Work Issues

[Lizzie86]

Hi,

I am a manager at a retail store and I have been diagnosed with Chronic depression and anxiety and it’s been ongoing for the last few years. I have a team member who is also in the same situation as me, however they have been dealing with it for 20 years. My store manager moved the team member to a different area and told them that the reason was “they were putting to much extra pressure on me”. Is that a case for harassment as I never stated this at all and it felt like a way to justify their actions?

[blondguy]

Hi Lizzie86

Welcome and thankyou for being a part of the forums too!

I understand clinical depression Lizzie as this is my 23rd year with it (under management from my GP) and doing better than I used to.

If you could elaborate if your team member has been actually diagnosed with clinical depression that would be great as we can support you more effectively.

I was working with one of the two major retail supermarket chains as a relieving manager when I was diagnosed and the depression is (usually) triggered by major life events

If they were placing extra pressure on your team member that may result in some anxiety and stress symptoms but without any further information its hard to form an opinion

From what you have written the store manager was doing the right thing (as in caring) by relocating your team member to another area

I hope some of this is of some help Lizzie. I hope you can post back with any questions if you wish

Just for me I cant see any reason for any harassment from what you have posted

My kind thoughts and thankyou for being on the forums too 🙂

Paul

[romantic_thi3f]

Hi Lizzie86,

Welcome to the forums and thanks for your post!

It's hard to say whether this is harassment because we are only getting a small picture of what's going on - but from what you've described, it doesn't sound like harassment. I'm getting the impression that your manager is trying to accommodate you in the role in the best way they know how; even if that means having your team member switching to a different area. This can happen often in businesses, as (mental illness or not), managers like to shuffle around different employees based on where their strengths/weaknesses lie. Certain people will work more effectively together so they have the right to team up/isolate and such.

It would be interesting to get an idea of where the manager was coming from; how was that team member putting 'too much pressure on you'? Have they worked with you often;- what is new/different? If this is bothering you you can absolutely have a chat with your manager about it.

The red flags that would stand out for me would be if your team member was providing necessary support for you to do your role, or if having them leave left you isolated/too many responsibilities, etc. Especially if you were in an office on your own and other team members shared an office - that for example might signal that you're being intentionally isolated.

and finally - if you are still concerned you could try ringing the Fair Work Hotline on 13 13 94. They are a free service to help you outline some of your rights in the workplace.

Hope this helps,

[Croix]

Dear Lizzie86~

I think we are in the same position as you, there really is insufficient information to be able to make a judgment. On the content of your post it could be either some sort of scheme or an attempt to make life easier either for you - or for the team member involved.

I can say that if someone is relatively new to having their medical history know it can lead one to be too sensitive and to see quite ordinary actions as having ulterior motives. It may well be proactive move on the store manager's part, particularly if they are themselves not that familiar with depression.

If I was in your position then, all things being equal, I'd give your manger the benefit of the doubt. If things are not equal, if for example that person was crucial to the success of your team then you might have a discussion about that - but based on the effect it will have on the team's performance.

I guess it is one of those situations where time will tell. If it turns out to be a concerted line of action then you will be in a better position to judge.

Obviously I hope that is not the case and you go on to have a good relationship with your supervisors.

Croix