grievance hearing, who to take

scooby088

I have been through disciplinary hearings before and they are basically the same as a grievance hearing, i have had fellow employees as my witnesses before but all i ever done was speak for myself anyway.

All the advice i can give it write everything down you want to say in the meeting any proof that you may have dates, times, etc. And dont worry over it, if you are justified in the grievence then there are no worries. Just doing it on your own, just record everything every mobile phone has this capacity nowadays.

Dick_Van_Dyke

missprice wrote: »

he is a big fella, i aint in the least intimidated by him, he about as scary as a bowl of ice cream,
but when i am stuck in the same room and she says we have to finish and you can come back tomorrow with someone more suitable as this man is making me feel uncomfortable and he is intimidating me, i can hardly insist that we stay and continue

i really believe that they are trying to get me on my own so they too can bully me into dropping the whole thing.

i would just love to go and make my points and leave i dont need this carp and i should not be made to feel bad (not by anyone on here) and feel intimidated myself.

real live predicament

Did he say anything?

unless he was shouting and/or arguing I cant see why she would be threatened. Unless your not telling us stuff.

missprice

!!!!!!_Van_Dyke wrote: »

Did he say anything?

unless he was shouting and/or arguing I cant see why she would be threatened. Unless your not telling us stuff.

lol no honest he not say a word
but he did write notes
some people are put off by that
seen it before in interviews

Dick_Van_Dyke

missprice wrote: »

lol no honest he not say a word
but he did write notes
some people are put off by that
seen it before in interviews

He was there as your note taker.
Dispute there claims and insist he attends. If he didnt do anything other than take notes barring any behaviour outwith the meeting there is no just cause not to include him.

Mr_Falling_Star

Don't go in alone

The GMB is generally the Union for cleaners, unless its a hospital or council then it would be Unison. They may take your case on, it depends on the union rep and their rules, generally they will say no unless you have been a member before the problem occured but if its a problem that affects all members or a particulary nasty manager then they may go for it.

Failing that take in a colleague or even better another friend, buy a large yellow writing pad from staples, get them to dress smartly and have them just sit there taking notes and listening to what is being said. That helps tip the balance in your favour and it would appear to any ET in the future you are being more than reasonable in trying to settle your grievance

viktory

Uncertain wrote: »

If you don't believe me look it up on Google!

The entire appeal judgement is available on line so you can read it for yourself.

Did I say I don't believe you?

Uncertain wrote: »

I can't comment on what a individual ACAS advisor may have told you about your particular set of circumstances.

No you can't.

Uncertain wrote: »

The case I refer to is well know in respect of the tape recording issue.

Fair enough.

Uncertain wrote: »

Equally I was not disputing what they may have told you in your previous post.

I am well aware of what you said - however, I stand by my assertion that people that post on here should have all the relevant information to hand. Now are far as I am concerned ACAS are the employment experts and so I am perfectly justified in posting pertinent information that has been given to me by ACAS. If they are mistaken, then of course someone else is perfectly entitled to point that out, with evidence where possible.

I am still interested in your qualifications as ACAS appear to be wrong on every front so far according to you.

!!!!!!_Van_Dyke wrote: »

He was there as your note taker.
Dispute there claims and insist he attends. If he didnt do anything other than take notes barring any behaviour outwith the meeting there is no just cause not to include him.

The company are within their rights to refuse to allow him in the meeting. Most employers cite another employee or a Union rep can attend, not any Tom, !!!!!! or Harry. OP, have you read your companies grievance procedure? Have you read ACAS' guide?

blessings3

Viktory - I have read alot of your posts, usually with admiration - the above post paints you as an ungracious pedant. Instead of saying ohh thanks for the info on the tape recording - I have googled it and your right/wrong . You pull apart the other poster to basically say well Acas told ME and therefore I have every right to post - even if its incorrect/flawed. And please come back with a load of semantic crap as above - it will prove my point even more

henrysprings

you can take in whoever you like as long as they behave themself

Dick_Van_Dyke

Yes your quite right Viktory.
I had misread and thought this person was a colleague from another department.

missprice

viktory wrote: »

The company are within their rights to refuse to allow him in the meeting. Most employers cite another employee or a Union rep can attend, not any Tom, !!!!!! or Harry. OP, have you read your companies grievance procedure? Have you read ACAS' guide?

cant find a copy of their grievance procedures
its not online and not in my contract

been reading ACAS stuff and other stuff too
found this

Who can the companion be?

The statutory right is for workers to be accompanied by a colleague, a trade union representative or an official employed by a trade union, unless employers have a policy that is more generous than the statutory entitlement and gives workers the right to be accompanied by a wider category of individuals.

In practice, workers will often request that they can be accompanied by someone who does not fit into any of the legal categories. Sometimes they may request to bring their partner or a family member, not employed by the employer. Employers are perfectly entitled to refuse such requsets but as above, we would advise that careful consideration is given to any request by a worker, before it is refused, even if it is outside the legal category.

my problem still remains that no one from the company on that site will go with me,and i dont know anyone else on another site they are too scared of losing thier job, nothing i say can change thier mind.
they also wont band with me, we all have the same manager (but that was a fab suggestion)
i still really dont want to go alone
i have a feeling, going by what was said in the earlier aborted meeting that this whole thing will be whitewashed and i wont have the proof (even if i record it on my mobile, there is no guarantee that i can get it admitted.
may just be easier to give in now and never work there again cos she will make my life a misery if i go back with this unresolved

surely i cannot be the only one who has been unable to find a suitable companion to a hearing

frustrated of UK

ETA from ACAS guidlines as of april 2009
16. The companion should be allowed to address the hearing to put and sum up the worker's case, respond on behalf of the worker to any views expressed at the meeting and confer with the worker during the hearing. The companion does not, however, have the right to answer questions on the worker's behalf, address the hearing if the worker does not wish it or prevent the employer from explaining their case.