can anyone help a young lad?

Bad time for me, but If need be, I'll take time off work...

Jan, Jai, Biscuit Boy,

This leaflet also has very useful info:

http://www.acas.org.uk/publications/AL05.html

As the lad is not getting help from his union, I think it would probably be useful to contact ACAS, as they regulate the unions. It is a crying shame that the union have taken the bully's side - but that's the way bullies work: get in there first and present their case, and manipulate others perceptions of the situation. That other website talks more about this http://www.bullyonline.org/workbully/grieve.htm and that could be useful to present at the meeting.

Good luck,

Jo Jo



Post edited (10 Oct 03 12:12)

Also, try the Citizen's Advice Bureau.

I too would be more than willing to go if anyone else can't make it. time off for me is easy (lucky I guess)

I used to work for a disability rights group once upon a time.

David

Dave, thank you so much for taking an interest, Biscuit Boy has kindly agreed to go along with the boy on the 22nd October, but if you could give him any advice about disabilities etc., I'm sure he would appreciate it, or better still we all go along mob handed!

Oddly enough when I mentioned your name Dave, the young boy had heard of it before! He attended Spa School, then progressed to Highshore School. When living in Cleveland he attended trinity School, all ' special ' schools.

I cant believe the helpful advice and support that every one has given us on this forum. I find it quite touching and thats no bovine excreta!
love to you all
Jan x

p.s. a cheque was handed to the boy, with the instructions that he was to repay the ' debt' on a weekly basis, which as he seems to think that he owes no money any way he handed back.
It's a bit confusing here so I cant comment, sick pay ( which he never received) or pay he was made in error was taken in one fell swoop. Watch this space!

Jan / Biscuit Boy,

Coming rather late into this discussion, but hope I can give some useful advice to the forthcoming meeting.

I've no formal experience in this area, other than being a company director and having a number of friends working in Human Resource departments of large organisations, so feel free to disregard any or all of this...

Firstly, it would pay to ensure that everything is above board. To this end, someone should politely request that Biscuit Boy attends the meeting. The last thing anyone would want is for BB to be barred from the meeting, or for the meeting to be cancelled at the last minute whilst they consider the request. For any formal meeting such as this, regardless of disabilities. this would be a perfectly usual request.

Secondly, I am surprised that no-one from the Council's personnel/human resources department is involved. Many managers have next-to-no "man management" skills, let alone any knowledge of employment law and will also act in a very defensive manner when challenged or questioned. I would suggest that it is imperative to have someone from the HR department involved at this meeting, and this should be formally requested. A good HR person will have no axe to grind, will be knowledgeable the law, the Council's responsibilities and quite possibly what the working environment is like. They will also be quite aware of what could happen should this matter not be arrested right away and instead it ends up in court.

Next up, it pays to be prepared. A few specific examples of bullying should be agreed on before this meeting and written down. They can be (and should be) as detailed as possible, and it shouldn't matter how seemingly petty they are as long as you have a number of them to show a general pattern of abuse. This matter over the money can be one of the events recorded. These examples should then be raised at the meeting (hand over the list) and formally request that each of the issues is investigated and that a written response to each is made.

It would be advisable to tape record the meeting if at all possible. Failing this, Biscuit Boy should take detailed notes. Either way, at the start of the meeting, let everyone present know that you intend to record (on paper or tape) what takes place. If you end up taking notes, then make it clear that you are taking notes - hold up discussions whilst you write down the previous sentence. This will let them know that this is being very seriously and will put them on the spot.

Lastly, I would suggest that little or no mention is made of this lad's disabilities/difficulties. What has taken place (from the saga you have outlined) is plain wrong regardless of any problems he might have. Raising those problems gives people a chance to think that it is a case of over-reaction. It's not.

I sincerely hope that this issue gets sorted in the very near future. What I would stress is that the actions taken by, and on behalf of this lad, in this matter MAY form evidence at a later date in court or an industrial tribunal. It is crucial that everything is done formally, above board, and is well documented. Although it may not seem relevant to record thoughts and observations after the meeting, or for the lad to note down at the end of each day any abuse or bullying he has received, it will be very hard to argue against such a well-documented trail. Hopefully it wont go that far - but if it does, ensure that you have the evidence from this moment onwards. Also remember, that even if you THINK the matter has been resolved, it may not be - it may quieten down and then crop up again in six months time. Keep all records indefinitely.

My shorter suggestion to all of this is to just write a letter stating the facts, supply a few examples and to then send it to head of personnel (personnel director?) at the council, marked private and personal. I feel sure that the relevant person will take this seriously - hopefully for the right reasons, but failing that for fear of what it will cost if it goes to court.

Hope this is of some help.

Anymore developments on this???

Dave - Thank you for your help, and you too Hawkeye for your detailed instructions about how to handle a meeting of this nature.
It is an awful lot of help and will be printed off so I can put it on my file of how to handle bullying *!*. And Hawkeye it must have taken you ages to sit and patiently type all that up and it really was appreciated.
Dave, Biscuit Boy went to visit the boy and his mum last night and will be going with him to take notes and give him very much needed support, and hopefully he can be moved away from his current position.

There is so much knowledge and talent midst you lot on Londonse1's I feel quite humble! I promise I wont bend any more ears with requests. ( until tomorrow!) any plastic surgeons who want to have a guinea pig for new revolutionary face lifts? body shapers...
Jan :-)

Let's hope we have a happy ending to this - I have a feeling we're not going to let this one lie....

To all my se1 cyber buddies - the situation has been resolved!

After a meeting with Biscuit Boy ( what a sweet chap!) when by the sound of it he pointed out a few relevant points to a more senior member of the boys staff, the boy was told later in the day that he would be transferred back to the previous area where he was treated with respect.......YABB DABBA DOO!!!!!!!!

and Biscuit Boy I shall be e-mailing you later to thank you personally.

Jan x

p.s. that all looks a bit rambly, but it's early! and I have to work.