Quitting work on the spot

SkyBlueFlux said:
A few years back! Mate, I hate to break it to you but that was over a decade ago, you’ve been on here too long ;)

Defo not the same guy… that guy was a drug dealer who stood near my uni campus. Gave off the same vibe though.
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That still makes me want to get on a plane and choke him.
I might need to talk to somebody about that.
; )
 
If you have any actual evidence I would take it to the board of directors as it sounds like this guy isn't CEO material, and might actually be detrimental to productivity.

Also consider constructive dismissal.
 
Prestwich_Blue said:
I walked out on a job with an IT consultancy once, many years ago. I suffered a campaign of harassment and I'd been talking to my old company about going back. However nothing was signed so it was a risk, particularly with a new baby and 3-year-old to support. Fortunately things worked out but it was scary for a month or so.

I left that company about 7 years later when the IT Director did something disrespectful. What I didn't know was that she was under threat as she'd fucked up a major contract by committing the company to pay cash for hardware rather than doing it on finance. Had I made a formal complaint I'd have probably won, but in hindsight it was the right time to leave.

So I'd go down the formal grievance route first, because he may not have the confidence of his superiors. I had to laugh as when you mentioned you were in consulting, I had a feeling it might have been an old boss of mine, but he's now retired. He could be a nightmare, particularly if he'd had a drink. Eventually he got chucked out of a top four consultancy after embarrassing himself and others in front of the whole division.

You don't know if he's being a dick because he feels under pressure and is losing it, and a complaint might be the final straw for his dismissal. If that isn't satisfactory then walk and look at a constructive dismissal claim, but that can be hard to demonstrate. Definitely keep a record of what you consider to be his unreasonable behaviour.

If you're in IT consultancy, the market isn't brilliant currently as all the big companies are making cuts, but things may look different by Easter next year. If you can negotiate a Termination agreement then you might get your payoff tax free, which would help. But go to HR first.
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It’s management consulting, but I bounce between a few of their specialist divisions in IT and Operations. Those areas are very mixed at the moment, like you say a lot of companies doing badly but not all. Unfortunately, I doubt he’s under too much pressure right now as the company is performing well… though would say that’s in spite of him, not because of him. We have a lot of very talented people pulling rabbits out of hats.

Think I will go down the grievance route, just in case it happens to help others having the same issue with him. If everybody stays silent then he gets away with it. Going to keep the professionalism though, that’s more my style than Vaseline on his windscreen or banging frozen sausages into his garden, as tempting as that is…
 
johnnytapia said:
This is wear Trade Unions are a godsend.
To the OP, if you’re in a Union, get using them. If you’re not in a Union, get joining one.
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I'm not so sure of that Johnnytapia.

In my experience of unions, they of course have their benefits, but are usually support the doggers and SkyBluFlux doesn't seem like one of those.
 
SkyBlueFlux said:
It’s management consulting, but I bounce between a few of their specialist divisions in IT and Operations. Those areas are very mixed at the moment, like you say a lot of companies doing badly but not all. Unfortunately, I doubt he’s under too much pressure right now as the company is performing well… though would say that’s in spite of him, not because of him. We have a lot of very talented people pulling rabbits out of hats.

Think I will go down the grievance route, just in case it happens to help others having the same issue with him. If everybody stays silent then he gets away with it. Going to keep the professionalism though, that’s more my style than Vaseline on his windscreen or
SkyBlueFlux said:
It’s management consulting, but I bounce between a few of their specialist divisions in IT and Operations. Those areas are very mixed at the moment, like you say a lot of companies doing badly but not all. Unfortunately, I doubt he’s under too much pressure right now as the company is performing well… though would say that’s in spite of him, not because of him. We have a lot of very talented people pulling rabbits out of hats.

Think I will go down the grievance route, just in case it happens to help others having the same issue with him. If everybody stays silent then he gets away with it. Going to keep the professionalism though, that’s more my style than Vaseline on his windscreen or banging frozen sausages into his garden, as tempting as that is…
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If you want my advice, for what it's worth.

The 'mental illness/stress' card is an option, but it depends on you, it's not something I'd consider.

The HR is, but whatever, I'd be inclined to make sure everything is down in writing regarding this grievance.

Regardless of how you feel, stick to the higher ground and DON'T burn any bridges, no matter how satisfying it would be, but I don't think you will anyway.

Don't worry about colleagues, just yourself and what is best for you.

Not knowing you and all the details, my feeling is to suggest you, regardless of how difficult or uncomfortable it is, continue going through the motions at work and with HR, but secure a new employment position before jumping ship.

The real point I would make to you is..........what does your gut feeling tell you and go with that?


















SkyBlueFlux said:
.
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Gov website:

Constructive dismissal​

Constructive dismissal is when you’re forced to leave your job against your will because of your employer’s conduct.

The reasons you leave your job must be serious, for example, they:

  • do not pay you or suddenly demote you for no reason
  • force you to accept unreasonable changes to how you work - for example, tell you to work night shifts when your contract is only for day work
  • let other employees harass or bully you
Your employer’s breach of contract may be one serious incident or a series of incidents that are serious when taken together.

You should try and sort any issues out by speaking to your employer to solve the dispute.

If you do have a case for constructive dismissal, you should leave your job immediately - your employer may argue that, by staying, you accepted the conduct or treatment.



Harass or bully is your angle.
Make some notes of examples of bullying and get other people to support you if possible.
Take it to HR to get it on record - if there's following bullying behaviour make sure they know immediately and if necessary tell them you will be seeking legal advice about constructive dismissal and leave immediately.
Note the key last point about acceptance because you stay.
It doesn't matter if it's the CEO he/she answers to someone.

And sometimes you just have to back yourself and your abilities.
 
The day before I quit my last job, I didn’t bother going in. I was agency and they rang to ask where I was. I came out with “I can’t face going in” and the reaction was deep concern. My own line manager wasn’t in the next day but two others both approached me to say they were available for a chat at anytime.

Mental health no longer has the stigma it used to. Especially with men. I had a breakdown in 2020 which was about fifteen years overdue. I was placed on leave, then furlough, for four months before given just basic duties when I came back. Everyone all over me too.
 
If you do go down any sort of grievance route you may find your chances of obtaining other gainful employment restricted , particularly in the same field as news tends to travel fast. Also remember you will be relying on this firm to give you a decent reference and if you are rightly or wrongly labelled a trouble maker it will cause you problems.
My advice would be find another job first then just move on quietly.
It may not sound very principled but as they say, principles don’t pay bills.
 
Ashton Moss Messi said:
Gov website:

Constructive dismissal​

Constructive dismissal is when you’re forced to leave your job against your will because of your employer’s conduct.

The reasons you leave your job must be serious, for example, they:

  • do not pay you or suddenly demote you for no reason
  • force you to accept unreasonable changes to how you work - for example, tell you to work night shifts when your contract is only for day work
  • let other employees harass or bully you
Your employer’s breach of contract may be one serious incident or a series of incidents that are serious when taken together.

You should try and sort any issues out by speaking to your employer to solve the dispute.

If you do have a case for constructive dismissal, you should leave your job immediately - your employer may argue that, by staying, you accepted the conduct or treatment.



Harass or bully is your angle.
Make some notes of examples of bullying and get other people to support you if possible.
Take it to HR to get it on record - if there's following bullying behaviour make sure they know immediately and if necessary tell them you will be seeking legal advice about constructive dismissal and leave immediately.
Note the key last point about acceptance because you stay.
It doesn't matter if it's the CEO he/she answers to someone.

And sometimes you just have to back yourself and your abilities.
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Even better to have a Trade Union backing you.
 
Slipper One said:
I'm not so sure of that Johnnytapia.

In my experience of unions, they of course have their benefits, but are usually support the doggers and SkyBluFlux doesn't seem like one of those.
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Not sure what a “dogger” is in this context. In my experience, Trade Union membership has been nothing but extremely positive in regards to my working conditions. No-brainier for me, it’s relatively cheap to join one and a decent rep will know exactly how to help the OP.
 
Kompany Car said:
Very rare from any large firm that you get a reference with any opinions on it. Its normally a message from HR confirming that the person was employed between certain dates and held a particular role.
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You are assuming he works for a large firm.
In a closely knit community you would be surprised what people say on the phone , off the record of course.
My advice would be don’t risk it particularly because he may well lose his case and where would he stand then.No job , no prospects.
 
Don't quit. Save that until you've made him feel like a prize idiot. You don't have to do it in a childish way. The best way would be to do it from a perspective of knowing you're better than he is and making him look like the idiot he is.

Set out an email responding to his one on Saturday night. Flag where he was wrong and provide evidence. Note that you were enjoying time with your family when it was received, outside of working hours, and for it to be in that tone but factually incorrect is a real concern. Say you are worried about the direction of the business based on the fact you've raised a number of queries, all unanswered (evidence this as well) and maybe even say it might be wise to have a meeting to improve the internal processes and ensure you get answers to your questions which ensure he doesn't make mistakes in the future.

Then quit.
 
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