Disciplinary procedures at work

DVardysShadow

Anihilator wrote: »

Its fairly common although they normally call them perfomance review/management.

If an employee isnt performing then they need to be pulled up on it officially otherwise you end up not able to dismiss them when they are incapable.

If its reached this stage though it sounds like the OP better change soon as they obviously are going through the motions.

Pulling someone up on something is not the only way of dealing with a performance issue. Training and changes to process are the things to look at first. Any meeting where training and process changes are up for discussion would not be a disciplinary - and should not have disciplinary issues mixed in. An employer who does not start off looking at training and process issues first is firstly a fool to himself.

I find it a bit alarming that your perspective on performance issues is purely about 'pulling someone up'. Companies can be at fault and often are. Pulling someone up if this is the case is injustice.

Zazen999

I agree, totally drastic. What did the letters that you received say?

cindyhove

Letter 1. This letter is to invite you to a meeting on.. to discuss aspects of your work performance that came to light....Please be advised that this meeting is taking place as part of the disciplinary procedure etc.

I then wrote asking for specifics as ACAS state and my employers handbook say I should have.

letter 2. Further to your letter. ....2 specific compliants....1 inaccuracy in the diary which led to a reprint of a newsletter (NOTE - there was NO reprint and the error was rectified after the first newsletters were printed out). Please note that though, by necessity (WHY?), this meeting will take place within the disciplinary procedure, it is not inevitably the case that it will lead to any form of action. In the 1st instance it is our concern that we gather information as to what took place in order to ensure that there is no recurrance.

I strongly feel that if they just wanted to gather information then they could/should have asked PRIOR to going through any official procedure.
Am I just naive or am I right in the way I think?

Uncertain

jdturk wrote: »

However if the letter was addressed to the queen and you put Mr Queen instead of MRS Queen then that on its own probably could be construed as a disciplinary offence

I would have thought either could be :rotfl:

Horace

I think that the firm you work for have taken the official route because they have received an official complaint. As is usual with disciplinaries, they will conduct an investigation and decide upon a course of action. You also need to gather your evidence in your defence - e.g. the newspaper not being reprinted due to your diary error.

It maybe that after the disciplinary you get a verbal warning - ask for a copy of the disciplinary procedure (they should have sent a copy with the letter anyway) and read what it says - it should say about verbal, first written, final warning and gross misconduct.

Lady007

You need to be aware that employers do not have to prove anything to dismiss you - although yours are not sackable offences. Employers ony have to have a reasonable belief that you did or did not do something, they have to carry out a reasonable investigation, stick to their internal procedure and any legal compliance i.e allowing a TU rep/work colleague etc. So at the end of the day unless you have a strong defence or catch them out on technicalities they can believe what they want.