How hard is it to get a job having misconduct against you?

kissit

very true woody finally i agree with you on something.

anyway if things go tits up tomorrow,which i will give a good fight over not going to throw 22 years away for nothing, i have been to my other job NHS and there have offered me loads of overtime etc.

woody01

kissit wrote: »

very true woody finally i agree with you on something.

anyway if things go tits up tomorrow,which i will give a good fight over not going to throw 22 years away for nothing, i have been to my other job NHS and there have offered me loads of overtime etc.

As said before, this can only be 'construde' as Gross Misconduct.
In this case though, i cannot see how, as the person you vented at, was not the complainant.
No-one here knows what actually happened so the advice can be sketchy.

Personally, if i was the boss/HR from where you work, i would go to the written warning stage and stop at that.

kissit

in a nutshell i swore twice at this guy at work then the other people went upstairs and put the complaint in.when he came downstairs he then tried to get somebody else to put a complaint in,which they did but later withdrew it.now the guy who withdrew his statement has said ' that i thought that i was only going to get a bollocking steve b(the first guy) bullied me into it.

me personally i will try and drop steve b into aswell because if you ask me that is bullying in the workplace.....

Louise22

woody01 wrote: »

I am sorry but NO tribunal in the civilised world would've upheld that decision.

So either:
a). The situation wasn't dangerous at all.
b). You didn't take it further, if so, i can't imagine why if you are that sure you are right
c). You are working in the unskilled labour sector
d). It's not a true story

It also depends on the line of work somebody does to a certain extent.
If someone is sweeps the floors, collects trolleys or works in a factory then nobody would really care anyway. (not knocking these jobs as they are hard and people make a living:) )
However, if the position is one of authority and well paid then no chance.


Which i am sure you will agree failed miserably.
If you had disclosed this information to the employer and they still took you on, i would have to agree with you.
Seeing as you didn't you have not made a good case.



This therefore suggests that you know they would not have employed you or will fire you if they find out.
With this knowledge, your argument holds absolutely no credibility at all.
It also appears from the lack of reference seeking that you fall into category C.


Unfortunately though, any good employer, that offers a good, well paid job, will seek references.

I like the 'thanks' you got from Louise.
It's only a matter of time before someone came along that agrees with her. Law of averages and all that

little bit creepy how obsessed you are with me and about being right. If thats what gets you off then good luck to ya!

RobertoMoir

woody01 wrote: »

I am sorry but NO tribunal in the civilised world would've upheld that decision.

So either:
a). The situation wasn't dangerous at all.
b). You didn't take it further, if so, i can't imagine why if you are that sure you are right
c). You are working in the unskilled labour sector
d). It's not a true story

Quite right. Option B from your list. It was when I was a certificated bailiff, and I chose not to take things further as I had already decided to leave and had another job lined up. Why pursue something you no longer care about?

This therefore suggests that you know they would not have employed you or will fire you if they find out.
With this knowledge, your argument holds absolutely no credibility at all.

Actually my managers at all subsequent jobs were aware of what happened as the conversation around the water cooler turns to previous jobs and so-on.

As I say, it's not a secret, I don't lie about it and I'm perfectly happy to talk about it. I just don't rush to disclose things like that until asked in an interview situation - but I'd never lie either and I wouldn't advocate doing so to anyone else. I'm not even suggesting avoiding the question especially, I do believe in honesty... at the same time no one goes into an interview, sits down and says "before we start, here are all the reasons you might want to not hire me."

It also appears from the lack of reference seeking that you fall into category C.

lol. Uh. No. The work as a bailiff WAS outside of my normal career path though - you know how it is, if there's no other jobs available you make the best of what you can get. I may be the exception that proves the rule - maybe no one cares why you left a job like that?

Unfortunately though, any good employer, that offers a good, well paid job, will seek references.

You mean like the reasonably senior position I now hold at a large college? Or the similar jobs including a role with a large software company before that? Yeah they pursued references. No idea what the references say about me; as I nearly always got offered the jobs I really wanted I've never felt the need to check up.

kissit

temper,temper i was only after some advice....

woody01

Louise22 wrote: »

little bit creepy how obsessed you are with me and about being right. If thats what gets you off then good luck to ya!

I obviously either have no taste or just not fussy

RobertoMoir
It looks like you may be the exception to the rule then.

anewman

woody01 wrote: »

I can say 100% that regardless of reason, i would not employ someone with misconduct in their work history.

And herein lies the reason millions of people remain unemployed. But I bet you'd be the first to get on your high horse about "those lazy people who can't be bothered to get a job"!

Try take a chance like this firm http://news.bbc.co.uk/1/hi/health/8153564.stm and you might just reap rewards. If you don't give people a chance you will never know. This is what a "trial period" is for, but being an employer you should already know that.

RobertoMoir

anewman wrote: »

And herein lies the reason millions of people remain unemployed. But I bet you'd be the first to get on your high horse about "those lazy people who can't be bothered to get a job"!

Try take a chance like this firm http://news.bbc.co.uk/1/hi/health/8153564.stm and you might just reap rewards. If you don't give people a chance you will never know. This is what a "trial period" is for, but being an employer you should already know that.

You know, as much as I just disagreed with Woody about "never" hiring someone with misconduct in their past, I think you're being unfair - employers certainly should be wary of potential employees whose work records might reveal a problem.

And I don't think people should "take a chance" on hiring someone at any time, as that can often be an expensive and distressing mistake for both sides. And walking around "taking chances" on people instead of appointing the best person for the job after a thorough and consistent screening process sounds like a wonderful way to experience the world of losing industrial tribunals left right and centre.

The story you linked to isn't about "taking a chance", by the way, it's about turning a disability into an asset and as heartwarming as the story is, it doesn't seem pertinent to this thread.

kissit

blimey i am up 4 a gross conduct meeting tomorrow for two swear words,been with the place 22 years no disipline,no problems and u say take a chance.well thanx for that i have no chance with u lot around.