Treated less favourably due to sickness.
I explained in my grievance, that the first time I've got of sick was for not been provided with a warm jacket in a cold weather what caused me getting a cold and not been able for work. I disagree with the outcome: '' Speaking to witnesses, a number suggested that LP behaviour may have contributed to this grievance, he does not always attend for shifts he has committed to''.
When I've got ill the first time, my hours have been cut from working a 37.5 hours a week to my contractual hours which is 7.5 hours per week. An agency worker was hired instead which demonstrates a direct discrimination against me as I have been told by manager Yvonne Sparrow, that because I was ill, I am not getting more hours. I do believe it is a breach of my contract and mutual trust. Yvonne Sparrow was acting personally and unreasonable. I was available for work, but Yvonne hired and agency staff instead. I don’t believe my hours was cut off due to business needs. (I don’t think this was taken to consideration when doing investigation).
I understand, that my contractual hours is 7.5 hours per week, but when I first had a job interview I was …show more content…
3. Reporting Sickness Absence 3.1 If you cannot attend work you should telephone your Line Manager or an alternative designated member of your team. If you leave a message, your Line Manager may need to call you back to confirm certain details relating to your absence. Only in exceptional circumstances should someone call on your behalf, for example, if you are too ill to call or are in hospital. 3.2 When you telephone, explain what is wrong and when you expect to return to work. You do not have to disclose the precise nature of your illness at this stage if you wish to keep it confidential. If you are off work for more than two days, you should keep your Line Manager informed of when you expect to return. You should also agree when you will next contact them. '' I followed company
I explained in my grievance, that the first time I've got of sick was for not been provided with a warm jacket in a cold weather what caused me getting a cold and not been able for work. I disagree with the outcome: '' Speaking to witnesses, a number suggested that LP behaviour may have contributed to this grievance, he does not always attend for shifts he has committed to''.
When I've got ill the first time, my hours have been cut from working a 37.5 hours a week to my contractual hours which is 7.5 hours per week. An agency worker was hired instead which demonstrates a direct discrimination against me as I have been told by manager Yvonne Sparrow, that because I was ill, I am not getting more hours. I do believe it is a breach of my contract and mutual trust. Yvonne Sparrow was acting personally and unreasonable. I was available for work, but Yvonne hired and agency staff instead. I don’t believe my hours was cut off due to business needs. (I don’t think this was taken to consideration when doing investigation).
I understand, that my contractual hours is 7.5 hours per week, but when I first had a job interview I was …show more content…
3. Reporting Sickness Absence 3.1 If you cannot attend work you should telephone your Line Manager or an alternative designated member of your team. If you leave a message, your Line Manager may need to call you back to confirm certain details relating to your absence. Only in exceptional circumstances should someone call on your behalf, for example, if you are too ill to call or are in hospital. 3.2 When you telephone, explain what is wrong and when you expect to return to work. You do not have to disclose the precise nature of your illness at this stage if you wish to keep it confidential. If you are off work for more than two days, you should keep your Line Manager informed of when you expect to return. You should also agree when you will next contact them. '' I followed company