Hon Kate Wilkinson
Thank you for the letter 020210
Unfortunately it in no way address’s the core elements of my concerns
Which is
Why was removing the micro-managing not considered to be “a practicable step “ especially after two letters from my physician indicating the stress of the micro-managing was the route cause of my distress .
Ignoring this put my health at risk ,the labor department was already in possession of serious harm forms indicating same due to mental stress and failed to take this practicable step
I note the investigators acknowledge “that there was a strong element of supervision in place” it was micro-management in the extreme, management admitted as such in front of myself and my union rep on 23060, the investigators were aware of their admission
Does not your office acknowledge that micro-managing is a form of workplace bullying when well known academics in the field such as Andréa Nedem do, I confused ,I had thought it would have been required reading or research
“it is understood that the supervision was intended to support and bring about some intended improvements in elements of performance”
One then is given the expectation by this statement that this process would be the standard across the work site ,it wasn’t
Upon asking my team leader when this process would stop ,I was informed when you “get everything right on every call” this was a standard , as shown by a survey done by the one of the site managers that no one was achieving yet .I was expected to
This therefore would give credence to myself being “unjustifiably dismissed” but because no-one in your department has the ability to research all the facts in a objective manner, believing what telecom tells them. rather than checking the evidence let alone asking for it
I find /have found myself severely disadvantaged by their laziness and /or incompetence
Let me set it out for you
The survey done by terry Wilson site manager proved that no one was meeting the required standard
Your team acknowledge that there was” a strong element of supervision in place” (they are right there is no stronger element of supervision than micro-managing)
So my dismissal itself was not fair or reasonable ,as it has been carried out in an unfair way ,to be blunt I have been discriminated against by the refusal of the employer, telecom, to offer me, the employee, the same terms of employment ,conditions of work as other employees working in the same or similar circumstances further more I was made to resign by the employer
How can then I give credence to my claims simple as I have previously asked for
Have someone research my claims in a objective manner .
Have them pull all my notes with regard to my performance .have them note the scale and intensity of the investigation and the time period I was judged on
This sets the standard required, this is now the control
Have telecom produce the survey down by Terri Wilson apply the same criteria to all other members on site
You will find two things
Very few were put under the same intense scrutiny I was and I would be extremely doubtful that telecom would have done the whole site
No one will met the same standard I was expected to that makes it very very unjust and unfair
Now please have someone show how the hell my dismissal could have in any way been justified
This will provide the tangible evidence your investigators were looking for .for god sakes ask telecom for it they won’t be able to provide it not for approximately 160 other reps on site have your investigators do the job properly this time
I urge you to take another look please
As this exercise indicates dismissal or detriment by the employer or the employers representatives i.e.( Bridgette Dalzell ,Michelle Young Shaun Hoult ,Iain Galloway ) in circumstances in which other employees doing the same kind of work are not, or would not be treated in such a way
The highlighted red writing indicates I’m quoting directly from department of labor booklets and fact sheets all I require is you work to your rules
Really is it too much to ask to be treated fair honestly and with integrity and transparency
My 39 years employment paying taxes all the way, surely deserves your department taking more than a cursory look and a hasty decision
reply
Dear Paul
Thank you for your latest email, which the Minister has read in full. As I have advised previously, the Minister can not intervene on personal employment disputes. As stated in the Minister's response of 2 February 2010, senior Department of Labour staff and a specialist medical practitioner have reviewed the evidence available. The Department will not take further action.
The Employment Relations Authority is an independent statutory body charged with resolving employment disputes that cannot be resolved through mediation. Information concerning the Authority and its processes are available at http://www.era.govt.nz/
Yours sincerely
Colin Meehan
Private Secretary
Office of Hon Kate Wilkinson
Minister of Labour
To all
This blog has been in play for some months to gain the full story go to left hand side go to bottom post and read upwards
Current telecom participants
Bridgette Dalzell current head of outsourced customer care at telecom New Zealand whom is Michelle Young's direct report at time of incident
Michelle Young call center manager Hamilton call center, whom is Shaun Hoults direct report at time of incidents
Shaun Hoult team manager weekend team Sat-Tues Hamilton
Iain Galloway HR representative spends a lot of time in Hamilton
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