want to be treated fairly and that is your right.

I took extended sick leave with all three of mine. Maternity leave was very short then, and my children were breastfed so I didn't have a lot of option!

You are actually being ridiculous. The two things are separate.

I think this is fantastic. Sad that it’s thought of as such really. My intention to apply for the role was common knowledge with my peers and higher management. Many a discussion with my line manager about it and even formal discussions in peer reviews. Not like I was wanting all vacancies sending… but this direct line progression vacancy was definitely expected.

Not at all. They should have let her know. But who knows what they usually do in order to do that. And if you are not having regular contact with them, things can get missed. As for me being ridiculous, no need for name calling.

You have no understanding of what name calling is!! I absolutely did NOT name call you! You chastised the OP for not wanting to be constantly contacted about KIT days but not contacted about the job opening? I rest my case!

Are you in a union and have you sought their advice? I assume not given your posts.

where was the job advertised? Internally, externally? If the person who got the job an interim, agency or permanent member of staff? Was there an application process and interview? I’ll be honest I’ve never heard that an employer must inform someone on maternity of relevant vacancies - because what is relevant? In all my union training this has never been raised…. Is there a work place policy that requires this in your workplace?

in terms of the grievance, they always come with unintended consequences - so beware of that. Byes it is your right to raise one, but I’m not sure I can see where you have been discriminated against from the information you have provided. The other thing about grievances is that you need to clearly explain what you want to get out of it.

I think you will need some employment law support if you’re not in a union.

i also fine it odd that your manager has been in touch about kit days and training but you’ve not discussed what’s going on in the workplace and the appointment. Surely it is good that they are offering you the training? You can absolutely say no and obviously they way in which the kit days are presented to you is critical here but it’s odd that on one hand you are being communicated with to the point you feel pressured and on the other hand you’re not being communicated with to the point you feel discriminated against.

Sounds like they’ve failed to tell you about an opportunity you’d planned for and of course reasonable to question whether that could be down to discrimination.

I agree with others that (beyond the grievance) you might want to consider your general approach. The stress leave suggestion paints you in a very negative light and being honest, refusing to do KIT days is quite an unhelpful thing to do in terms of you getting the best out of your employer and keeping those relationships/knowledge strong (appreciate there may be extenuating circumstances).