Suspended from work, and I'm innocent.

flexrider

Booie wrote: »

No, the videos haven't been wiped, as far as i know anyway, I was just wondering if rather than asking for cctv copies now, which could cause them to go on panic mode and concocting more stories, if there was anyway to ask if the cctv footage be held safe by chaiman or secretary pending investigation.
But we are going to get copies.

Well on that note most video security depending on setup would be held by security of the property(if you have people to lock up at night ect,) as we do in my offices and businesses.

You are entitled to one free copy of the video of CCTV video if they refuse try the freedom of infomation act on the grounds of being accused of something your son has not done to get all the details stright. Dunno if it will work but worth a try.

Edit: As for more stories submerging let it, The truth needs to be discovered,He is trying to imply your son has acted wrongly with intent to rob from the company he works for!

The manager is in the wrong form what you have stated and like someone mentioned on here if your son has to go i would take him down with him also.Like i have said he needs to prove your son was in the wrong and if he on the tapes seen consenting to your son to get his stuff and is seen doing so from a glance he has no case because he was drunk in charge! something in our company on office partys at christmas we have in place not to do,As someone is accountable till busines is closed. Who was running the business premises when he was !!!!ed!! Thats one manager i would not want in my businesses knowing that!

mountainofdebt

vax2002 wrote: »

THANK YOU
I am sorry I could not see it in the first post amongst the many paragraphs.
Right Here is My advice based upon that answer.
He is still employed, he should get in touch with this union if he wants to keep his job and end the bullying, rights or wrongs, he is on his own here and they know it.
link:
www.usdaw.org.uk

What the bit right at the end you mean?

As for usdaw, won't they only help the OP's son if he is a member -and if he isn't then there's little point in joining as they won't help in already existing disputes?

SarEl

Nicki wrote: »

When I was working as a solicitor there was another solicitor in the same field as me, who if there was a dispute about what had been agreed or discussed on a phone conversation, would always produce a transcript, under the pretext that he had accidentally left his dictaphone running when answering the call and captured both sides of the conversation. He was reported to the Law Society more than once and never sanctioned for this, and always managed to get his transcript admitted as evidence if needed.

With my phone, if you answer at the same time as the answer phone kicks in, the whole call gets recorded on the answer phone. If OP's son were to do this for every call for the next few days, he could easily inadvertently record an abusive call

That was almost the translation I mentioned. Of course, to prevent unlawful taping most phones have a warning sound if they have the capability of recording to prevent exactly this sort of unlawful action. And I doubt that the manager would be stupid enough (although you never know) to leave an abusive message on an amswering machine. And most have a limited recording time. So of course it could never happen really. And I wouldn't advise it. Of course.

WhiteHorse

See if other members of staff will make a written statement to the effect that the boss was drunk.

If you think that they won't, (which is very likely), then secretly record the conversation (preferably in person, rather than over the telephone), guiding it to make sure that they make damning comments.

Then use the recordings.

vax2002

I take it this is the first of any such meetings you have attended, arguing write or wrong is on deaf ears, you are at a kangaroo court where what they say goes, your are without legal representation and they hold the big stick.
Your son is most likely going to be sacked and they are covering their backs.
What you need to turn to is one word : Recourse
What recourse can be taken.
With a union rep present, you will have a credible witness for recourse Tribunal proceedings and compensation for the loss of his job. This becomes your Big stick.
These disciplinary meetings are not some court room where fair evidence is considered and you get to argue your point, they are administrative proceedings in a crass attempt to prevent recourse proceedings.
Take Good advice when given and speak to the Union to see if they can help first with this matter.
The honest truth is you do not suspend an employee you don't want rid off, you would not take the chance of them leaving and getting another Job, you do it whilst you work out how to sack them.
Rights and wrongs arguments have no place here, you are arguing with deaf ears.

Booie_2

vax2002 wrote: »

THANK YOU
I am sorry I could not see it in the first post amongst the many paragraphs.
Right Here is My advice based upon that answer.
He is still employed, he should get in touch with this union if he wants to keep his job and end the bullying, rights or wrongs, he is on his own here and they know it.
link:
www.usdaw.org.uk

lol, ok, so you may kick my bum with my grammar and literary compositions, but I bet I win more friends and influence people, and I'd kick your bum in math!!


AAAAAAAAAnd I bet you can't put a rowntrees fruit pastel in your mouth without chewing it.
:dance:

SarEl

WhiteHorse wrote: »

See if other members of staff will make a written statement to the effect that the boss was drunk.

If you think that they won't, (which is very likely), then secretly record the conversation (preferably in person, rather than over the telephone), guiding it to make sure that they make damning comments.

Then use the recordings.

Oh - now I am going to say - that would be very very stupid and might land you in a serious amount of !!!!. You are suspended and shouldn't be talking to other staff without the employers permission, and even then - recording a third party to make them a witness against their will? Such evidence would certainly not be accepted by a tribunal and definitely could end up with a police visit.

SarEl

vax2002 wrote: »

I take it this is the first of any such meetings you have attended, arguing write or wrong is on deaf ears, you are at a kangaroo court where what they say goes, your are without legal representation and they hold the big stick.
Your son is most likely going to be sacked and they are covering their backs.
What you need to turn to is one word : Recourse
What recourse can be taken.
With a union rep present, you will have a credible witness for recourse Tribunal proceedings and compensation for the loss of his job. This becomes your Big stick.
These disciplinary meetings are not some court room where fair evidence is considered and you get to argue your point, they are administrative proceedings in a crass attempt to prevent recourse proceedings.
Take Good advice when given and speak to the Union to see if they can help first with this matter.
The honest truth is you do not suspend an employee you don't want rid off, you would not take the chance of them leaving and getting another Job, you do it whilst you work out how to sack them.
Rights and wrongs arguments have no place here, you are arguing with deaf ears.

What??? And still not in a union!

Booie_2

vax2002 wrote: »

I take it this is the first of any such meetings you have attended, arguing write or wrong is on deaf ears, you are at a kangaroo court where what they say goes, your are without legal representation and they hold the big stick.
Your son is most likely going to be sacked and they are covering their backs.
What you need to turn to is one word : Recourse
What recourse can be taken.
With a union rep present, you will have a credible witness for recourse Tribunal proceedings and compensation for the loss of his job. This becomes your Big stick.
These disciplinary meetings are not some court room where fair evidence is considered and you get to argue your point, they are administrative proceedings in a crass attempt to prevent recourse proceedings.
Take Good advice when given and speak to the Union to see if they can help first with this matter.
The honest truth is you do not suspend an employee you don't want rid off, you would not take the chance of them leaving and getting another Job, you do it whilst you work out how to sack them.
Rights and wrongs arguments have no place here, you are arguing with deaf ears.

But he doesn't pay into a union, so would they help??, he was with UCAS when he worked security at Tesco, but he only had them whilst he paid a subscription.


Vax is right tho, My son is on his own, does anyone know of anyone who could help as a union would, who wouldnt need membership for x amounts of months before dispute.

ellies_angel

not sure if this is relevant, but is the manager the licencee for the club. Aren't there rules that say that the he shouldn't be in charge of the premises under the influence. Could be wrong