Advertisement
If you have a new account but are having problems posting or verifying your account, please email us on hello@boards.ie for help. Thanks :)
Hello all! Please ensure that you are posting a new thread or question in the appropriate forum. The Feedback forum is overwhelmed with questions that are having to be moved elsewhere. If you need help to verify your account contact hello@boards.ie

Ongoing problems with new manager

  • 25-04-2025 11:33PM
    #1
    Tommy Hilfiger
    Registered Users, Registered Users 2 Posts: 18 ✭


    Hi, looking for some advice please.

    Backround -

    Civil Servant for number of years. Recently changed roles with my organisation, restructuring. Not entirely happy about the new move but had no choice.

    Have ongoing personal circumstances which is affecting my role, my new manager is aware of said PC and mental health related issues. I have missed an extensive amount of time from work, to the point of off pay now.

    Currently attending work and training has been provided for me as a new member of team, no issues with that, however, a family crisis caused me to miss a couple days of training on the diet week, unavoidable. I also missed a number of months due to stress and mental health family circumstances and work related, not once did my manager check in my welfare, no call, no text, zero.

    I contacted my manager the evening before by email and explained that I had a family emergency, no other details were provided by me.

    Fast forward, I received a (very long) email this evening (I only logged on now as I was obviously busy with the emergency) stating "my work performance is not up to standard and I should have called the manager to explain the nature of the emergency " that they went out of their way to get the training (which is not true, training is continuously given throughout the year), that my performance is unsatisfactory and my PMDS will be marked as unsatisfactory on the next review.

    And basically I need to call [my manager] at my earliest convenience.

    It is now Friday evening and I am supposed to attend Monday for training.

    My AP was cc on the email too, so they are now aware of this...

    • I am at fault for not calling but I don't want to speak to my manager and I don't to want to divulge personal information about my family.
    • Is it normal for a manager to ask for details of emergency?
    • Am I supposed to call or is writing an email sufficient notice of an absence?
    • Can I refuse to attend the office as I feel this manager is causing me unnecessary stress and it is effecting my work?
    • I have spoken to my GP who recommended I don't return to work but I went against her advice due to financial restraints (off pay if sick).
    • Can I be dismissed or given a warning for this?

    Thanks, apologies I know it is a long thread.

    Tom



Comments

  • #2
    Ezeoul
    Registered Users, Registered Users 2 Posts: 4,708 ✭✭✭Ezeoul


    • I am at fault for not calling but I don't want to speak to my manager and I don't to want to divulge personal information about my family.
    • You have to speak to your manager. You can give them general information without divulging too much, but you can't just ignore them.
    • Is it normal for a manager to ask for details of emergency?
    • Again, you can keep it general. But you have to give them some indication of what is going on, and it may give them a better understanding of what you're dealing with.
    • Am I supposed to call or is writing an email sufficient notice of an absence?
    • You are supposed to call before 10am. An email is not sufficient.
    • Can I refuse to attend the office as I feel this manager is causing me unnecessary stress and it is effecting my work?
    • No, and elaborate on refusal. If your absence is unauthorised you're getting onto thin ice. Unauthorised absence is a big no no.
    • I have spoken to my GP who recommended I don't return to work but I went against her advice due to financial restraints (off pay if sick).
    • Have you looked into TRR?
    • Can I be dismissed or given a warning for this?
    • Yes, eventually.

    (EDIT:)

    not once did my manager check in my welfare, no call, no text, zero.

    They're not supposed to bother you while you're on sick leave. Many people actually strongly resent being contacted by work while on sick leave, even if its just to "check in" as it can be construed as pressure to return.

    Post edited by Ezeoul on


  • #3
    Tommy Hilfiger
    Registered Users, Registered Users 2 Posts: 18 ✭Tommy Hilfiger


    Thanks for the reply -

    - I sent an email as I didn't want to call my manager, I feel they are border line bullying and I didn't feel comfortable to talk on the phone.

    I spoke with my other manager, a grade above and explained the situation and they agreed to sit with me and listen.

    I don't want to explain what the emergency was, it involves a very personal matter regarding minors. I can however give some idea as to what is going on.

    I had previous mangers check on my wellbeing, nothing to do with work, a person to person welfare check.

    When you said yes, do you mean dismissal for being sick? Or do you mean dismissal if no explanation given for the emergency absence?

    I have also had my union involved and they advised me to get everything in writing and if meetings held, to get advance notice.

    What grounds is there for dismissal for a civil servant in this situation?

    .thanks again



  • #4
    Tommy Hilfiger
    Registered Users, Registered Users 2 Posts: 18 ✭Tommy Hilfiger


    I was on TRR payment which was couple of hundred euro after tax. Not enough to maintain my life, I understand it's a temporary payment but I can't get any other financial help alongside it.



  • #5
    Ezeoul
    Registered Users, Registered Users 2 Posts: 4,708 ✭✭✭Ezeoul


    https://www.boards.ie/discussion/comment/123398250#Comment_123398250

    Very quickly as I am on my phone…

    (a) A civil servant can be let go if they send you to an occupational health doctor and are found to be no longer fit to carry out your duties. Contrary to popular opinion, civil/public servants are not exempt from this.

    (b) You can be put on disciplinary action for un-authorised absences, which can eventually lead to dismissal. I've seen this happen.

    (c.) Unfortunately, your manager is your manager. If you feel they are bullying you, then make a formal complaint to HR and let the cards fall how they may. But you cannot continue to side-step or exclude your manager. It is part of their job to manage you!

    Right now, I think (b) and (c.) should be the more urgent of your concerns.

    Don't depend on the Union too much. If it is considered that you are causing the problems, they won't defend you.



  • #6
    Ted222
    Registered Users, Registered Users 2 Posts: 472 ✭✭Ted222


    If your inability to provide regular and effective service becomes long-term, you could ultimately be terminated on grounds of capacity but it’s a long road to that point.

    As regards your manager bullying you, you need to be sure of your grounds before you take the nuclear option.



  • Advertisement
Advertisement