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Can i refuse to meet with my boss

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This information sheet explains the rights you have if you want to change your hours to fit in with caring for your children. If you need to change the hours you work because of childcare, you can make a request for flexible work. Your employer has a duty to consider your request in a reasonable manner and your employer must not discriminate against you. This information sheet explains how to ask for child-friendly working hours and what you can do if your employer refuses your request. All employees including trainees and apprentices have the legal right to make a request for changes to their hours of work, days of work or place of work providing:. You are still employed during maternity, paternity or periods of parental leave, so any weeks of leave count towards your continuous employment.

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What are my rights during a meeting with a supervisor?

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It only takes a minute to sign up. A member of my team, reporting to a deputy, is refusing to attend regular 1-to-1 meetings which otherwise are standard practice across the whole team.

The only reason she offers is "my union say I don't have to" - although no specifics are offered i. The same employee has refused to participate in the last annual professional development exercise. I'm tempted to say that 1-to-1s are a vital part of an employee's work, are necessary to ensure everyone's able to work on the right things, in the right way and ultimately a reasonable management request which will be a disciplinary issue if she continues.

I would suggest you ask the union rep and Human resources rep about this in a meeting and ask what might be the basis for making this claim and what you need to do to make it possible for her to attend the meetings. You might need to meet first with your HR rep before inviting the union rep to the meeting.

Once you have agreement between the Union and HR, I would invite the rep and the employee to a meeting with HR to discuss what can and can't be required of the employee in terms of meetings and professional development. If the Union rep and HR are in a agreement as to the things the person can refuse to do, then this meeting should make it clear to the employee what her limits are and what will get her in trouble as far as performance.

Having the union rep at the meeting already would take away her excuses. If on the other hand, the union rep says this behavior is ok and please get him or her to cite the relevant contract clauses , get the union rep to tell you what you can do to remove the obstacle. Do you need to have a third person present? Do you need to replace in person meetings with emails? Again once you know what you can ask of the employee, have a meeting with all the relevant parties.

When you end up meeting with the employee, see if you can find out why she objects to one on one meetings. Is there something you can do to make her more comfortable? Follow up your meeting with a written confirmation of what was said and what the employee will be expected to do to be considered in compliance.

Reference this document if she continues to refuse and then use it to start the process of documenting her performance issue refusing to do valid work related tasks is a performance issue.

Just because she is in a union doesn't mean she can't be fired for cause, it means you have to carefully document what you do and don't skip any steps along the way. Your HR should be familiar with the necessary steps that the union has agreed to. When she offers "my union say I don't have to" then ask for the name of the person in the union that told her she does not have to. This sure smells fishy to me. You should have a union representative rep.

Talk to the rep and ask for the basis for refusing to attend the regular 1-to-1 meeting. If that does not resolve the issue then get HR involved. You don't want to get into a dispute with the union without knowing where you stand. A one-to-one is there to talk about problems either way, in order to improve things. If someone refuses to do one-to-ones, they give up on chances to improve things.

It is quite possible that you don't have to participate in a one-to-one, but unless everything you do is absolutely perfect, you are losing out. It would be quite possible that an employee regularly does something wrong which could be fixed very easily with very little actual effort. Not participating in a one-to-one means that this doesn't get fixed. So the manager can only act on it when things get really bad.

What if the salary for the next year is discussed? Imagine a conversation where the employee is told "sorry, no raise for you because your work had certain faults". Employee says "but you should have told me about those faults", and then they are told "that's what you are told in a one-to-one".

Edit: Some comment says "this doesn't answer the OP's question, and will attract downvotes". The OP's stated question is "can an employee refuse a 1-to-1 meeting". The OP's real question is "what can I do when I want a 1-to-1 and the employee refuses and says he has the right to refuse". With my answer it is obvious that the OP can tell the employee "If you refuse to have a 1-to-1, it makes my life more difficult, but it may also have considerable disadvantages for you. Sign up to join this community.

The best answers are voted up and rise to the top. Home Questions Tags Users Unanswered. Can an employee refuse a 1-to-1 meeting? Asked 4 years, 1 month ago. Active 4 years, 1 month ago. Viewed 9k times. Andrew Gibson Andrew Gibson 37 1 1 silver badge 3 3 bronze badges.

Is she right? Sounds like you need to be talking to the shop steward, not to an Internet forum. A possible explanation for such a union rule is that a female employee may have concerns about meeting privately with a male supervisor.

That said, this is something we can't answer here. You'll need to talk about things with whoever in your company or your company's labor lawyer is the expert on what is allowed under your contract with the union.

You should have a union rep. Tall to the rep and ask them for the basis. If that does not resolve it then talk to your hr. Sure seems fishy to me a union worker would not have to come to meeting. I assume this is on the clock. Is this meeting a disciplinary matter, or part of the normal job, like a progress, problems encountered, time-line type reporting?

Which country? Why does nobody ever state which country? Active Oldest Votes. All this does is reinforce my belief that unions no longer have a place in our economy. Thank you for the "handbook" on how to navigate such a nightmare. AndreiROM, on the other hand I have seen people fired because they wanted to give the job to their cousin who just graduated.

Or because they were in a bad mood today. Workers need some protections from companies and unions are the most viable way to get them. Very, very different situation when it comes to legislation and protection of workers.

AndreiROM I believe most of our SE colleagues from the US will have "at will" employment terms which means that they won't have a contract and can be fired because their manager is having a bad day.

So much for their being protected by legislation. In the UK, where I live, the unions are under attack by the current govt As ever, employee vs. LightnessRacesinOrbit observation based on reading most of the questions, answers and comments posted since Workplace was in beta. It does seem like a massively career-limiting move.

Perhaps the OP could ask one of the conscientious objector's co-workers to tell her that one-on-ones are really not that scary. Honey rather than vinegar, so to speak.

This does not answer the OP's question, and will probably attract down votes. Featured on Meta. Related Hot Network Questions.

The Scariest Words a Boss Can Say

Summary: At some time in your career, you may be asked to attend a meeting with your employer or an independent investigator as part of a disciplinary, performance management or other employment process. This fact sheet answers some common questions about attendance at such a meeting. If possible, you should seek advice from Avant or another advisor such as the Australian Medical Association or your union before attending the meeting. You can seek advice even if your employer says the matter is confidential and you should not speak with anyone about it. Generally, yes.

Employers cannot avoid their human rights obligations by calling you self-employed. Employees are also protected from discrimination or termination during a probationary period. The Code may also require an employer to adjust your job duties to accommodate your special needs, if those needs are tied to a right covered by the Code.

Insubordination can be one of the toughest things for a human resources professional to handle. Unlike other rule breaking, which can sometimes wind up being a misunderstanding, insubordination is the intentional refusal to perform a job duty or order from a supervisor or manager. This blatant refusal can lead to a bunch of different problems if not handled swiftly and properly. So what is insubordination? What actions are considered insubordinate, and what can managers, HR leaders, and other supervisors do about it?

Can I record conversations or meetings with my boss?

I recorded my termination meeting because I was fearful that the employer would say that I resigned and was not sacked if I later brought an unfair dismissal claim. Can I use the recording in court? The Surveillance Devices Act and other legal precedence sets limitations on what recordings can be used to support your case. You may have been fearful that your employer would manipulate the outcome of your meetings to better their case should you bring legal action against them to enforce your employment rights. You may have recorded the conversation to protect yourself in the future against any adverse action from your employer. However there is legislation in place which limits your ability to use those recordings in legal proceedings. You may have complied with the law when you covertly recorded the conversations, however this may be of limited use in defending your employment rights if you cannot use it in a court or tribunal against your employer. The purpose of the Surveillance Devices Act Vic is to restrict the use, communication and publication of information that is obtained through the use of surveillance devices. Such devices can include audio, visual and tracking devices.

What to do when requested to attend an employment meeting

By using our site, you acknowledge that you have read and understand our Cookie Policy , Privacy Policy , and our Terms of Service. The Workplace Stack Exchange is a question and answer site for members of the workforce navigating the professional setting. It only takes a minute to sign up. A member of my team, reporting to a deputy, is refusing to attend regular 1-to-1 meetings which otherwise are standard practice across the whole team.

Dues-paying UFF members have a right to union representation at meetings called by administrators where there is reason to believe disciplinary action may be taken against them.

We use cookies to improve your experience of our website. You can find out more or opt-out from some cookies. You can bring someone with you to a disciplinary meeting.

Human Rights at Work

I am currently on FMLA due to my mental illness, which was greatly exacerbated by his behavior and some serious stress at work. I will have to go back in a few weeks and just the thought of going back gives me feelings of panic. In a nutshell, this man is gaslighting me. He lies often and when I or anyone else calls him out on his lies, he finds subtle ways to retaliate, such as giving us small perks, only to quickly take them away.

We use cookies to improve your experience on our website. By using our website you consent to all cookies in accordance with our updated Cookie Notice. First, the signals will be small. Your boss is trying to tamp down your growing flame before it gets any bigger. Your boss might become fearful enough to diminish you, squash you or try to drive you out.

Child-friendly working hours

The Covid quarantine will result in many employees losing their jobs while others will have to take time off due to sickness, self-isolation or to care for loved ones. It depends on what job you do. This applies to key workers , who the nation is relying on to keep the country functioning and to battle the virus epidemic. Wondering if you are a key worker? Find out here , in a full list of key workers published by the Government. These essential professionals are still working, their children can continue to go to school and public transport is available for them. Essential sectors include:.

Apr 1, - My boss is refusing to let me work from home although I.


Employee rights during the coronavirus crisis







Comments: 3
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