Work Advice

[Kapitan_Phillips]

Ahoy guys, I need to ask some advice, but first, let me park.



Anyway, I'm working for a boss who has a severe problem with communication. He has hired me and several others to administrate certain aspects of the business, and has a tendency to throw his toys out of the pram when people make suggestions.

I'm starting to get very annoyed with this attitude, and in a recent e-mail, he stated he's getting "very frustrated at Richard stating the obvious, considering his 'system' for the community gardening has failed to produce any money atall)

Firstly, the 'system' I devised hadn't even come into effect yet. We work with young guys who do the work to get on a training course for rural skills. They haven't been submitting their timesheets, so I can't send out invoices to community gardening customers telling them how long the guys were there for, and how much they need to pay us.

I'm also plagued in the mornings with e-mails forwarding contact information for people who are supposedly booking a stall at a large event we are holding in September; but most of this information is incomplete, and none of us have any idea if they've actually paid yet.

We have an online booking system using Paypal, yet I have no access to it, thus I can't check the statements, and thus I can't check that new bookings have paid online.

I know I'm not the only one who's starting to get their patience very very tested by this attitude; we're doing the best job we can with the information provided. I'm tempted to tell him to shove it all where the sun don't shine and take my skills elsewhere.

Do any of you have any tips on how to deal with a situation like this?

[Jimbuna]

I don't suppose your in a Trade Union.

Does your boss have anyone above them you can approach?

Do you have a Written Statement Of Particulars/Employment Contract?

If more than 5 people are employed the firm/company must adhere to the Management Of Health and Safety guidelines......these contain many requirements of your employer, including protection from bullying and harrassment.

The 1974 Health and Safety at Work Act dictates that your employer has 'a duty of care' toward you and is enforceable via the Health and Safety Executive and even an Employment Tribunal if need be.

I would hope the company have a set of policies and procedures/protocols.

If finances are involved you should definitely keep a record of everything you personally are doing.

I'll not go on and on but will simply end by advising........if you have concerns of such a magnitude and are not a TU member or have no higher workplace authority to go to seek advice from either CAB or ACAS.

Good Luck.....Doctor

[Kapitan_Phillips]

Thanks Jim,

No there's noone above him that I know about; he's the owner of the company. But I've already e-mailed him and said that I consider his attitude unacceptable, and also I've contacted my co-workers to discuss it.

I've actually noticed that at least here bosses can't afford to behave badly towards the 'underlings'. However the problems haven't vanished but usually exist in the co-worker level, with delegation of tasks and just through a kind of workplace hassling of especially new workers. Hard work is rarely if ever rewarded anymore, you need the right connections to be promoted etc.

KP,

with small companies as the one you desrcibe the situation may be such that if the owner wants to behave like a **** they actully might have a right to do so, it's their company afterall. I've ran into people like that and often there isn't much the worker can do in a situation like that. Remember that they can boot out anyone they want.

[mookiemookie]

Originally Posted by Kapitan_Phillips

No there's noone above him that I know about; he's the owner of the company. But I've already e-mailed him and said that I consider his attitude unacceptable, and also I've contacted my co-workers to discuss it.

Well, that's a sticky situation then. If he's the top guy, there's no one but himself that's going to give him an attitude adjustment. He has to realize for himself how he's acting, and his pride most likely won't let him do so. You really have no recourse when it's his company.

If you think he's man enough to admit to acting like a child and he'll change, then there may be hope for you. If you doubt that, I'd make sure I kept my CV current just in case. I'd lean more towards the latter.

[Jimbuna]

Originally Posted by Kapitan_Phillips

Thanks Jim,

No there's noone above him that I know about; he's the owner of the company. But I've already e-mailed him and said that I consider his attitude unacceptable, and also I've contacted my co-workers to discuss it.

Rgr that....find strength in unity with your work colleagues.

I'd also be looking around for an alternative source of employment.

DON'T PIN ALL YOUR HOPES ON YOUR COLLEAGUES SUPPORTING YOU MIND!!

Often what is said in private bears no weight in a public arena when confrontation is called for.

Your best bet is to get another job lined up, resign then hit him for constuctive dismissal.
It would appear you have plenty of grounds.
Then again you will find that lots of bosses can be idiots so there is a good chance your next boss will be no different.

Isn't it interesting though how in capitalism, people having their own little companies that hire people, this type of 'little-Hitler' - type behaviour is pretty common. Not saying that socialism is necessarily better, just that capitalism that is in today's world the only ideology doesn't seem to be perfect either.

[UnderseaLcpl]

Unless the guy's a real jerk and not just acting like one right now, I'd make some time to see him and go over the problems you've been having in detail. I don't understand exactly what it is you do or how big this company is, but it is apparent that your boss doesn't understand what is going on, exactly. In my experience, if you prepare a thorough report for him and explain your position politely and respectfully, he'll help you out or at least get off your back. I have yet to meet a boss who doesn't at least take into consideration thoughtful input from employees, or at least explain why this needs to be done thusly by yeasterday.

If that doesn't work and he's still an ass, I'd seek alternative employment as soon as possible. Some people just don't understand that work is not a master-servant relationship.

[Kapitan_Phillips]

Thanks for the advice guys

Edit. Problem solved.

But, with my long and somewhat checkered experience from the working life, it's a difficult world and the rules keep changing. I think I was born into the wrong century, I would have been much happier and suitable as a skirmisher in a Germanic warband during the Roman era.

[Jimbuna]

Originally Posted by Tribesman

Your best bet is to get another job lined up, resign then hit him for constuctive dismissal.
It would appear you have plenty of grounds.
Then again you will find that lots of bosses can be idiots so there is a good chance your next boss will be no different.

To win a claim for constructive dismissal you have to prove to an Employment Tribunal that the actions of your employer left you no alternative other than to terminate the contract between the two parties.

You must then show what detriment you suffered and in this instance, up to this point there is none as far as I can see, he has suffered no loss of earnings or personal injury due to negligent breaches of Health and Safety.

So on what grounds do you feel the case would have the potential for a positive outcome?

So on what grounds do you feel the case would have the potential for a positive outcome?

Duty of trust and confidence and duty of reasonable support.

[Jimbuna]

Originally Posted by Tribesman

Duty of trust and confidence and duty of reasonable support.

No employment solicitor would take that into an ET....there must be evidence of a physical/financial detriment before a tribunal chair (who is also qualified in employment law) will apply the test of 'Balance of probabilities'.

Any claim regarding breaches of trust, confidence or support etc. would be easily neutralised by the employers legal brief unless the treatment/behaviour happened over a prolonged period and was witnessed by numerous people who would be willing to appear and give evidence.

There would then have to follow a series of communications between the two parties with the onus being on the employee to make his employer aware of his wrongdoing and further evidence that the situation didn't change or in fact deteriorated to such an extent that the employee felt they had no option other than to resign.

I don't think the above situation is within a million miles of that point yet.

A good employment advisor would more than likely tell you that claiming unfair/constructive dismissal is like flipping a coin.....it can land on either face but it is a big gamble.

Remember, you have to give up your job first.

Not many cases are taken on (other than by no-win no-fee sharks) because they are lost in the vast majority of instances through lack of irrefutable evidence.

That would most probably be the legal advice in England and Wales anyway.