Suspended

RubyRue

Hi

I'm hoping for a bit of advice. I've been suspended at work for apparently falsifying my time recording. We are on flexi time at work and are trusted to put in when we come in, leave etc etc which I always do and haven't lied about my times. Now out of the blue I was called into the managers office, told I was suspended and am being investigated for lying about when I was in the office. The only example I've been given was one friday when I was working from home which we are allowed to do. I had already agreed this with my immediate line manager so I don't see how that can be used as evidence. The manager who suspended me also mentioned apparent damning evidence which as yet I've haven't seen.

Now I have been asked to attended an investigation interview. Am I entitled to see this so called evidence what they are going to produce at this meeting beforehand? So far all I have given is the letter saying I am suspended and a letter asking me to attend an interview, no minutes from the meeting of when I was suspended and no real full explanation of what/when I'm supposed to have falsified my time recording. Can I request that they provide these before the interview?

Thanks for any help

LucasRenfrew

Do your company have a company handbook? If so you would have been given it when you joined or since if it has been introduced since.

I would suggest writing to them, asking the following questions

- Can you see the evidence prior to the meeting so that you may assess and prepare any documentation or evidence in defence.
- If you do not have a company handbook then ask them for a copy of the procedure they are following

Hope this helps

Sunnyday

Hi
sorry to hear about your predicament and i can`t really advise you except to say record all the meetings/ hearings that you are asked to attend.

A colleague recorded events at his meeting a while ago and it`s a good job really that he did as the minutes of the meeting did not give a true meaning to some of the things which were said.
If the minutes were solely relied upon i`m sure that he would not have been there today but as it turned out he is.

As you have done nothing wrong you should in theory have nothing to worry about but given the current climate i am sure that more than one employer will have to reduce their workforce one way or another.
Have you spoken to a union about this? They will usually give advice even to non members.

Good luck.

SD

mymatebob

Is this a disciplinary interview as you understand it?
If so you have the right to be accompanied.
How much notice of the interview have they given you?

If the meeting is to take evidence then that is all it can do - there can be no disciplinary outcome. The can make any accusations they wish, which of course will have to be backed up with facts.
They must give you a copy of everything should you request it

Do you have a union that you can contact?

Here are a couple of links that may be of use

http://www.acas.org.uk/CHttpHandler.ashx?id=457&p=0

http://www.acas.org.uk/CHttpHandler.ashx?id=272&p=0

RubyRue

Thanks for your responses. No the letter doesn't say anything about being a disciplinary interview, just an interview as part of the investigation. I've been given a weeks notice. I'm not in a union unfortunately but been looking at the ACAS site which has been helpful. Is it worth going to the CAB?

I know as I haven't done anything wrong I shouldn't be worried but unfortunately the senior managers in the team I'm in are, to be diplomatic, very unpleasant and isn't one to mince his words. I suspect are looking at ways of getting rid of people they don't want there.

mymatebob

If it is only an investigation then it "should" be a fact finding mission.

If they want you out they will have to prove something. If you have adhered to the rules, as it sounds as if you have, then I don't think you have much to worry about.

Odd though that they have come out with all guns blazing so to speak. If they thought they had an issue with you a quiet word or informal chat is the normal way to proceed.

Is there a company handbook that you can consult?

narabanekeater

does where you work have cctv which will show you coming and going?

RubyRue

I was given the capability and discipinary procedure with the letter detailing my suspension which goes through the stages.

Thats what I thought when I got hauled into the managers office out of the blue. There hadn't been any issues brought up by either my immediate line manager or any of the other management. In the suspension meeting the manager even said after I'd said that I was working from home and the logs would prove it that it might turn out to be one big mistake. Suspending someone on something that could be a big mistake seems a bit harsh to me.

RubyRue

narabanekeater wrote: »

does where you work have cctv which will show you coming and going?

I'm not sure, but we do have swipe card access and the computer logs will show that I was on the system. I would imagine that as part of the investigation they would have looked at this.

mymatebob

I would attend the meeting and answer the questions honestly and without fear.

Do not offer any opinion just brief factual answers.

If nothing has been mentioned before whatever is being considered must be serious.

I once nearly held a disciplinary as someone was suspected of defrauding the company - not by a lot of money but fraud is fraud and in the case of my company was regarded as gross misconduct and instant dismissal. I gathered all the evidence from various parties and called the person in for a meeting to give his side of the story. He explained what had happened and it was clear there had been a miscommunication issue, no attempt to defraud and a case of someone putting two an two together and coming up with five. All records of the meeting and all notes were shredded and no mention of it was made on anyone's record. It had been an honest mistake which had started up company procedures, which were all followed.

So it can seem like a terrible thing but it may be nothing at all.

SomeBozo

You need to know and understand the evidence against you.

If the evidence is black and white, no quibbles, then it aint good for you.

If however the evidence is subjective and open to interpretation, then you need to check this out.

I (and my company) have been involved in hundreds of disciliplinary hearings, (reprensenting the views of the employer, not employee) and there is always something, always some nagging thought that comes to the head at these type of meetings. Its not in the employers interest to take this matter up with good employees, it costs money and effort and serves no purpose.

Are you sure you are bullet proof?

Bozo