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Started by ihavequestions23, 14-05-22, 09:52AM
Quote from: Redshoes on 14-05-22, 12:28PMFirst off you need to ditch what you think happens to others. You have no idea what is said behind closed doors and people lie. I have known of colleague who have had warnings and come out saying "I told them, and all I got was next stapes". Secondly, you need time out. People can work long hours and a lot of days but it catches up in the end. You can't burn the candle at both ends. You need to start saying no to overtime. Say "that put me on six days this week and I did six days last wk, I need time out". Use the words "work life balance". Thirdly, Covid is Covid. If you did not get a positive test it's not Covid. It also sounds like you have had this hanging over you a long time. If you do appeal I suggest you do it on the grounds of out of process but you need union support on this. As you waited for a rep to go in with you, what did the rep say?
Quote from: lucgeo on 14-05-22, 07:49PMRedshoes...can I ask some questions as I have been out of the system for a while, yet note you hardly ever address any of the issues questioned, in as much as advising on current policy? 1...should absence % be calculated on contracted hours, as the poster seems to suggest the absence % has been calculated on agreed overtime absence?2... should the first day of suspected Covid not have been included in the %, as it was suspected and therefore unable to attend until attaining a test?? 3...whereas the poster isn't privy to the outcome of other colleagues absence reviews, the poster can cite that they believe they are being treated at a detriment to other colleagues warnings!! As such the rep can question this for them! 4....what is the policy now on flexible contracts?? Citing " flexible contractual requirements" seems severely unreasonable, especially as the poster is working many requests to cover overtime?? Is there a limit as to how many hours and shifts they must accommodate before they can refuse??
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