Full Conduct Code

[pcb]

Agree with CCR get on the phone ASAP an get your Area Rep involved.

[san186]

The reps in my place are next to useless

Then go to Area.
If they are talking about wilful delay and possible dismissal you need an Area Rep on board anyway.

How do i get in touch with my area rep?

[fishtank]

The reps in my place are next to useless

Then go to Area.
If they are talking about wilful delay and possible dismissal you need an Area Rep on board anyway.

How do i get in touch with my area rep?

Your unit rep should have his/her number.
Your branch may also have it's own website with contact details for your area rep.
If not use this map to find your branch contact details and give them a call.

http://cwu.org/cwu-branches.html" onclick="window.open(this.href);return false;

[san186]

The reps in my place are next to useless

Then go to Area.
If they are talking about wilful delay and possible dismissal you need an Area Rep on board anyway.

How do i get in touch with my area rep?

Your unit rep should have his/her number.
Your branch may also have it's own website with contact details for your area rep.
If not use this map to find your branch contact details and give them a call.

http://cwu.org/cwu-branches.html" onclick="window.open(this.href);return false;

Many thanks. I'll update this thread shortly

[blackadder]

how you getting done for wilful delay ??

[san186]

how you getting done for wilful delay ??

This is the actual acquisition on the letter. A update is long over due so here goes -

-Spoke to union area rep
-Following Night the manager comes with a letter stating another manager has to do the fact finding due to the bullying & harassment case.
-No update since from bullying & harrasement or a date for the fact finding interview, since then which was 5-6 weeks ago.

Where do i proceed from here? Recently The manager involved, his attitude has since got worse. I am a nervous wreck, i dont sleep nor do I eat. I dont know what to do.

[pcb]

make sure you keep a diary on the behaviour of the manager especially the worsening behaviour. If you have a grievance against him/her and it is with regard to B/H then use the B/H procedure. The argument about going to your car is that if there has been previous incidents with other people, what happened to them? because if it is different from what happened previously and the manager concerned has a grievance hanging over him/her it could be construed as malicious behaviour. Inform your Area Rep about worsening behaviour.

[san186]

The B+H has been found in my favor (after an appeal) but I have learnt that the managers line manager is not planning to do anything to him (not to move him to another area/shift or give him a conduct code or anything). This is the 2nd case against him in 2 years (1st was for sexual harrsement)

How do I proceed now? Do i get proffesional advice and go down the vicarious liability route or do i try to get a hold of the 2 guys running the mail centre?

[san186]

how you getting done for wilful delay ??

This was brought up by the manager as retaliation for the b+h against him

[pcb]

Are you in the union? Get hold of your Branch Secretary because if the manager has been found to be guilty of B/H and he has not been moved there is something very wrong.

[General Mannerheim]

Are you in the union? Get hold of your Branch Secretary because if the manager has been found to be guilty of B/H and he has not been moved there is something very wrong.

Why do you say that?
We have two t.urds who have been found to be guilty of discrimination IN AN EMPLOYMENT TRIBUNAL,and the t,urds are still in position..it's as if nothing happened it says in the RM Equality Policy that they "promptly and fully investigate all complaints of discrimination and harassment,taking action where necessary" what a crock of s**t.

[san186]

Are you in the union? Get hold of your Branch Secretary because if the manager has been found to be guilty of B/H and he has not been moved there is something very wrong.

The union rep dealing with this is currently on annuel leave.The reps down there are next to useless. The union rep emailed the managers line manger and said he would advise me of about vicarious liability.

Another thing to add is when the original fact finding B+H case was going on the union rep asked why the manager had not been moved when the B+H case was started. He was told he couldn't be moved for "personnel reasons" . Also my main witness in this gave me a written statement and then changed her mind. I handed in the statement as evidence but she refused to say anything in my favor during her interview.

Im completely stuck here and do not know what to do. 15 years in Royal Mail for this.

EDIT: Just to add, ive been late with the updates on this thread because of the stress this guy put me under has had me visit the hospital twice, approx 8 weeks mandatory sick leave on doctors orders and Ive had to temporarily move area whilst he struts around like nothing has happened.

[san186]

Just an update. Nothing has changed. I am still not back in my area and i was presented a 1st stage warning fact finding interview. My response was basically its not right to attend with yourself and ive asked my union rep to find another manager to do the fact finding. Now he has approached me and said i have to attend.

Wtf do i do:(

[san186]

Just a quick update the managers line manager wants to see me at 5am. I cant trust the union reps on the night shift over here as not only did they not help in my case, they changed their statements. The union guy dealing with my case is on lates...

Is there any kind of 3rd party that can get involved? I keep hearing about AQAS or tribunals? (I thought id have to be fired for either of them to get involved)

[san186]

That was a waste of time. Line manager said he cant do nothing. I am waiting for my union rep to get back to me. Looks like we'll be going to court.