spilie wrote:through the rep, dom and yourself you should be able to come to an agreement if not then pass it on to area. You must also remember Royal Mail are responsible for not only your physical wellbeing but also your mental wellbeing so first I would be asking to be assessed on my stress levels and having those results noted, then I would be lodging an ET1 as tribunals have a time bar on claims, claims must be made within 3 months minus 1 day from the date of the first act of discrimination
Pat Ostman wrote:Equalities act is only really relevant in a tribunal
To be protected by the equality act you must have " a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities". Once a condition is covered by the act the employer is obliged to make "reasonable adjustment". You can access this on the CWU website
Pat Ostman wrote:Equalities act is only really relevant in a tribunal
To be protected by the equality act you must have " a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities". Once a condition is covered by the act the employer is obliged to make "reasonable adjustment". You can access this on the CWU website
So here is the problem: Atos say blah, blah.blah DOM says: blah, blah, blah, who holds the field?
Use the Equality Act 2010 at the meeting on Fri,( it's the law ) and explain to the DOM that if " no reasonable adjustment " is made to the Duty that you are signed into, that you will have NO hesitation in going to a Grievance and possibly ET ( on his head be it) also if you are in the CWU, get hold of the Branch's Equality Officer...
Pat Ostman wrote:Equalities act is only really relevant in a tribunal
To be protected by the equality act you must have " a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities". Once a condition is covered by the act the employer is obliged to make "reasonable adjustment". You can access this on the CWU website
So here is the problem: Atos say blah, blah.blah DOM says: blah, blah, blah, who holds the field?
Use the Equality Act 2010 at the meeting on Fri,( it's the law ) and explain to the DOM that if " no reasonable adjustment " is made to the Duty that you are signed into, that you will have NO hesitation in going to a Grievance and possibly ET ( on his head be it) also if you are in the CWU, get hold of the Branch's Equality Officer...
Hi
Im not going to the meeting, its the CWU area rep and the dom.
Thanks for all the help!!!!!!!!!!!!!!!!!
Pat Ostman wrote:Equalities act is only really relevant in a tribunal
To be protected by the equality act you must have " a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities". Once a condition is covered by the act the employer is obliged to make "reasonable adjustment". You can access this on the CWU website
So here is the problem: Atos say blah, blah.blah DOM says: blah, blah, blah, who holds the field?
Use the Equality Act 2010 at the meeting on Fri,( it's the law ) and explain to the DOM that if " no reasonable adjustment " is made to the Duty that you are signed into, that you will have NO hesitation in going to a Grievance and possibly ET ( on his head be it) also if you are in the CWU, get hold of the Branch's Equality Officer...
Hi
Im not going to the meeting, its the CWU area rep and the dom.
Thanks for all the help!!!!!!!!!!!!!!!!!
Hi
I got a text from the area rep this afternoon, telling me Im still on my walk , no other details.
Thanks again
Pat Ostman wrote:Equalities act is only really relevant in a tribunal
To be protected by the equality act you must have " a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities". Once a condition is covered by the act the employer is obliged to make "reasonable adjustment". You can access this on the CWU website
So here is the problem: Atos say blah, blah.blah DOM says: blah, blah, blah, who holds the field?
Use the Equality Act 2010 at the meeting on Fri,( it's the law ) and explain to the DOM that if " no reasonable adjustment " is made to the Duty that you are signed into, that you will have NO hesitation in going to a Grievance and possibly ET ( on his head be it) also if you are in the CWU, get hold of the Branch's Equality Officer...
Hi
Im not going to the meeting, its the CWU area rep and the dom.
Thanks for all the help!!!!!!!!!!!!!!!!!
Hi
I got a text from the area rep this afternoon, telling me Im still on my walk , no other details.
Thanks again
The one you wanted?
Run, rabbit run. Dig that hole, forget the sun.
And when at last the work is done. Don't sit down, it's time to dig another one
Pat Ostman wrote:Equalities act is only really relevant in a tribunal
To be protected by the equality act you must have " a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities". Once a condition is covered by the act the employer is obliged to make "reasonable adjustment". You can access this on the CWU website
And who do you think decides what's reasonable?
Only the tribunal can determine that if you feel aggrieved and Only a tribunal can determine if you are covered under the act. You can't. The dom can't and neither can Atos or even your doctor.
It's decided at, yes you guessed it, the tribunal.
Run, rabbit run. Dig that hole, forget the sun.
And when at last the work is done. Don't sit down, it's time to dig another one
1:What's the point of sending us to ATOS,then getting the report,then s**t yourself cause the report doesn't go in your favour,then decide to f**k over the weak and ignore it anyway.
2:How do you sleep at night you bunch of c***s?
Just askin' like.
I Wrote-During Covid-Which is still relevant now
It's good to get these types of threads, the ridiculous my manager said bollox, so we can reassure ourselves that while the world is falling apart, Royal Mail managers are still being the low-life C***S they have always been. My BFF Clash The daily grind of having to argue your case with an intellectual pigmy of a line manager is physically and emotionally draining.
POSTMAN wrote:Just a quickie to the lurking managers on here.
1:What's the point of sending us to ATOS,then getting the report,then s**t yourself cause the report doesn't go in your favour,then decide to f**k over the weak and ignore it anyway.
2:How do you sleep at night you bunch of c***s?
Just askin' like.
In addition to that, should they ignore ATOS and something happens, it will be taken into account by the Health & safety executive if serious enough or when making a compensation claim, the Manager in question could also be personally legally liable in failing contribute to the Health & Safety of their employee.
Six of Nine loves Seven of Nine, together in Electric Dreams.
Pat Ostman wrote:Equalities act is only really relevant in a tribunal
To be protected by the equality act you must have " a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities". Once a condition is covered by the act the employer is obliged to make "reasonable adjustment". You can access this on the CWU website
So here is the problem: Atos say blah, blah.blah DOM says: blah, blah, blah, who holds the field?
Use the Equality Act 2010 at the meeting on Fri,( it's the law ) and explain to the DOM that if " no reasonable adjustment " is made to the Duty that you are signed into, that you will have NO hesitation in going to a Grievance and possibly ET ( on his head be it) also if you are in the CWU, get hold of the Branch's Equality Officer...
Hi
Im not going to the meeting, its the CWU area rep and the dom.
Thanks for all the help!!!!!!!!!!!!!!!!!
Hi
I got a text from the area rep this afternoon, telling me Im still on my walk , no other details.
Thanks again
The one you wanted?
Hi
Yes, its the walk Ive been on since the revision, the same walk I was taken off and put back on because the atos report said so, I get a text from the area rep this morning saying I wont be pressured to go over my time, I hope not but I doubt it.
Thanks again for all your help!!!!!!!!!!!
POSTMAN wrote:Just a quickie to the lurking managers on here.
1:What's the point of sending us to ATOS,then getting the report,then s**t yourself cause the report doesn't go in your favour,then decide to f**k over the weak and ignore it anyway.
2:How do you sleep at night you bunch of c***s?
Just askin' like.
...and then due to the Atos report being ignored it could result in an ET.. therefore the guilty manager could be guilty of discrimination.
Royal Mails code of business standards booklet states page 30 : (there should be one in every DOMs office)
'Formal complaints regarding potential breaches of the Equality and Fairness Policy will be investigated. Any employee who is found to have committed an act of discrimination or harassment will be subject to formal action (up to and including dismissal) under the conduct code'
There's probably 5 or 6 ET cases on this site alone which point to managers discriminating against employees,and to my knowledge some of these managers are still in the business
'Royal Mail leaders could not lead a worm, they'll never take our pride cos that's what we earn'
Hi, just want to say your not alone on this. I have had a bowel disorder for nearly 2 years now, i have been diagnosed from colitis/chrones/ to now being tested for celiac disease or ibs diarrhea/constipation with wheat allergy. From having nearly a month in hospital and nearly dieing from it on first visit. I have a manager who has tried blackmailing me to come back to work just after leaving hospital saying" i had 1 week left on sick pay" when in fact i had 3 months left. Also asking to do a rural when atos said i cant do them due to needing toilet near by. Me having to ask for atos not him. And finally after having a factor 10 pain throwing up badly in work bin and work collegues saying you look very ill and pale go home. The manager saying " this cant go on, there is nobody to do round, sit in canteen for five minutes, then shrugging shoulders and saying nobody to cover round". Managers at Royal Mail only care about budgets and there own praise. Im taking my manager to HR and going to stand firm on this. Since reporting manager, my work colleague who has just had operation on foot and has to be off doing round for 2 months, gets this off manager " so you cant do any of round. Stay strong from a fellow bowrl sufferer
POSTMAN wrote:Just a quickie to the lurking managers on here.
1:What's the point of sending us to ATOS,then getting the report,then s**t yourself cause the report doesn't go in your favour,then decide to f**k over the weak and ignore it anyway.
I heard lot of bad things about ATOS, and my union rep say they are ok and helpful. Any tip on handling ATOS. I want to make sure I don't do any delivery work until I am healed and balance restored.
