Saskatoon Health Region
Recently, a member at my workplace submitted a vacation request for two days of vacation on a weekend that according to the master rotation she was scheduled to work. But guess what, the employer did not honour the master rotation, and the manager changed this members scheduled days to days off, and approved vacation for days the member did not want. When questioned, the manager insisted that it was the employers right!
But that's not all, this same member has encountered a different manager who denied her a position at another site. The second manager stated that the member is not eligible to be considered for the position, because she is not consistently below the peer group average when it comes to sick time usage. Wow!
Yet get this, three months ago this same member had applied for another position and was denied it too. At the time of the posting, the member was above the peer group average, but the manager said to our member "we would love to have you, if only you could reduce your sick time usage."
Since this time, the member has done all she can to reduce her sick time, recognized what is making her ill, and fixed the problem. Now that she accomplished what many people never do; she has recognized her problem and dealt with it, yet this employer stops her in her tracks again, and tells her 'oh no not good enough'. They phone her at home, and bring her to tears, they make her feel unvalued, unsupported and unwanted.
Recently, a member at my workplace submitted a vacation request for two days of vacation on a weekend that according to the master rotation she was scheduled to work. But guess what, the employer did not honour the master rotation, and the manager changed this members scheduled days to days off, and approved vacation for days the member did not want. When questioned, the manager insisted that it was the employers right!
But that's not all, this same member has encountered a different manager who denied her a position at another site. The second manager stated that the member is not eligible to be considered for the position, because she is not consistently below the peer group average when it comes to sick time usage. Wow!
Yet get this, three months ago this same member had applied for another position and was denied it too. At the time of the posting, the member was above the peer group average, but the manager said to our member "we would love to have you, if only you could reduce your sick time usage."
Since this time, the member has done all she can to reduce her sick time, recognized what is making her ill, and fixed the problem. Now that she accomplished what many people never do; she has recognized her problem and dealt with it, yet this employer stops her in her tracks again, and tells her 'oh no not good enough'. They phone her at home, and bring her to tears, they make her feel unvalued, unsupported and unwanted.
In short, nothing will be good enough for this manager.
Stay tuned for more up-dates, these managers feed off each other to do harm and what is so sad...they enjoy it.
Stay tuned for more up-dates, these managers feed off each other to do harm and what is so sad...they enjoy it.
would seem to me her rights are being violated,on top of that she is being harrassed ,intimidated ,and bullied, i certainly hope our union is standing behind her and filling a grievence,if she has the seniority she should get the positions she applied for. I wonder does management take the courses on harrassment and bullying they shove down our throats, or do they just know how to do it and get away with it
ReplyDeleteAs a colleague who is representing this member, the first thing I did was console the member. She was very shaken up by the actions of this manager. This incident left the member feeling very unwanted, undervalued, and disrespected. I hopefully made her realize that her tears should not be wasted. This member had just started a week off work, and I encouraged her to forget these unwarranted comments, and enjoy her week off with her husband and children. I indicated we would set up a date to meet very soon, but I wanted an opportunity to contact both of the managers in an effort to make them understand the harm they have done to this person by making her feel unwanted, undervalued, and totally rejected. I have sent a communication to the managers urging them to reconsider their actions, and to allow our member to be offered the position which she is qualified for, and has been told by the manager she is the most senior applicant. The e-mail was sent at the beginning of the week, but as of 6:30 pm on Friday, neither of them replied. I will be meeting with the member early next week to have her sign grievance forms if the managers don't "wake up", and I look forward to meeting with them over this issues.
ReplyDeleteI would like to also add that not all managers are like this. SHR has some very good managers who show that they respect and value their employees in many ways, but in this Dept where these managers are in charge, there has been nothing but problem after problem, with intimidating meetings, changing hours constantly, and basically not caring about the consequences of their actions.
I agree with the person who commented, this member has been bullied, and intimidated, and as for me I will not stand for it, and I only wish the rest of the members in this Dept would stand up for their rights, and perhaps we could change things for the better in this Dept. One harmed member, harms all of us! It's time to stand up to these bullies, and let them know that they can't get away with this anymore, but we all need to be behind each other, and know that is where our strength is. It's called SOLIDARITY. It's not about harming another member to make thing better for ourselves.
Well the awful saga continues and gets worse for our member who simply requested vacation time to spend with her family on a booked vacation out of province. I first wrote informing the watch dog that the manager changed the vacation request from a weekend to the following Monday and Tuesday without consultation with the member. I also told the watch dog that I had sent a communication to the manager, in hopes to resolve the issue, but the manager chose not to respond to me. Instead, she called the member at home on her day off and harassed her, blaming her for the problem, and included another Union member in the bullying!
ReplyDeleteInstead of fixing the problem, they now have this member scheduled to return to work during her vacation, leaving her vacation plans now up in the air. Not only has this manager managed to harass our member, but now they have upset the entire family.
Way to go Manager! Good managing skills, you have not only compounded the issue, but created a whole new one.
Perhaps if you had contacted the Union, as I requested, this whole mess would have been avoided. Now we will see you at grievance meetings.