Might be losing my job:(

yorkshire-lad

Well as above really.
HR are coming, I asked if it's a verbal warning,they said they don't know.

I'm not holding my hopes up tbh so thinking about the worst.

I have two personal loans,one my dad is the gurantor on,and he's on the sick for 6 week due to operation.
I have a cc,2500 os,and also car finance.

What shall I do if I lose my job? I will probably get 1 months pay next week,to see me through this month. I'm at work but feel down,upset,failure,scared of my family:(.

Don't know what to do.

dancingfairy

Not sure why they think you will lose your job? If it's something you've done (or not done) can you take a friend with you to the meeting as an impartial adviser so you don't miss what they say, preferrably take someone from the union with you if you can.
Are there are any extenuating circumstances? Was it caused by stress or family pressures? Perhaps the doctor can write something if they are aware of the situation and have been treating you?
I would prepare your side of things - maybe a few notes about what happened and why and how you will make sure it will never happen again - maybe take the notes in with you in the form of bullet points?
Anyway everyone makes mistakes - try not to worry about losing your job just yet.
df

yorkshire-lad

I can take another employee in with me.
I have been off before due to stress etc,and I have had alot on my mind recently.
They are aware,and also I took doctors notes in to prove.

Thanks df,I do have a letter from then but not had chance to read it.

Tixy

Hi Yorkshire Lad

Fingers crossed that the meeting is just a warning and you don't lose your job. Have you received any verbal or written warnings before? It might be worth looking at your original employment contract and making sure you are familiar with their greivance procedure, usually you would get warnings before you lost your job unless it was counted as gross misconduct. I don't think this issue would fall under gross misconduct.

Be open with them but make sure you get across your points as well, i like dfs suggestion of taking in bullet point notes as its easy to get defensive and forget the points you intend to raise.

If the worst happens then you obviously won't be able to meet your repayments. So I would suggest that if you do lose your job cancel your direct debits and write to each creditor to explain the situation and offer token payments until your income increases. Also if you haven't already then if you owe money to whichever bank your current account is with then set up a new bank account with a bank you don't owe money to.

Fingers crossed for you mate.

anh1904

Have you received notice that this is a disciplinary meeting?
Have you had clear written notice of what you are accused of doing?
Have you been advised of your right of representation, details of who will be there, when it is, and the possible outcomes?

There are rules and regs in play which have to be adhered to, so get on to ACAS and make sure you are properly informed and represented

McKneff

Thanks df,I do have a letter from then but not had chance to read it.

come on, how long does it take to read a letter, open it, read it and maybe put your mind at ease

Stop worrying about things that might or might not happen in a few months time.

Read the letter and get your defense ready

Bicky_2

Hi There,

You MUST read the letter you have been sent from HR. In that letter it should outline the reason for the meeting - does it state it is a disciplinary? If so it must state the details and copies of any statements if there has been an investigation etc. It will must also state your statutory right to representation - this could be a colleague or union rep. The hearing then should go in the details of the case and you have the right to put your side forwards. From that a decision may be made. Note that it is not a done deal and if it looks as if it is, i.e the warning is already written - this is procedurally INCORRECT and you must appeal against it. Either way you have the right to appeal to a more senior level of the organisation and you must state your reasons for appeal.

I hope that helps? I am a Senior HR Partner for a large organisation so let me know if you need anymore steer.

Let me know what the letter says. OK? :-)

Bicky_2

One more thing - how long have you worked there? Are you still on probation? If so they should still follow best practice about disciplinary processes, but whilst you are on probation it is much easier - for the employer to dismiss without redress. If you are on probation check what your contract states about notice to be given from either side etc.

If you have been employed less than 12 months and you are dismissed you cannot, if you felt you had claim to, take them to an Employment Tribunal for unfair dismissal. However, you can go to an ET if your dismissal was linked to discrimination, or if they had in someway breached your contract.

Just some more things to consider.

Hope it goes well :-)

yorkshire-lad

thanks for all the support people,much appreciated! .

i have gone through the letter and the procedures with a couple of my family members and they all say that its just to try and scare me.

they havent gone through the procedures they included with the letter,and if dismissal does occur i have a very strong case to apply for unfair dismissal.

bicky, it does not include anything, as there have been no investigations against me, none that i have been told of or been made aware of. i have made a few bullet points and notes to back my view up.

Acas website has been very helpful:).

thanks for your help guys, all is much appreciated!:)

Bicky_2

Hi,

It's interesting that there is nothing of detail in their letter, so I would suggest it's more of a review meeting - could this be linked to your absence? If so be clear about what you want to put across.

It should not be about scaring you, though I am constantly surprised at how some companies operate and use these processes to scare and bully employees. It makes me ashamed that some people say they are in the same profession as me!

I doubt that it will be dismissal and if it does make sure you appeal - it's always best to exhaust the company processes before going to an Employment Tribunal.

Fingers crossed - remember to stay calm and make sure you make them aware that you know your rights.

Keep us up to date.

:-)

yorkshire-lad

thanks bicky.

watch this space:p lol