Suspended from work pending disciplinary hearing-advice please

Anihilator

amandacat wrote: »

thanks for replies. To clear some points up, firstly the company are making redundancies as 30% of the workforce must go. However voluntary redundancy was offered and they had more staff apply than they needed and so some were refused.

There was no personal gain from the alleged misconduct and from what I understand the team are targeted each week on processed applications. Some of the applications we start at the end of the week, we were told to half complete and finish the next week so we met the following weeks target. This is how we were all told to operate and we accepted that this must be the company norm. We received no credit for hitting our weekly targets and no there was no personal gain in us following these instructions.

I would imagine there was surely written policies and procedures that contradicted this.

I can certainly see why they are pursuing gross misconduct for this. The managers imo have no chance of surviving.

Those below will need to convince the discliplinary panel they genuinely were only doing what they were told, thought was right and hadnt been involved in any dodginess

terra_ferma

Did anyone receive a bonus for hitting the target. Perhaps the managers?
If they dismiss all of you for following your manager's order and no personal gain, and considering that they are in the process of making people redundant, it may be difficult for them to justify this in an ET?

Mybe if you try this website you can get more specific advice:
http://www.i-resign.com/uk/discussion/

jdx

robredz wrote: »

Bottom line is get professional advice PDQ, before a well known troll posts that you are all doomed

:rotfl::rotfl:Well said robredz. :T And yet we all know who you mean.:rotfl::rotfl::rotfl::rotfl:


Edit: I see it's too late.

jdturk

amandacat wrote: »

We all feel so badly treated and could all lose our jobs or at best receive a disciplinary on our record because of two managers not training us correctly.

It seems that you are actually being treated professionally and they are doing things the correct way.

Your gripe shouldn't be with the company but your managers if they have trained you incompetantly!

If 10 of you are saying that the managers have trained you to do it that way I'd be amazed if your company dismissed you

robredz

jdturk wrote: »

It seems that you are actually being treated professionally and they are doing things the correct way.

Your gripe shouldn't be with the company but your managers if they have trained you incompetantly!

If 10 of you are saying that the managers have trained you to do it that way I'd be amazed if your company dismissed you

Perhaps they were trained correctly, but the managers may have changed the procedures to suit themselves later, and OP and colleagues didn't question the changes. I think they should act collectively, and hope that employer doesn't dismiss in haste. They must keep all correspondence, and seek professional advice.

Anihilator

robredz wrote: »

Perhaps they were trained correctly, but the managers may have changed the procedures to suit themselves later, and OP and colleagues didn't question the changes. I think they should act collectively, and hope that employer doesn't dismiss in haste. They must keep all correspondence, and seek professional advice.

If they have gone against training/policies they will need to prove its because they genuinely believed it was right.

Doing your job etc knowingly wrong because a manager tells you isnt a defence. This is why companies have whistle blowing procedures and such.

jdturk

robredz wrote: »

Perhaps they were trained correctly, but the managers may have changed the procedures to suit themselves later, and OP and colleagues didn't question the changes. I think they should act collectively, and hope that employer doesn't dismiss in haste. They must keep all correspondence, and seek professional advice.

Good point, all in all get professional advice from ACAS or someone

robredz

Anihilator wrote: »

If they have gone against training/policies they will need to prove its because they genuinely believed it was right.

Doing your job etc knowingly wrong because a manager tells you isnt a defence. This is why companies have whistle blowing procedures and such.

Point is Op says they didn't knowingly do anything wrong, and whistleblowing is fraught with difficulty, ask Damien Green. They may be guilty of omission for not checking that managers were following kosher procedure, but in the really real world who would challenge the chain of command?

ariarnia

robredz wrote: »

Surely the training records would have been signed off and passed to HR, who should have picked up on any problems at that stage not 12 months + post training, so really any fault should lie with the managers, the staff should have had remedial training to correct this issue and ensure compliance with company policy. Smells like a get rid excuse imho. Others may know more, but OP and colleagues NEED to seek appropriate advice collectively. Is a union involved?

Yes, not saying the fault is with the managers, but pointing out that it can be proven the fault is not with the staff.