SACKED

[TONY MELON]

I HAVE JUST HAD MY FIRST STAGE WARNING AND HAVE BEEN SACKED FROM THE JOB,CAN Theire DO THAT.(22 DAYS OFF SICK IN TOTAL) I have been
with the company just over a year.

[sparkx]

I HAVE JUST HAD MY FIRST STAGE WARNING AND HAVE BEEN SACKED FROM THE JOB,CAN Theire DO THAT.(22 DAYS OFF SICK IN TOTAL)

How much service have you got?

[madelin4]

I HAVE JUST HAD MY FIRST STAGE WARNING AND HAVE BEEN SACKED FROM THE JOB,CAN Theire DO THAT.(22 DAYS OFF SICK IN TOTAL)

Yes, if you are a new start still in probation period, i .e , less than 1 year, sorry to hear the .

[Fluke]

Are you a member of the Union and if you are, did you take your Rep in?

[TONY MELON]

i have been there just over a year and i am with the union

[councillor]

Are you a member of the Union and if you are, did you take your Rep in?

A big,big mistake when on a stage, is not bringing in you rep to the meeting. I can not stress this enough, I got sacked on a stage 3 last year, luckily I won my appeal, but many don't.

[norbert]

Are you a member of the Union and if you are, did you take your Rep in?

A big,big mistake when on a stage, is not bringing in you rep to the meeting. I can not stress this enough, I got sacked on a stage 3 last year, luckily I won my appeal, but many don't.

Everything is purely to impress more senior management, inherently corrupt and to a foregone regimented conclusion , if RM can keep things within the building or within the Post Office , Royal Mail will try every underhand trick in the book.

There was even one case when a manager asked for the union to be brought in "To ensure fair play " ---enough said , as they regarded this postie , as a loose canon .What's acceptable on Planet Royal Fail isn't necessarily acceptable in the big wide world , but RM is all some of them know . However that's their problem .

He wasn't doing it out of the goodness of his own heart , he knew he'd lose Brownie points as a sub-ordinate as more senior managers would blame everyone but themselves for being led on a wild goose chase if matters went to Tribunal . You'll get that with that regimented negative "leadership" style .

The Union are your lay solictors , Area Reps are trained by the CWU to do RTU's , you're not .it's their job to find something wrong if RM have botched procedure / cocked up . If you don't have the Union in , the braindead machine will roll on regardless.

The CWU have to know sooner or later if RM is pulling a fast one ( quell surprise ) or they could later look silly as they've agreed to RMAP

[TONY MELON]

my understanding was that you could only lose your job at stage 3

[POSTMAN]

If you've been in the job for OVER a year and you are not on a rolling contract,ie you are deffo a full time employee then it does not make sence that you have been sacked at a stage 1.
This doesn't add up.

[norbert]

If you've been in the job for OVER a year and you are not on a rolling contract,ie you are deffo a full time employee then it does not make sence that you have been sacked at a stage 1.
This doesn't add up.

sounds if RM have put him on a years trial -not like RM to move the goalposts -unless they are playing the rolling contract game to make it easier to hire and fire, pressure from above from non-op's HR to keep the figures down .

Not like RM to be in permanent crisis mode and botch up , somebody might lose Brownie points

Sorry about my cynicism but it sounds if HR/Area are going for glory with a complicit DUM and assume nobody will twig on. You learn like many others how perverse and skewed RM's thinking is , good at plotting but these "cunning plans " can give people headaches clearing up the mess they make , be it blue or white shirts .


A INSPIRATION TO RM MANAGEMENT

[TONY MELON]

I am on a permanent full time contract i thought the probation period is 6 months i assume i did pass the probation as i did not hear anything from the managment,surly they couldn"t have extended my probation without letting me know

[TrueBlueTerrier]

This is from Union website http://www.cwu.org.uk/default.asp?step=4&pid=128

13. MEASUREMENT AND REVIEW
Royal Mail and CWU are committed to this process which will be reviewed on an Area by Area basis. The effectiveness of this approach will be monitored at the quarterly strategic area review meeting. It is a process for reviewing trends and identifying opportunities for improvement.With employees new to Royal Mail it is important to establish quickly a clear understanding of the need to maintain appropriate standards of attendance. Attendance may be regarded as warranting formal action if an employee who is on trial has:

Stage 1: 2 absences or 7 days in a 6 month period
Stage 2: 1 absence in the next 2 months
Stage 3: 1 absence in the next 2 months
No triallist should have his/her appointment confirmed whilst under this procedure.

2. MINIMUM NATIONAL ATTENDANCE STANDARDS - EMPLOYEES NOT ON TRIAL
Employees who have successfully completed their trial period are still required to maintain a high standard of attendance. Attendance may be regarded as warranting formal action if an employee who is not on trial has:

Stage 1: 4 absences or 14 days in a 12 month period
Stage 2: 2 absences or 10 days in any 6 month period during the next 12 months
Stage 3: 2 absences or 10 days in any 6 month period during the next 12 months
In deciding whether these standards are met for employees whose trial was recently confirmed, attendance during the whole of employment is considered, not jut from the date trial is confirmed. An employee whose trial has been confirmed following an improvement to the required triallist standard will be put back to the previous stage of the Attendance Procedure but the criteria appropriate to a non-triallist will then apply.

and from the Direct Gov site

http://www.direct.gov.uk/en/Employment/ ... G_10026619

Automatically unfair reasons for dismissal

Employers must follow certain dismissal procedures before they can lawfully dismiss an employee who has 12 months or more service. If they don't, the dismissal is automatically unfair.

Even if you don't have 12 months service, it will be automatically unfair if they sack you because, for example, you:

* exercise your statutory rights, like the right to written particulars of your terms and conditions
* are pregnant
* take/ask to take statutory maternity, paternity or adoption leave
* are or intend to be a trade union member, or refuse to join a union
* exercise your rights under the National Minimum Wage Act
* complain about a health and safety problem
* report wrongdoing at work ('whistleblowing')
* exercise your rights in connection with a statutory grievance or disciplinary procedure
* take part in official industrial action that lasts less than 12 weeks
* take time off for jury service
* ask to work flexibly if you've a right to do so
* exercise your rights under the Working Time Regulation

Not being fully ware of your situation it might be worth checking the 2 links to see how you fit in: Good luck.

[horrible]

I had a meeting with the Dom where i was told i had passed the trial,Also was given a letter saying that i had passed the trial succesfully,Went off sick after that for over 2 weeks and was given a stage one.

[TONY MELON]

/k

[Fluke]

I had a meeting with the Dom where i was told i had passed the trial,Also was given a letter saying that i had passed the trial succesfully,Went off sick after that for over 2 weeks and was given a stage one.

The absence of 14 days would have triggered the stage 1 and unfortunately there is no appeal at a stage 1 or 2.

My advice for what its worth is:


Everyone should take a Rep in and ensure any mitigating circumstances have been noted. Let the Rep read through your sick absence reports to see where he can tie things together. Say for instance you had an accident on duty resulting in a back injury and then always seem to be off with back problems, it would be possible to attribute these later absences to the AOD and have them discounted. Asthma and Migraine sufferers are covered by DDA and should be given some leeway. Reps should have received training and are there to help, that's why we pay subs.

Managers normally take 24/48 hours to reach a decision and they should give you a copy of the notes from the interview to read and sign. Its important that the member and the Rep read the notes and agree they are an accurate reflection of the interview before they are signed, they should contain the mitigating circumstances that were put forward. These notes are important and should the member be unfortunate enough to end up on a stage 3 for dismissal.

My advice would be, to ensure a Rep is involved at all of the stages, never go into an interview with a manager on your own and don't wait for a stage 3 before involving a Rep. Despite what we all think about ATOS, if you are asked if you would like a business referral (EHS help), take it, as you need to be seen to be helping yourself. At a stage 3 managers will use the fact that you refused their help against you (if that's what they call it).