The OP has said he refused - unless I've misread it.
Wife's manager being a complete chuffer
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The OP has said he refused - unless I've misread it.
Caporegime
Again
Do you know the current state of the catering business in question?
Again
OP has said he is able to go, therefore wifey does not NEED to be there as one parent already is.
Naturally it's nice for both of them to be there
what id do.
Soldato
Boss is a jerk, look for a new job would be what I'd do if I was her.
People take time off for mild illness - it's hardly much to ask to be present for an operation for ones child.
People take time off for mild illness - it's hardly much to ask to be present for an operation for ones child.
Caporegime
Edit : You've just put more clarity on the manager. Write to HR. Stuff him
I agree that the manager is being mean. I am just not sure that he is in the wrong.
Unless of course there is a legislation that stipulate parents can take any days off they wish given a certain period of notice if their child under certain age has a certain kind of illness (contain in a list that is not exhaustive and changes constantly)
Objectively speaking.
Caporegime
He's refusing a shift swap too, so he's just being a ****
Ok, that's just being mean if the other staff agrees.
Unless she has some special skills that no other member of staff can do.
Associate
If the manager is being unreasonable for the sake of it, then you shouldn't overly feel the need to be reasonable back. Call in sick, if he has any sort of brain, he'll soon learn not to mess people about just for the sake of it.
Not that I'd recommend that with a good employer, she should be looking for a new job anyway.
If you cannot do without an employee for one day, then how on earth do you expect to give them any annual leave, or deal with them actually being sick? As said, the employee-employer relationship should be one of mutual respect, thus in order to reject such a request I'd dare say you'd need to come up with a reasonable excuse, as opposed to just a solid no.
Now the only real resonable excuse there can be is "theres nobody to cover you", and whilst that may be a case due to additional factors (we're busy during that period, the only person who can cover you is gone, etc) you simply cannot give a de facto answer and expect a good relationship with your employees.
In this situation, where she was able to arrange cover, it sounds like the boss is being unreasonable and the only excuse he'd have (going by what was said previously) is shes the only employee who can do his job, and he won't be there.
Not that I'd recommend that with a good employer, she should be looking for a new job anyway.
Raymond Lin said:
If you cannot do without an employee for one day, then how on earth do you expect to give them any annual leave, or deal with them actually being sick? As said, the employee-employer relationship should be one of mutual respect, thus in order to reject such a request I'd dare say you'd need to come up with a reasonable excuse, as opposed to just a solid no.
Now the only real resonable excuse there can be is "theres nobody to cover you", and whilst that may be a case due to additional factors (we're busy during that period, the only person who can cover you is gone, etc) you simply cannot give a de facto answer and expect a good relationship with your employees.
In this situation, where she was able to arrange cover, it sounds like the boss is being unreasonable and the only excuse he'd have (going by what was said previously) is shes the only employee who can do his job, and he won't be there.
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same..
you cant always get what you want and most people should be glad they have a job right now
Soldato
contact HR, in writing, stating you need the day off, you have given as much notice as possible concerning the appointment time, and you should be given it.
we work to live, not live to work,
also new directives released at the beggining of this year, propose that companys work towards a better work/life balance, to include time for kids/familys
as the halk has stated, this is no way to treat loyal staff, respect and common sense/understanding of personal issues is key to a happy workforce. they will give 110% for a 'good' manager.
as for any lack of sympathy in the thread, personaly i am saddened by this type of attitude.
i myself have a disabled daughter (8 years) in the early days, myself and the wife needed a ton of random days off to attend meetings with OT/nurses/doctors/consultants
all of which both my wife and I wanted to attend, and we did. thanks to the support and understanding of 'good' employers.
we both still work for the same companys, and have been promoted many times since then. i for one, because of the support i got from my employer when i needed it, am now feircly loyal to them.
to the OP, if she hands in her notice, and needs a job, i can arrange an interview in the catering trade in glasgow with a company that will understand why wshe needs that day off.
we work to live, not live to work,
also new directives released at the beggining of this year, propose that companys work towards a better work/life balance, to include time for kids/familys
as the halk has stated, this is no way to treat loyal staff, respect and common sense/understanding of personal issues is key to a happy workforce. they will give 110% for a 'good' manager.
as for any lack of sympathy in the thread, personaly i am saddened by this type of attitude.
i myself have a disabled daughter (8 years) in the early days, myself and the wife needed a ton of random days off to attend meetings with OT/nurses/doctors/consultants
all of which both my wife and I wanted to attend, and we did. thanks to the support and understanding of 'good' employers.
we both still work for the same companys, and have been promoted many times since then. i for one, because of the support i got from my employer when i needed it, am now feircly loyal to them.
to the OP, if she hands in her notice, and needs a job, i can arrange an interview in the catering trade in glasgow with a company that will understand why wshe needs that day off.
Soundood thanks for the offer but the wife does love her current job just perhaps not this evening
Have told her to put her request in writing stating her reasons for asking for said day off and asked for a reply in writing once I have it down on paper I can the. Seek further advice
Thanks for the advice and suggestions guys
Have told her to put her request in writing stating her reasons for asking for said day off and asked for a reply in writing once I have it down on paper I can the. Seek further advice
Thanks for the advice and suggestions guys
Out of interest - what difference does that make?
Exactly! What happens in any company when somebody phones up in the morning and says they can't make it into work that day because they're too ill? They get on with it and arrange cover if possible, if not they carry on operating anyway.
By way of comparison, if the manager can't find cover for her then I'd hardly say it's likely to be the end of the world if they're one employee down for a catering event. The guy sounds like a tool completely lacking in any compassion, go ahead with the letter to HR approach I'd say.
Similarly, I'd say this sort of leave should also be permissible for those who need to look after vulnerable elderly relatives. Too often they're subject to illnesses, disorders or diseases such as alzheimer's which can make them as vulnerable as any young child.
It's been over a year or so since I did employment law but il try and put in my 2 pence worth.
Employment rights come in 2 forms - statutory and contractual. All rights covered under both of these heads are binding on the employer of an ellibigible employee.
The legislation differentiates between 2 types of employed persons, workers and Employees. Employees get much more protection under the legislation than workers. Parental leave is one of said rights.
To qualify as an employee you must have been continously employed at that place of work for at least one year. Workers are not entitled to parental leave under the legislation.
Contractual rights differ from place of work and from worker to worker.
As I said employment law is not my specialism and I offer this merely as my 2 pennies worth and not as any kind of advice.
If I was an employment law solicitor I'd want to know:
What does your wife's contract say regarding leave and absences? Does she have an absence percentage which will trigger disciplinary action?
How long has she been employed at that place of work?
Associate
Just also to add you need to give the employer 21 days notice which they can ask to be written, if you have been working there for over a year and give the minimum of 21 days notice then you have done everything correct and they should give her the time off.
There is one little caveat in this though which states....
Can an employer postpone parental leave?
An employer can only postpone parental leave if they have a good business reason for doing so, for example seasonal production, another member of staff is off or the staff absence would harm the business. Parental leave can be postponed for up to 6 months but can not be postponed so that the leave ends after the child's fifth birthday (or 18 in the case of adopted or disabled children).
Now a good business reason is an open book so her manager can say that they have a staff shortage and that's the end of that.
Soldato
I don't have anything to contribute to your wife's problem, but best of luck to your son I hope all goes well.
I hope all goes well.I don't have anything to contribute to your wife's problem, but best of luck to your son
thanks
theres a thread on here somewhere about his last 2 opswritten request for time off is being handed in today so will take it from there
Good luck with that OP, see above questions if you don't get anywhere with a written request. If I were you I'd send a copy to head office aswellthanks
written request for time off is being handed in today so will take it from there
Associate
Is the manager the actual boss, or is there someone above him? Maybe contact HR or that guys higher ups. Maybe he's on somekind of power trip.
The only problem with a written request is that, it might take time to post, and then it might not get read etc...? When I apply for leave, I fill in the official form, email the rota lady, inform my team and my higher ups. That way nobody can say I didn't apply for leave in enough time or the correct manner!
The only problem with a written request is that, it might take time to post, and then it might not get read etc...? When I apply for leave, I fill in the official form, email the rota lady, inform my team and my higher ups. That way nobody can say I didn't apply for leave in enough time or the correct manner!
Tobe fair though it's not as if they are being unreasonable. The law should. Need to be brought into this kind of trivial thing.
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