stage warnings

[wolfie citizen smith]

i had an accident on duty (for legal reasons i can't go into it, however a manager was to blame for not safe guarding my health and safety at work) this accident was registered with human rescources and the DSS as an industrial injury, i later had to have surgery because of this accident on duty which resulted in seperate periods of absence, i have had regular visits to occupational health but have still been given a stage 1 warning and because of the ongoing problems and different periods of time off i have now got an interview for a stage 2.

question..

1, can management give a stage 1 warning for a registered A.O.D which resulted in the accident being accepted as Industrial Injury..

2, can management give a stage 2 warning for a continuous problem relating to question 1..

thanks for your assistance

[phantomshare]

AOD's should normally be discounted and this point should be argued insistently, especially if it was due to there not being a safe system of work in place, is it possible that you may be covered by the DDA, if so you could use this in your 2nd stage interview.

[madelin4]

Good question. Im not sure, wud the same apply if one was off because of being bullied by a collegue or manager?

[moon71]

Was the accident reported in the accident book (or is this online now?) All accidents at work are discounted from the stage process as are all health appointments arising from the AOD (if verified by appointment cards). Sadly the computerization in resources will still kick out a stage warning into your managers hands an should not be issued (you manager must be a tosser). I see you have two routes to take, either you register a disagreement to each stage an sit back, or if taken to a satge3, these issues can be taken into account with a senior manager. Offcourse understand there are many postman who take advantage of this and hence a more stricter view from management seems to be inplace now.
Personally it seems to me, your paperwork to the AOD wasnt done properly or you have a nasty piece of work for a manager, who questions your issues and time off. Without proper procedure, its hes/hers right to do so.
Last thought, a DDA isnt a get out of free card, it just dictates that you may require more time of than the average employee in sick days an better understanding of health issues.
All health issues can be taken to the EHS (employee health service) an this is the route i would advise you to take. All the best.

[moon71]

Bullying and harassment is a totally different procedure. You have two choices, you may either warn the person yourself or ask your manager to do it, this is stage one and basically amounts to a ticking of (depending upon the level of bullying or harassment) of which can go higher.
Past this, is the more serious level where your complaint does become serious, with witnesses and statements. It becomes a conduct code issue and can have serious repercussions. All must be based upon fact, witnesses etc.
You can simply state you was depressed or anxiety because of these issues and couldnt work but wont cover your absence in any form an will mount up on your stage warnings.
If in doubt, confront all harassment and bullying to your manager, or your manager manager, it is all unacceptable behaviour.
Also understand that for most issues, a postperson deserves there first verbal warning, sometimes peoples behavior may seem unacceptable to you but horseplay is part of the business that we work in, he/she deserves the ticking off just to let him/her know they,ve crossed a boundary.

[yorkie]

SOUNDS TO ME THEY ARE NOT TAKING ANY MITIGATION.I WOULD SAY TO THEM THAT YOU ARE MORE THAN LIKELEY
COVERED BY D.D.A IF YOUR PROBLEM IS ONGOUING AND IF IT GOING TO LAST AT LEAST THE NEXT 12 MONTHS
GET THEM TO GET YOU ASSESED BY THEIR DOC TO DETERMINE THIS..GOOD LUCK!!!!!!!!!!

[madelin4]

Bullying and harassment is a totally different procedure. You have two choices, you may either warn the person yourself or ask your manager to do it, this is stage one and basically amounts to a ticking of (depending upon the level of bullying or harassment) of which can go higher.
Past this, is the more serious level where your complaint does become serious, with witnesses and statements. It becomes a conduct code issue and can have serious repercussions. All must be based upon fact, witnesses etc.
You can simply state you was depressed or anxiety because of these issues and couldnt work but wont cover your absence in any form an will mount up on your stage warnings.
If in doubt, confront all harassment and bullying to your manager, or your manager manager, it is all unacceptable behaviour.
Also understand that for most issues, a postperson deserves there first verbal warning, sometimes peoples behavior may seem unacceptable to you but horseplay is part of the business that we work in, he/she deserves the ticking off just to let him/her know they,ve crossed a boundary.

Thanks moon71, so basically a manager can bully staff to the point where they are sick and if they get to a stage 3 they are out the door! it dont sound fair at all.

[vigilante]

i had an accident on duty (for legal reasons i can't go into it, however a manager was to blame for not safe guarding my health and safety at work) this accident was registered with human rescources and the DSS as an industrial injury, i later had to have surgery because of this accident on duty which resulted in seperate periods of absence, i have had regular visits to occupational health but have still been given a stage 1 warning and because of the ongoing problems and different periods of time off i have now got an interview for a stage 2.

question..

1, can management give a stage 1 warning for a registered A.O.D which resulted in the accident being accepted as Industrial Injury..

2, can management give a stage 2 warning for a continuous problem relating to question 1..

thanks for your assistance

The answer is very simple to this mate----------NO

[wolfie citizen smith]

cheers mate, in some way i had a very good feeling i was right, but you know when you question yourself and then every thing gets confusing! i was a bit like that, "do you think that i would have a good case then to have this manager that issued a stage 1 for Bulling and Harassment"

[vigilante]

Not really mate----- but take him on the grievance procedure.
He has failed to comply with the attendance procedure.

[marky]

moon m8 your wrong in a way when i was a rep had a case where it was bullying lad went off sick , never counted against him. off for 3 weeks

wolfie no way should it count if it was an aod.



VOTE NO HAYES AND CO TO GO.!!!!

[borderscot]

i had an accident on duty (for legal reasons i can't go into it, however a manager was to blame for not safe guarding my health and safety at work) this accident was registered with human rescources and the DSS as an industrial injury, i later had to have surgery because of this accident on duty which resulted in seperate periods of absence, i have had regular visits to occupational health but have still been given a stage 1 warning and because of the ongoing problems and different periods of time off i have now got an interview for a stage 2.

question..

1, can management give a stage 1 warning for a registered A.O.D which resulted in the accident being accepted as Industrial Injury..

2, can management give a stage 2 warning for a continuous problem relating to question 1..

thanks for your assistance

The answer is very simple to this mate----------NO

But it won't stop them trying

[brothermagrew]

Sorry to read about your accident at work brother Wolfie can one however presume that you have got the CWU union solicitors involved? Whilst readily accepting that your manager did not protect your health and safety interests whilst at work did you however in any shape or form contribute to the outcome of your own accident. I say this as Judges usually look seriously at contributory negligence when awarding any financial award payments.

Will of course understand if you cannot go into further detail and hope you are well and truly on the mend.

[thexxxpostman]

a couple of years ago a guy collapsed at work with appendicitis and had his appendix taken out..he was issued with a stage 1 for the time off when he came back

even worse a postmans wife died and 3 weeks later he was sent a letter wanting to know when he was returning to work

[norbet colon]

Sorry to read about your accident at work brother Wolfie can one however presume that you have got the CWU union solicitors involved? Whilst readily accepting that your manager did not protect your health and safety interests whilst at work did you however in any shape or form contribute to the outcome of your own accident. I say this as Judges usually look seriously at contributory negligence when awarding any financial award payments.

Will of course understand if you cannot go into further detail and hope you are well and truly on the mend.

Grounds to take Royal Fail to Tribunal there , RM are probably challenging people to that with all this confrontational stuff . RM would do anything to wriggle out of something , the usual tactic is to find "witnesses " from nowhere to all swear blind it was your fault , bit like Prison ?!.

Sounds like the usual , lightbulb going off in a screw's braincell thinking they can get someone on the run & got overexcited , get brownie points for getting rid of someone who's taking too much time off , it's never Royal Fail's fault ever?!, and quell surprise RM haven't thought it through properly , not like RM to back themselves into corners and cock things up.