help. Xmas do... suspected of doing DRUGS!!!!!!

Anihilator

DVardysShadow wrote: »

I cannot see a problem with it once the matter is outside of company procedures. Perhaps your partner could look after it?

After all, you do have a right to any evidence in your favour.

Differentiate from the discliplinary and appeal.

The Discliplinary (i.e Monday) is a chance for the company to present their evidence and get the OP's take on it and make a decision. He doesnt need to see any evidence etc before then (although he may have).

An appeal is where he should get the chance to address their evidence and challenge it although this should be done through the company if it involves witness statements etc

It really isnt in the OP's interest to let it be known he has been liasing with people especially when he has been leading some of the evidence.

DVardysShadow

Anihilator wrote: »

Differentiate from the discliplinary and appeal.

The Discliplinary (i.e Monday) is a chance for the company to present their evidence and get the OP's take on it and make a decision. He doesnt need to see any evidence etc before then (although he may have).

An appeal is where he should get the chance to address their evidence and challenge it although this should be done through the company if it involves witness statements etc

It really isnt in the OP's interest to let it be known he has been liasing with people especially when he has been leading some of the evidence.

Wrong distinction.

The distinction which applies here is between company procedures and employment tribunal. A statement that one of the employee's statements was negotiated over would carry very little weight at disciplinary or at appeal within company procedures. But it would be quite powerful at tribunal if it goes that far. And if it were dated before appeal, it would carry more weight.

Further thought, Actually if OP were dismissed at disciplinary, then he would be free to contact his colleague. Although he may be under instructions not to contact colleagues, it infringes his civil rights to free association, so they have no grounds to further sanction OP if he contacts his colleague outside of working hours.

DVardysShadow

Anihilator wrote: »

...
The burdens are entirely different. In employment law they dont need to prove anything. Just reasonably suspect on the probabilities.

suspect -> believe.

That is quite a difference

stone7

I have this thread logged into my favourites list. I really hoped the OP would weather this storm. If his job was in the balance already, ringing in with stress has sealed his fate... he's a gonner.

I have a colurful enough past of my own and would have been happy to give him the benefit of the doubt, but ringing in with stress.....Jesus wept. Over playing the victim card a tad too much for my liking.

FWIW, I'd have given the manager a kicking on the night and started looking for a new job the day after.... and before anyone starts, violence solves most disputes of this nature, diplomacy seldom works.

ckerrd

stone7 wrote: »

I have this thread logged into my favourites list. I really hoped the OP would weather this storm. If his job was in the balance already, ringing in with stress has sealed his fate... he's a gonner.

I have a colurful enough past of my own and would have been happy to give him the benefit of the doubt, but ringing in with stress.....Jesus wept. Over playing the victim card a tad too much for my liking.

FWIW, I'd have given the manager a kicking on the night and started looking for a new job the day after.... and before anyone starts, violence solves most disputes of this nature, diplomacy seldom works.

What a !!!!!!

DVardysShadow

stone7 wrote: »

FWIW, I'd have given the manager a kicking on the night and started looking for a new job the day after.... and before anyone starts, violence solves most disputes of this nature, diplomacy seldom works.

A good kicking, all the while shouting "I am not a fskcing smackhead and I don't do drugs OK?" would have made a world of difference to this case.

bristol_pilot

Interesting that they took 6 hours to respond to the grievance email. They may not have expected such an assertive response.

ali-t

Matt, I have no advice for you but have been following this thread and just wanted to wish you all the best. Hopefully, if you play it right and take good advice things will go in your favour. take care and look after yourself - no job is worth sacraficing your physical and mental health for. It takes much longer to heal than it ever takes to break so please make sure you are looking after yourself.

PinheadSK

stone7 wrote: »

FWIW, I'd have given the manager a kicking on the night and started looking for a new job the day after.... and before anyone starts, violence solves most disputes of this nature, diplomacy seldom works.

It's worth nothing!

If this had been the OP's response then he wouldn't have to worry about a disciplinary hearing... his only concern would have been whether or not he was going to get Bail or go to prison on remand.

Whilst we are supposed to be nice to all MSE users... you are an idiot.

Sean

robredz

You have caught them on the hop with the grievance, they thought they were getting it all their own way