Work to Rule

According to other staff, Ms T was often perceived as disrespectful, gruff and overpowering.

Based on this feedback, Ms T was placed on a performance improvement plan to build her communication skills and improve her professional relationships with the people she worked with.

Anyone would think that this seems like a positive outcome for all involved.

Guess again. Ms T then raised a personal grievance for unjustified disadvantage based on the manner the investigation against her was carried out, and because she was placed on an improvement plan.

The authority found that the investigation was fair and reasonable.

Additionally, the authority noted there was no disciplinary action taken against Ms T and in fact she had even admitted that she needed to improve her communication style.

Ms T was not unjustifiably disadvantaged in any way, and therefore was not entitled to any remedies.

Personally, I don’t think it’s appropriate in any context to tell someone else that something they have worked on is ‘‘awful’’ but that might just be me.

And apologies for being Captain Obvious, but if you do have a tendency to speak bluntly, or perhaps even have a strange sense of humour, maybe it’s not the best idea to seek a career in caring for intellectually disabled people.