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Diabetes discrimination at work - advice needed!
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<blockquote data-quote="Phoenix55" data-source="post: 1963738" data-attributes="member: 242273"><p>In the past I have been an association rep (read union). One of the first things that the solicitor impressed on us in training was that starting a grievance procedure was rarely advisable, it was better to note the date, time and witnesses to the incident and keep the information for another process. Check with your local CAB or union rep but I think the same advice would still apply. Keep the email apology, copy to your personal address. I am afraid you may believe, as I did, that HR would be impartial; experience has taught me otherwise. He who pays the piper calls the tune and HR will side with the director. As far as you can let it go, your colleagues will not have been impressed with the display of temper that this man has shown and he is now walking a tightrope not to cross a line and be accused of bullying. Check out the bullying procedure and discrimination procedure of your employer, the fact that you ask for these after an incident will put HR and the other directors on their guard that you will not be treated in this way. Go back to work with your head up, you have not done anything wrong, why should you be ashamed or embarrassed by this man's behaviour. If any of your colleagues ask tell them the truth but that you wanted to be accepted on the evidence of your work not as a token 'disabled' person in the workplace. If you feel up to it you could even use it to educate them.</p></blockquote><p></p>
[QUOTE="Phoenix55, post: 1963738, member: 242273"] In the past I have been an association rep (read union). One of the first things that the solicitor impressed on us in training was that starting a grievance procedure was rarely advisable, it was better to note the date, time and witnesses to the incident and keep the information for another process. Check with your local CAB or union rep but I think the same advice would still apply. Keep the email apology, copy to your personal address. I am afraid you may believe, as I did, that HR would be impartial; experience has taught me otherwise. He who pays the piper calls the tune and HR will side with the director. As far as you can let it go, your colleagues will not have been impressed with the display of temper that this man has shown and he is now walking a tightrope not to cross a line and be accused of bullying. Check out the bullying procedure and discrimination procedure of your employer, the fact that you ask for these after an incident will put HR and the other directors on their guard that you will not be treated in this way. Go back to work with your head up, you have not done anything wrong, why should you be ashamed or embarrassed by this man's behaviour. If any of your colleagues ask tell them the truth but that you wanted to be accepted on the evidence of your work not as a token 'disabled' person in the workplace. If you feel up to it you could even use it to educate them. [/QUOTE]
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