Disciplinary hearing

Zazen999

OP - Start at the beginning and tell everyone what happened in bullet point format - otherwise why ask for help if you won't give people the info they are asking?

a - this happened on that date

b - then this happened on that date

and so on.

Include how long you have been working at the company and any other factors that will assist in helping.

zzzLazyDaisy

Okay I have read the thread.

First question.

How long have you worked for this employer?

Because depending on your answer, all other questions may become completely irrelevant.

SarEl

zzzLazyDaisy wrote: »

Okay I have read the thread.

First question.

How long have you worked for this employer?

Because depending on your answer, all other questions may become completely irrelevant.

Quite - we tried that one too!

BlueAngelCV

I smell Troll...

SarEl

BlueAngelCV wrote: »

I smell Troll...

Ah - good point. I am not very good at this on-line stuff. Happened in here by chance ....:)

traz39

can anyone tell me when ex boss keeps changing his story just before court it doesnt look good surely

Googlewhacker

traz39 wrote: »

can anyone tell me when ex boss keeps changing his story just before court it doesnt look good surely

what are you on about? Maybe start a new thread with more details?

From what I can guess the answer I would give is no it doesn't but as you have not given any back story we can't even really hazard a guess what effect the change in story would have

LoungeSingist

SarEl wrote: »

Can we please have the whole story, from the beginning. And how long have you worked there because I am beginning to get a feeling it is less than 12 months

Not my area of expertise, but I fail to understand why it has to be longer than twelve months service. I mean I, and 100s nay 1000s of people, have worked a period of probation. Well then that should be sufficient time to iron out any problems/worries/attitudes/concerns on both sides. Should employees then not be treated as fully paid up members of the crew?
It would appear as though there is a fundamental flaw in employment law in this country.
Some of you in this forum should maybe think about making things a fair and level playing field.
Come on and ante-up and be part of a solution and not part of the problem.
I mean if you don't stand for something you'll fall for any thing.
in the words of the song " If you tolerate this then your children will be next"

LoungeSingist

will-e-eckerslyke wrote: »

Been to a disciplinary today, took written statement in answer to so-called allegations. Chair wanted to ask questions but i told them they had my response and walked out.
Chair said as I was leaving " let me advise you of my (her ) rights".

Could someone explain them

I would like to answer the original Q but don't understand exactly what she was alluding to either, perhaps some knowledgeable person could inform.

Googlewhacker

LoungeSingist wrote: »

Not my area of expertise, but I fail to understand why it has to be longer than twelve months service. I mean I, and 100s nay 1000s of people, have worked a period of probation. Well then that should be sufficient time to iron out any problems/worries/attitudes/concerns on both sides. Should employees then not be treated as fully paid up members of the crew?
It would appear as though there is a fundamental flaw in employment law in this country.
Some of you in this forum should maybe think about making things a fair and level playing field.
Come on and ante-up and be part of a solution and not part of the problem.
I mean if you don't stand for something you'll fall for any thing.
in the words of the song " If you tolerate this then your children will be next"

No, 12 months is an ample amount of time to really see what an employee is like, 3 months is to short because for all we know they maybe on best behaviour for those three months and then become employees from hell. It is alot harder for employees from hell to be good for a year and then take advantage.