I've recently been told by my manager that he does not want to extend my fixed term contract after seven months of employment.
Union has appealed on my behalf as Manger has not really proved why.
He says not upto speed but never took me to one side to verify this.
Anybody else had this happen to them.
Any comments are welcome
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Appeals
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South_London_Postie
- Posts: 306
- Joined: 18 Nov 2016, 19:58
- Gender: Male
Appeals
I don’t really know what to suggest in this situation as the dom has the final say. A fixed term contract is just that.
I have a feeling he is bluffing you and trying to scare you into working over your time. I would stand my ground if I was you and keep applying for jobs internally as you will get priority.
Good luck
I have a feeling he is bluffing you and trying to scare you into working over your time. I would stand my ground if I was you and keep applying for jobs internally as you will get priority.
Good luck
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short bloke
- Posts: 21
- Joined: 10 Sep 2007, 17:09
Appeals
Matttweed789
Firstly is this fixed term contract, to fill a permeant role or to fill a short term vacancy, example someone on maternity leave or filling a temporary vacancy I.e. someone is covering a union position or another role in the business. if not. where you to leave would there still be a vacancy ?
If there still is a vacancy in that unit should you leave, could that vacancy be filled by some one more senior. possibly ! but if the vacancy still exists on your TM1 there should be no reason why you cannot apply for that vacancy. but to deny you getting that vacancy, the DOM would have to demonstrate he has done his job properly
But If the DOM is just using this as excuse to get rid of you because of certain reasons i.e. " not up to speed" what ever that means or cover's. he would have to have documented evidence to back up his view. and I know some would say, he wouldn't its the end of the fixed term contract ! that's why I posed the questions above.
it would make more sense and cost less, to keep a member of staff who may need a little more coaching ( not suggesting that you do) than employ someone who needs training from the beginning and before anyone else points out the irony in this statement, I know, when does the business ever make rational decisions !
Going on to the documented evidence, has the DOM had meetings with you and involved the office coach or a coach from another office, to discuss any issues he or you feel might need improvement, and work out a plan. and if he did, did he take notes and give you a copy. have you had any documented, excessive coaching around the 3C'S and this has lead to the conduct code.( from your post it sounds like he hasn't) I could go on, but think I have to much already.
In short if there is still a permeant vacancy in the D O, and the DOM has done none or very little of what I have mentioned in the above paragraph. he is not on very safe ground and I would hope you take this as far as you can. and show the DOM how poor he is at his job.
sorry for the post being to long, hope this helps. and hope you wipe the floor with the DOM
one more thing always insist that you have your REP present at any meeting. even if the manager states its only an informal chat.
Firstly is this fixed term contract, to fill a permeant role or to fill a short term vacancy, example someone on maternity leave or filling a temporary vacancy I.e. someone is covering a union position or another role in the business. if not. where you to leave would there still be a vacancy ?
If there still is a vacancy in that unit should you leave, could that vacancy be filled by some one more senior. possibly ! but if the vacancy still exists on your TM1 there should be no reason why you cannot apply for that vacancy. but to deny you getting that vacancy, the DOM would have to demonstrate he has done his job properly
But If the DOM is just using this as excuse to get rid of you because of certain reasons i.e. " not up to speed" what ever that means or cover's. he would have to have documented evidence to back up his view. and I know some would say, he wouldn't its the end of the fixed term contract ! that's why I posed the questions above.
it would make more sense and cost less, to keep a member of staff who may need a little more coaching ( not suggesting that you do) than employ someone who needs training from the beginning and before anyone else points out the irony in this statement, I know, when does the business ever make rational decisions !
Going on to the documented evidence, has the DOM had meetings with you and involved the office coach or a coach from another office, to discuss any issues he or you feel might need improvement, and work out a plan. and if he did, did he take notes and give you a copy. have you had any documented, excessive coaching around the 3C'S and this has lead to the conduct code.( from your post it sounds like he hasn't) I could go on, but think I have to much already.
In short if there is still a permeant vacancy in the D O, and the DOM has done none or very little of what I have mentioned in the above paragraph. he is not on very safe ground and I would hope you take this as far as you can. and show the DOM how poor he is at his job.
sorry for the post being to long, hope this helps. and hope you wipe the floor with the DOM
one more thing always insist that you have your REP present at any meeting. even if the manager states its only an informal chat.