Manager prepared fora hit in an IT to sack someone

[gman]

The Dom at our office told the union rep that he's prepared to take a hit in an industrial tribunal to sack a member of staff who has a chronic illness, therefore is off sick regularly trying to get to grips with his illness.... It means he doesn't go on stage warnings like the rest of us, so obviously he seems like a liability to the business after near 14 years of work before he became sick..... My question is, wot should the unions approach be to this, as of yet they have taken absolutely no action.

[muddylab]

The union should defend him,like it or not this manager has no right to sack him.At this point in time your collegue needs all the support he can get, from both RM & Union.This callous disregard of his personal circumstances can only cause his health to worsen,not only the added stress to this mans family as well.If it go"s to a tribunal I hope they throw the book at RM and this manager/low life for it.I wish your collegue well.

[belle]

The union should defend him,like it or not this manager has no right to sack him.At this point in time your collegue needs all the support he can get, from both RM & Union.This callous disregard of his personal circumstances can only cause his health to worsen,not only the added stress to this mans family as well.If it go"s to a tribunal I hope they throw the book at RM and this manager/low life for it.I wish your collegue well.

I agree with the above throw the book at RM Manager

[smelly_cat_lady]

Agreed. Scumbag low life manager. Is this what his life is worth? Some nasty tiny minded individual (for surely he ain't human) is prepared to do that to another person is shameful
How would he like it if it was his brother/brother in law? Disgusting behaviour, hope you got a witness who can back up your story. Good luck

[mailman71]

the union rep should report this further up the union,this is a shocking way to treat anybody and it shows how little managers think of their staff irrespective of how long they have been with the firm.

[dvbuk55]

The Dom at our office told the union rep that he's prepared to take a hit in an industrial tribunal to sack a member of staff who has a chronic illness, therefore is off sick regularly trying to get to grips with his illness.... It means he doesn't go on stage warnings like the rest of us, so obviously he seems like a liability to the business after near 14 years of work before he became sick..... My question is, wot should the unions approach be to this, as of yet they have taken absolutely no action.

It isn't clear on what grounds he intends to sack him and in fact the union can take no action until he does sack him - then the defence starts and the procedure is followed in the usual manner.

What should happen in the meantime is that the rep should make it plain that the union would make a determined defence of the individual - it may be that the manager is testing the water.

If the illness is chronic then perhaps ill health retirement may be an option - not that I am suggesting that as the only option, depending on the nature of the illness would determine what is the best course of action.

[Steviea34]

The Dom at our office told the union rep that he's prepared to take a hit in an industrial tribunal to sack a member of staff who has a chronic illness, therefore is off sick regularly trying to get to grips with his illness.... It means he doesn't go on stage warnings like the rest of us, so obviously he seems like a liability to the business after near 14 years of work before he became sick..... My question is, wot should the unions approach be to this, as of yet they have taken absolutely no action.

Actually the procedure would need to be refferal first to ATOS, i am not sure what a)role this individual has in the business, or
b) the nature of the illness. If he is reffered to ATOS they may reccommend redeployment if a more suitable role would improve the
individuals attendance pattern rather than IHR. If the business offer this then it is refused by the individual, then the business has been
seen to support this person, however if reading this, i think he is covered under DDA, then redeployment should be the DOM'S first option.
As i said earlier, the individual must also be prepared to make reasonable adjustments & this may be the best option for all concerned.

[General Mannerheim]

The Dom at our office told the union rep that he's prepared to take a hit in an industrial tribunal to sack a member of staff who has a chronic illness, therefore is off sick regularly trying to get to grips with his illness.... It means he doesn't go on stage warnings like the rest of us, so obviously he seems like a liability to the business after near 14 years of work before he became sick..... My question is, wot should the unions approach be to this, as of yet they have taken absolutely no action.

Is your DOM a pillock?
Openly going around saying he is prepared to victimize and discriminate a person who is probably covered under the DDA.

[norbert]

With another Union , I've seen the Employer take a hit in an IT , they wanted rid of a " green card " , to make it " look straight " , they sent the person they wanted rid of to Weightwatchers ....so his condition was " his fault " , they'd say he hadn't " taken care " .

I've even heard a Personnel Manager say to someone " Let us sack you , you'll get your benefits " .

One RM way is to put a " Would a Tribunal rule that so & so is ....whatever " question on a BRF to the don'tgiveATOS " Doctor " , translated from corporate speak to plain English ; it means so and so is a loose canon / troublemaker etc and get rid by " fair " or foul means .

With the manager in the OP , all RM would do is hire Eversheds or some other expensive corporate lawyer to try and make sh** shine if that someone caused a stir . They have to protect that manager with that Emperor's New Clothes management style , otherwise nobody would feed them with what they want to hear . All that manager would do is cite pressure from above i.e . who is trying to impress who and whom ?

The ATOS Origin criteria is not Medical - just quasi medical , it's based on American Insurance Claim software called " Can Do " , even one of their own Doctors admitted it's slanted to block if you will ; 75 % .

[flaminmoses]

well hopefully the union rep raised a grievance over the matter.

the manager should be sacked

[norbert]

RM will promote him , there's a long waiting list for tribunals , a hit is cheap for RM

[mailman71]

i spoke to a mate who works in a big factory and he was telling me that in his work they are doing the same to people who are of a lot irrespective of what their illness is.
it seems now that every big firm is not prepared to have workers absent for lenghty periods and are quite prepared to sack workers and let them try and get their jobs back through industrial tribuinials.