it is hard, though, because everything has been “informal”.
I will say that, with the exception of direct line manager, my family member is universally praised by both colleagues and clients. I am not just biased - they do an exceptional job.
Anythings that happens, whether a passing comment or outside of an official meeting should be documented as it would be counted and depending it could end up as workplace bullying if it was exceptionally blatent and what was said.
If nothing is done offically and they just got fired it’d probably end up being an unfair dismissal.
informal as in “informal performance management”. it is now progressing to a formal process involving HR, but there is literally no reasonable basis for it. This person has hit their PD, every written performance target, is imme separate popular in their organisation and with clients because they’re so good at their job.
First thing is to document everything.
Then seek advice from a union if in one or fair work.
yeah, speaking to the union.
it is hard, though, because everything has been “informal”.
I will say that, with the exception of direct line manager, my family member is universally praised by both colleagues and clients. I am not just biased - they do an exceptional job.
What do you mean by informal?
Anythings that happens, whether a passing comment or outside of an official meeting should be documented as it would be counted and depending it could end up as workplace bullying if it was exceptionally blatent and what was said.
If nothing is done offically and they just got fired it’d probably end up being an unfair dismissal.
informal as in “informal performance management”. it is now progressing to a formal process involving HR, but there is literally no reasonable basis for it. This person has hit their PD, every written performance target, is imme separate popular in their organisation and with clients because they’re so good at their job.
Just at a loss as to how to proceed.