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

robredz

DirectDebacle wrote: »

We are just speculating ( I include myself) as to HR/OH motives.

I don't think this is a 'turn up' test. The OP is off with acute anxiety not a sprained ankle. There is a world of difference between attending a medical appointment where you may be seeing a friendly face and receiving advice and assistance to help you through a difficult time than to attending a meeting with the accusers you perceive to be the cause of your distress.

In my speculative opinion I think if the motive is not the genuine welfare of the OP then it is HR belatedly trying to cover themselves.


They should have treated this as a welfare issue from the outset and not pursued a discipline after such an inadequate investigation. Maybe they are looking down the road and thinking 'tribunal'.

If OH are not aware of previous AD prescription then the OP, as you rightly point out, needs to be careful with the info he gives.

I feel OP has the right to be suspicious of HR with their sudden interest in his health, it smells strongly of back covering, and contingency. I think they are looking for an exit strategy that may include "capability" they may even be worried that if OP can show a link to signing off with the ongoing witch hunt, and the tactics of a drunken manager, they may look rather bad if everything goes t**sup and ends up at a tribunal.

DirectDebacle

There is a possibilty that this is not all doom and gloom for the OP. It may be that HR have realised that they have badly mis-handled this issue and are still looking for a face saving way out. If they were to be presented with 'new evidence' then that could be why they have arranged an OH appointment.

If that consultation reveals that the OP clearly does not have a drugs problem then half of the complaint is a non starter. The other half was a direct consequence of the misinterpretation of a noise in a toilet. This misinterpretation and the OP reaction to it was obviously influenced in large part by both parties having consumed alcohol. Under those circumstances it can reasonably viewed as six of one...

As far as the Ops performance goes this does not seem to have warranted an official verbal or written warning from his line manager.

HR could write this up as a misunderstanding and deal with it by giving both parties 'words of advice'.

As HR have not yet set a date for any discipline then surely a review of the evidence and any new evidence would allow them to gracefully change their initial and hasty decision.

They would then have to earn their keep by managing two valued employees who would have difficulties working together. As they work in separate buildings this may not be insurmountable.

I don't want to give you false hope OP but it is all still in the melting pot. Hopefully you will have a better idea of which way the wind is blowing after the OH appointment.

Just wanted to add a bit of positive speculation for you.

pitkin2020

Yeah like I said it really could either way, but should they just give out words of advice, this sales manager who seems to have it in for you will be watching you like a hawk. Any little mistake you make in the future will be scrutinised, every time your late or off sick will be investigated. IF they want you gone there is always a way.

bristol_pilot

My experience is that when a group of essentially ineffectual people reach a point where they don't know what to do next they tend to respond to the situation by seeking further information.

OP - does the company yet know about your recent medical history? If so, which part - line manager? OH? HR? The decision to move from investigation to disciplinary seems irrational to me, IMO, if they did have this information at the time.

And have you hired a lawyer yet?

pitkin2020

bristol_pilot wrote: »

My experience is that when a group of essentially ineffectual people reach a point where they don't know what to do next they tend to respond to the situation by seeking further information.

OP - does the company yet know about your recent medical history? If so, which part - line manager? OH? HR? The decision to move from investigation to disciplinary seems irrational to me, IMO, if they did have this information at the time.

And have you hired a lawyer yet?

There is no point in hiring a lawyer yet as its still at disciplinary stage. Most companies will not allow outsiders other than trade union reps to attend a disciplinary with you.

DVardysShadow

pitkin2020 wrote: »

There is no point in hiring a lawyer yet as its still at disciplinary stage. Most companies will not allow outsiders other than trade union reps to attend a disciplinary with you.

The value of the lawyer is the advice he gives at an early stage. OP should have higher expectations of a lawyer than merely having his hand held at a meeting.

bristol_pilot

I didn't mean a lawyer to attend the disciplinary - that will not be allowed.

bristol_pilot

bungle4x4 wrote: »

jump through the hoops, attend the disaplinary, and take the firing squad. then take the idiots to tribunal and win.

at least you will get some compensation from them, because if you dont get the push now. your card will be well marked. better to be pushed out with a few quid than jump out without a life jacket.

This is sometimes the best approach with disciplinaries, but in this case the OP may be dismissed (we cannot yet say as it hasn't happened yet) on the basis of allegedly having committed very serious criminal offences involving Class A drugs. 'Going out' on such an accusation could have very serious consequences for an individual's future capacity to earn a living, IMO.

Francesanne

Do everything within your powers to prove your innocence. Your manage sounds an absolute creep. Good luck and don't let them grind you down. You've done nothing wrong.

u264047

bristol_pilot wrote: »

OP - does the company yet know about your recent medical history? If so, which part - line manager? OH? HR? The decision to move from investigation to disciplinary seems irrational to me, IMO, if they did have this information at the time.

And have you hired a lawyer yet?

I did mention I was on them, to the manager who is chairing the disciplinary actually... he didn't really say much he just kind of said "oh right"

No, I haven't got a lawyer yet, I've rung around, fishing for advice but all they will tell me is - just go to the disciplinary and point out all the inaccuracies and give explanations... if you get dismissed then give us a call back.

I have been trying... anyway, in relation to the visit to OH tomorrow, do they have the authority to make a decision about whether or not i'm fit and capable enough to be attending the disciplinary? despite the doctor's sick note.

I am also very suspicious that they have asked me to go in after only a few days. I'm sure that if I had swine flu or something they wouldn't even ask...