I have been meaning to write an “employee self defence” manual for a while now, and something came across my desk today to remind me of this ambition. Here’s it is off the top of my head.
- Always reply to management in writing and in good time.
- Know where your contract is, make a good .pdf copy of it and keep a copy of any variations particularly if you work for a business unit that has been subject to a TUPE agreement, you’d be surprised how careless some managements can be in keeping good records. If you opt out of the working time directive or refuse to, keep a written record.
- While contracts can be varied unilaterally i.e. imposed, it depends on the wording of the original contract, if you object to the changes, let management know in writing.
- Keep a contemporaneous diary and keep it off your employer’s IT; they can deny it to you when you need it or worse, amend the record.
- See your Doctor when needed and take their advice, don’t make them look a fool. If signed off sick, make sure your appropriate management know and they have the appropriate documentation.
- Tell your management if you are disabled or chronically sick, they won’t make reasonable adjustments unless they do.
- Know your grievance and whistle blowing policy so you know who to talk to when you need it.
- If you think it’s a grievance, lodge it, the least that will happen is that your case is in writing, actually shit managements might retaliate but your case is in writing.
- Know the IT use and record management policy of your employer; don’t break them and complain if others try and get you to do so too, by for instance, using personal phones or emails and whatsapp or twitter to discuss work matters.
That’s it for the moment but I know there’s more.
Dave (Branch President)
If you are a member, and need our help, get in touch at London Region’s contact form, or direct to us, our i.e. the branch leadership’s contact details are here… .
ooOOOoo
This is based on a blog article on Dave’s blog.
The featured image is from Unsplash, CC0 but submitted by Christopher Burns.
Posted: 22nd April 2020