Work Problems - Advice Needed

[ukbadger]

To keep it brief

Had a flare in July - off 12 days on and off which resulted in me being sent for occupational health assessment , triggered by the number of 'points' my absence incurred in company sickness scheme. Declared fit to work (again). Since then my managers attitude has changed markedly , making snide comments about my performance etc which are not justified. In my performance appraisal he also put comments about my absence and the impact it has on rest of team - which I have minimised by working when I was mid flare.

Come in to day to an email saying my reporting line has been changed to report into a new recruit. This is someone who's role I was recruited to cover on an interim basis , have covered several times since and was actually involved in recruiting the previous person who turned down the role after a few months temping. This new manager is not linked to my role as per job description 'logisitics analyst' and he is commercial analysis manager , and it seems I will retain all of the jobs I have been covering while we looked for this new person and a lot of the crap no-one wants.

Feels like I am being pushed aside by my manager as too much trouble to manage , I thought once this new person joined I would be able to pass on some quite 'chunky' tasks which are nothing to do with my role.

Boss says he will speak to me about the changes - should I just keep quiet or should I register formally I am unhappy at what I see as effectively a demotion ? Just about ready to walk out to be honest .... pushed myself to come back after the flare , was put under loads of pressure resulting in anxiety etc and now this ... but I have a mortgage to pay etc !

Thanks for reading

Hayley

EDIT - Im addition to this my probation period was due to end several months ago and despite repeated requests I have had no confirmation it has been passed ( I was a contractor previous to taking perm job)

 

[StarGirrrrl]

Are you a member of a union you could talk to?
Also you are covered by the Disabilty Discrimination Act. This means any absences caused by your disability should not be counted so as to trigger warnings etc, you with me?
Crohn's & Collitis UK has a good guide, or you can find more info on the web:

http://www.nacc.org.uk/downloads/factsheets/employment.pdf

 

[Loriebird]

That sucks =\ I've been fortunate to work for people who were too scared of getting sued to say anything about my illness. Are you documenting everything?

All reviews, all snide comments about you missing work, try to get it in writing (I love emails - I require most communications at work regarding my missing work, my illness, or anything serious to be sent to me in an email.) Whenever a manager or similar person makes remarks about my performance at work, I request it in writing.

Make sure you are handing in doctor's notes so they can't turn around and say they didn't know or they thought you were lying.

If you really feel as though you are being discriminated against at work bc of your illness, you may lodge a complaint with human resources so you can document it. Or you may consider requesting a meeting with your manager or your manager's manager to discuss this matter. I would not take this quietly. If you don't fight back, they won't have any reason to stop treating you the way they are treating you. Be professional but don't be anybody's doormat.

 

[kenyasolovely]

Definatly speak to HR about this. Also ask about the FLMA, this is what I am currently under and as such, when my Dr. completes the required paper work and submits it I have 12 weeks per year (480 hours) of time that I can take off for medically related issues that are, in theory, "protected". I'm not sure if a company can demote you legally if you're under FMLA, unfortunately if you are not protected by any sort of disability coverage or act, then most states are "hire/fire at will" meaning your job is not secured.

I would also, as the others do, keep copies of everything. For two reasons. One, if you ever do have to end up in court (which I hope not!) then you have documentation on your observations, days out of work, why you were out, how you felt that day, comments and emails made, etc. Second, in the event you need to apply for LTD or STD you have notes to share with your doctor to help show how much time you've missed. Also if you ever decide to pursue SSI or SSDI you have journals showing your time out of work which is very, VERY critical to being able to get disability payments. I'm currently doing all of this now and I keep all emails/correspondence to and from HR and my supervisors and also my own personal documentation. You can be certain that they are.

I'm lucky because my Supervisor is under FMLA herself due to her having a sick family member so she is very, very supportive of me being out of work and taking days out when needed. I feel for those working in a less than friendly environment as if the day to day of dealing with Crohns AND working is not enough. And in terms of that probation period and any other deals or promises, they need to provide you something in writing. I agree with previous posters, be fair but be FIRM. This is your body, your health and your career.

Best of Luck!

 

[sunnyfem2sweet3]

Something similar happened to me. I was working in the city, a total of 4 hours commute time when I was originally diagnosed. I missed several days of work and my doctor had provided me a note. However, when I finally made it back to work I was invited to a meeting with the managers. During this meeting they were "warning" me about my absences and how it affected "the team". I was heart broken that in addition to dealing with being newly diagnosed I was now in jeopardy of losing my job. I thought it was against the law to bring disciplinary actions against someone out for medical reasons. Luckily I have since found a job closer to home. I wonder would they treat someone with cancer the same way?