What action should be taken in the event of an unjustified tax capacity assessment?

Questioner

In 2019 I was sick for 104 weeks (overload due to not being able to cope with chronic illness, rheumatism, and the associated chronic fatigue). Had WIA assessment, further recovery within 26 weeks was expected. Reintegration continued. in November 2020 final situation, received new contract (fewer hours) and partly transition compensation. Newly agreed work. Together with job coach and my then manager we came to a good balance. Part of this was that in the account division (I am an HR advisor at a large organization) I would be relatively less burdened and I would do overarching tasks so that I can build up a buffer per day. Unfortunately we did not put this on paper (not smart). In October 2021 I ended up in absenteeism again but with a completely different cause (frozen shoulder, death of a parent and then a fall; bad luck on bad luck on bad luck), I have almost recovered from this but in the meantime new complaints have arisen. Stress complaints due to obstruction in my reintegration. A new manager was appointed in February. Over time, my account has grown and more and more is being added and this is becoming too much (even if I did not have a disability), I pointed out to my new manager the agreements made with the previous manager (who still works in the organization). But she does not want to discuss this with the previous manager and now indicates that if I cannot be burdened in the same way as my colleagues, I am not suitable for the position. And now an occupational health and safety investigation is being initiated. I do not agree with this, I indicate that I have already gone through a whole process and we have arrived at the correct burden, newly agreed work. That if the organization had wanted me to serve a larger account, they should not have offered me a new contract in November 2020. Furthermore, cooperation is going very badly, the new manager is bullying, inappropriate and intimidating. I have already called in a confidential counselor for this. My manager does not stand up for me and no one responds to my side of the story. My company doctor does not think that using occupational health and safety research is a good step. Not the means to validate the agreements made earlier, but also not the right moment, since I am now recovering from other complaints and my recovery is now being hampered. My manager's motivation to use the research is because things have changed; there has been corona and we work in a new building. Incomprehensible explanation as far as I am concerned. I indicated that this has nothing to do with my chronic condition and that this applies to all colleagues. That before I fell out due to my shoulder I had a good balance. In October 2021 I had a reassessment by the UWV, at which time it was also confirmed that my position is suitable and there is a good balance. It seems as if she has a mission to get me out of there. I would like advice on how to deal with this situation.

Lawyer

It is quite a situation that you have briefly described here. I am therefore of the opinion that you may benefit from good (legal) support and you can contact me for this without obligation via Boksjuristen.nl. It is more than clear that some things are not going correctly here and have an unpleasant (after)taste. I would like to hear from you.