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

aj2703

Anihilator wrote: »

Yes most likely, also may be setting themselves upto dismiss you for capacity.

Dont even waste your time about the drug test. Even if it would prove something its too late as substances could have left your system anyway.

Got to admit they are not hanging around with the Occy health appointment. I would have thought in most cases the person would have to be signed off for a good few months before going down that route.

u264047

Anihilator wrote: »

Yes most likely, also may be setting themselves upto dismiss you for capacity.

Dont even waste your time about the drug test. Even if it would prove something its too late as substances could have left your system anyway.

Eh? dismiss me for capacity??? there is one woman at work who was off with stress for close to a year on and off... eventually they gave her a 4 day week with no pay decrease.

I want to ask about the drug test just to see if they have the capacity and equipment available to perform such a procedure. If they do, then my inital request for a drug test close to a month ago could have proved my innocence at that time, which I could throw at them at the disciplinary.

DirectDebacle

u264047 wrote: »

Aww, how sweet. Due to the content of my medical note, HR have booked me in to see the occupational health nurse on Thursday. Probably to see if i'm lying.

I'm going to ask about a drug test while i'm there I think.

Be very careful of what you say. Pound to a penny whatever confdientiality clauses exist H.R. are going to see the notes/talk to the nurse re this examination.

I would see this as an opportunity to get some points across via the nurse to H.R.

Make sure that the nurse knows that your stress levels are a direct result of what you see to be a malicious and false allegation made against you by the sales manager to H.R. Tell her that the way H.R. are handling it is adding to this stress as,

1. They have unjustifiably suspended you for an unspecific 'use of drug substance'

2. Sustained threatening behaviour and verbal abuse.

With respect to point 2 above tell her you feel that you are the real victim of this. The manager publicly accused of being a 'smack-head' in front of your colleagues and threatened you if you did not admit to his ludricous allegations etc.

Tell her the statements they have taken actually allege serious criminal offences of possessing a Class A drug and offering to supply drugs. Tell her these allegations are totally untrue and that you are worried you could be in serious trouble. Tell her you are worried that the police may be called as it is they not H.R. that should be conducting such investigations. Tell her H.R. are not providing you with sufficient information and it is this' not knowing' in addition to having being isolated by H.R. from your friends and colleagues. Mention that you do not understand why H.R. are even involved as none of the allegations occurred at work in any event.

Under the circumstances if you were not stressed then there would be something wrong with you.

You have already offered to volunteer for a drugs test and that was turned down. You can mention this but I would not recommend you volunteer for another. You may be offered the opportunity to give one. You are not obliged to give one (I suggest you don't) but if you do make sure as far as you can that you will pass it.

The purpose of the above would be to send H.R. the message that staff welfare is one of their primary functions and that their handling of this affair so far is adding to the detrimental effect the false allegations are having upon you. It may remind them of their duty to act impartially and may cause them to re-think whether they should continue with their enquiry. It may cause them to treat your grievence more seriously. It may prompt them to write to you with a fuller explanation of their actions and exactly what it is they are investigating you for. It may reveal their true agenda if it is about something else and the drugs allegation is just being used as a means to an end.

Treat it as a fishing expedition on your part. Consider carefully every question you are asked and even more so the answers, if any, you give.

rupee99

u264047 wrote: »

Eh? dismiss me for capacity??? there is one woman at work who was off with stress for close to a year on and off... eventually they gave her a 4 day week with no pay decrease.

I want to ask about the drug test just to see if they have the capacity and equipment available to perform such a procedure. If they do, then my inital request for a drug test close to a month ago could have proved my innocence at that time, which I could throw at them at the disciplinary.

IMO it is not a good idea to ask the company, or its representative, about a drug test. You are in an impossible position in that you cannot prove a negative, if they wish to establish that you are the burden is upon them to do so. If you really want to do it, although I cn think of no good purpose a month after the alleged mis-use ask your doctor about how to go about it.

From what you have said apart from an 18 year old girl who is not even sure what she thinks the only other thing they have is you "sniffing" in a private toilet cubicle when you had a cold.

Not even in the Court of the Star Chamber would that be sufficient, although, of course it was far harder to refute allegations than in the "court" of Anihilator.

u264047

DirectDebacle wrote: »

Be very careful of what you say. Pound to a penny whatever confdientiality clauses exist H.R. are going to see the notes/talk to the nurse re this examination.

I would see this as an opportunity to get some points across via the nurse to H.R.

Make sure that the nurse knows that your stress levels are a direct result of what you see to be a malicious and false allegation made against you by the sales manager to H.R. Tell her that the way H.R. are handling it is adding to this stress as,

1. They have unjustifiably suspended you for an unspecific 'use of drug substance'

2. Sustained threatening behaviour and verbal abuse.

With respect to point 2 above tell her you feel that you are the real victim of this. The manager publicly accused of being a 'smack-head' in front of your colleagues and threatened you if you did not admit to his ludricous allegations etc.

Tell her the statements they have taken actually allege serious criminal offences of possessing a Class A drug and offering to supply drugs. Tell her these allegations are totally untrue and that you are worried you could be in serious trouble. Tell her you are worried that the police may be called as it is they not H.R. that should be conducting such investigations. Tell her H.R. are not providing you with sufficient information and it is this' not knowing' in addition to having being isolated by H.R. from your friends and colleagues. Mention that you do not understand why H.R. are even involved as none of the allegations occurred at work in any event.

Under the circumstances if you were not stressed then there would be something wrong with you.

You have already offered to volunteer for a drugs test and that was turned down. You can mention this but I would not recommend you volunteer for another. You may be offered the opportunity to give one. You are not obliged to give one (I suggest you don't) but if you do make sure as far as you can that you will pass it.

The purpose of the above would be to send H.R. the message that staff welfare is one of their primary functions and that their handling of this affair so far is adding to the detrimental effect the false allegations are having upon you. It may remind them of their duty to act impartially and may cause them to re-think whether they should continue with their enquiry. It may cause them to treat your grievence more seriously. It may prompt them to write to you with a fuller explanation of their actions and exactly what it is they are investigating you for. It may reveal their true agenda if it is about something else and the drugs allegation is just being used as a means to an end.

Treat it as a fishing expedition on your part. Consider carefully every question you are asked and even more so the answers, if any, you give.

Thank you for all this. it's exceptional advice :T

Pete111

I can guarantee you the HR bod is looking at this whole big mess with their head in their hands and and kicking themselves that they didn't get you both round a table to sort it out early doors. Assuming that the OP is not telling us porkies It's a total employee relations disaster for all concerned.

The OP is (quite understandably) distraught and fearing for his job due to the manner the company has approached this farcical situation (the 'proof' of the drugs allegations is so far fetched it's truly ridiculous)

The Sales manager has been shown up like a bullying twonk and will be unlikely to have done his own image much good with the higher ups no matter that they are overtly supporting him.

The HR Bod is clearly an ineffectual idiot.

The company will think twice about throwing an Xmas party again - which will p*ss everyone else off.


OP. Go and see Occ health and then as soon as you feel able, rearrange and get along to the disciplinary meeting. I feel you need to get this sorted one way or the other and understand what the result is so you can take a call on what you do next.

This limbo situation will not do you any favours at all - both in terms of the dispute and your mental health.

robredz

Anihilator wrote: »

Yes most likely, also may be setting themselves upto dismiss you for capacity.

Dont even waste your time about the drug test. Even if it would prove something its too late as substances could have left your system anyway.

It would be too soon to discuss capacity on a 2 week sign off, Op needs to stress effect HR themselves along with the bullying, hectoring twonk of a sales manager are having, and that the sign off is a direct consequence of a boozy night out, outside the company's jurisdiction. if they did dismiss Op likely has a balance of probabilities win at tribunal, and I think Anihilator is right here re drugs test.

ariarnia

it might be worth taking your ad's with you so she can see the dose/ prescription date (i.e. see you've been on them a while and they're not the low dose one's they give you like candy first time round as placebos) rather than them just take your word that you're being treated for a mental health condition (depression/anxiety - stress) and that you have been signed off as that condition has become worse due to your current working environment.

DVardysShadow

robredz wrote: »

It would be too soon to discuss capacity on a 2 week sign off, Op needs to stress effect HR themselves along with the bullying, hectoring twonk of a sales manager are having, and that the sign off is a direct consequence of a boozy night out, outside the company's jurisdiction. if they did dismiss Op likely has a balance of probabilities win at tribunal, and I think Anihilator is right here re drugs test.

It goes a little further

the sign off is a direct consequence of an attempt by a senior person within the company to bring within its jurisdiction a boozy night out, which was outside the company's jurisdiction.

robredz

DVardysShadow wrote: »

It goes a little further

the sign off is a direct consequence of an attempt by a senior person within the company to bring within its jurisdiction a boozy night out, which was outside the company's jurisdiction.

Anihilator claims that it was within company jurisdiction I would say that as the "works do" had finished and they were now in public premises it is the manager who should be suspended and undergoing investigation for misrepresenting facts, and status of venue. It is HR who should now drop the DP, and transfer their attention to potential bullying, and other behaviour likely to cause distress by the manager to the OP and other members of staff imho. Maybe Anihilator should apply to the Spanish Inquisition for a job.