Appeal system is a joke

[Johnrch8]

As the title of my post suggests. The new appeal system for sickness stages is a joke. You appeal to the manager who than waits a couple of days. Writes you a letter saying that his decision is final. Three sicknesses that have triggered my stage. Two of them are registered as a disability. One of my disabled sicknesses the manager on my back to work as wrongly put the reason for my sickness as a cold. The real reason I was sick was because of asthma which if covered under disability for me. The way Royal Mail flaunt the law is disgraceful. I’m in two minds to go to acast.

[tramssirhc]

As the title of my post suggests. The new appeal system for sickness stages is a joke. You appeal to the manager who than waits a couple of days. Writes you a letter saying that his decision is final. Three sicknesses that have triggered my stage. Two of them are registered as a disability. One of my disabled sicknesses the manager on my back to work as wrongly put the reason for my sickness as a cold. The real reason I was sick was because of asthma which if covered under disability for me. The way Royal Mail flaunt the law is disgraceful. I’m in two minds to go to acast.

What's the CWU doing about it?

[worktotime]

As the title of my post suggests. The new appeal system for sickness stages is a joke. You appeal to the manager who than waits a couple of days. Writes you a letter saying that his decision is final. Three sicknesses that have triggered my stage. Two of them are registered as a disability. One of my disabled sicknesses the manager on my back to work as wrongly put the reason for my sickness as a cold. The real reason I was sick was because of asthma which if covered under disability for me. The way Royal Mail flaunt the law is disgraceful. I’m in two minds to go to acast.

bullshit , get the area rep involved , as your covered under the equality act so dont accept that and also stick a grievance in against the manager .when you logged your appeal did you give them the reasons why ? , and you should have had a meeting with a rep present with the manager for any appeal and not just a letter off him , get on to your area rep asap and dont let these fxxxxxx get away with it .

[redlen]

Must disagree on the above post.

Asthma is covered under the Equality Act as a disability only if it impacts your normal day to day activities over a long term.

The simple fact being you were absent from work and that is a recordable event, either with or without sanctions attatched.

You stick in a grievance against a manager you can open yourself up to a counter allegation if vexatious. Though nothing stopping you putting in a grievance as to the reasoning why the sanction was issued. As for a rep being present, we do not even know this chap is even a current member of the CWU.

[Johnrch8]

I am, my asthma is logged as a disability by occupational health

[Newandscared]

Must disagree on the above post.

Asthma is covered under the Equality Act as a disability only if it impacts your normal day to day activities over a long term.

The simple fact being you were absent from work and that is a recordable event, either with or without sanctions attatched.

You stick in a grievance against a manager you can open yourself up to a counter allegation if vexatious. Though nothing stopping you putting in a grievance as to the reasoning why the sanction was issued. As for a rep being present, we do not even know this chap is even a current member of the CWU.

All employees in the UK have the right to have representation in the room regardless of whether they are a Union Member.
https://www.tuc.org.uk/research-analysi ... ccompanied

[redlen]

Actually there is no such thing in law as representation in a disciplinary where an approved companion can speak on behalf of an employee if the employer so wishes.The approved companion can confer with the employee during the meeting but cannot speak or answer questions if the manger instructs.

Even a rep can be gagged and officially all they are there for is to make sure correct procedure has been followed.
The employer can ask the approved companion if there is anything the would like to add at the end of the meeting to be recorded in the minutes.

[Acca Dacca]

Actually there is no such thing in law as representation in a disciplinary where an approved companion can speak on behalf of an employee if the employer so wishes.The approved companion can confer with the employee during the meeting but cannot speak or answer questions if the manger instructs.

Even a rep can be gagged and officially all they are there for is to make sure correct procedure has been followed.
The employer can ask the approved companion if there is anything the would like to add at the end of the meeting to be recorded in the minutes.

Who has said anything about speaking? The only post mentioning getting a rep involved just says to have them present.

[Newandscared]

Actually there is no such thing in law as representation in a disciplinary where an approved companion can speak on behalf of an employee if the employer so wishes.The approved companion can confer with the employee during the meeting but cannot speak or answer questions if the manger instructs.

Even a rep can be gagged and officially all they are there for is to make sure correct procedure has been followed.
The employer can ask the approved companion if there is anything the would like to add at the end of the meeting to be recorded in the minutes.

Yes a rep can theoretically be gagged, however NDAs can't be used to prevent whistleblowing or illegal activity.....illegal activity would cover breaching the EQA or HSE etc

[Mickeybrowneyes]

Actually there is no such thing in law as representation in a disciplinary where an approved companion can speak on behalf of an employee if the employer so wishes.The approved companion can confer with the employee during the meeting but cannot speak or answer questions if the manger instructs.

Even a rep can be gagged and officially all they are there for is to make sure correct procedure has been followed.
The employer can ask the approved companion if there is anything the would like to add at the end of the meeting to be recorded in the minutes.

Yeah but the process of the appeal should allow for representation and a meeting with the manager to hear the appeal case.
Why was that not done