Suspended from work please help

ohreally

MikeTee wrote: »

Many thanks for this, as I am suspended do you know if it is usually acceptable to enter the workplace to meet the rep to discuss my case? I am still waiting for them to get back to me after leaving a message.

Normally, when suspended, you should not enter the workplace. Your letter of suspension should inform you of this. You may also be required to remain contactable to the employer while your suspension is on full pay.

If you need to enter the workplace the steward can have a word with HR to authorise your presence, otherwise meet off-site.

MikeTee

Thanks that's going to make seeing my union rep difficult to say the least.

ohreally

Your rep will know the score re your suspension and entering the workplace. This is not unsurmountable.

Torry_Quine

MikeTee wrote: »

Thanks that's going to make seeing my union rep difficult to say the least.

The rep will be well aware and have somewhere for you to meet. the union may have an ofice for instance.

MikeTee

I've just obtained a copy of my works disciplinary procedures and it states a list of what is misconduct and what is gross misconduct which are similar really but for the gross misconduct list it says that dismissil will occur, there is no mention of any evaluation of mitigations anywhere. So it looks like this will be the way they are taking it.

Is it normal for there to be no parameters for any kind of mitigation considerations stated, however one of my mitigations appears also to be on the gross misconduct list. I am distraught as with an iva and pottential dismissal on my records I have no hope in getting a new job anytime soon.

Torry_Quine

MikeTee wrote: »

I've just obtained a copy of my works disciplinary procedures and it states a list of what is misconduct and what is gross misconduct which are similar really but for the gross misconduct list it says that dismissil will occur, there is no mention of any evaluation of mitigations anywhere. So it looks like this will be the way they are taking it.

Is it normal for there to be no parameters for any kind of mitigation considerations stated, however one of my mitigations appears also to be on the gross misconduct list. I am distraught as with an iva and pottential dismissal on my records I have no hope in getting a new job anytime soon.

Usually it says something like dismissal is a possible outcome in cases of gross misconduct so surprised that there seems to be no lee-way.

i don't want to rub salt in the wound but if you ar dismissed your JSA could well be sanctioned.

SarEl

A policy would not go into the sort of detail you are looking for. Mitigations are always acceptable ways of producing a defence, although that does not mean the employer will accept them. I have to assume that if you are consdiering mitigation then that means that the employers case is essentially factual - at some level or another you are guilty of what they are accusing you of? But the problem you are facing here is that we cannot really tell you how effective the mitigation may be or what you could do to improve the chances - becasue we do not know what it is that you have done. Reading between the lines of your post and the reasons you don't want your OH to know about all this, I have to guess that some form of fraud is concerned, even if you believe that what you have done is not criminal. I even have a better guess than that, but I am not going to say what that is because it is up to you whether you tell us or not. But you are asking us to speculate on what sort of defence you have when we neither know the defence, not the allegations. I realsie that you are worried - but you are limiting anything we can help you with by refusing to give us any information, and so we will go around in circles.

MikeTee

I appreciate that I am just concerned that anyone from work could think to check sites like this that's my issue.

SarEl

Yes and I appreicate that - but at the same time - what can we tell you if we don't know anything?

CFC

MikeTee wrote: »

I appreciate that I am just concerned that anyone from work could think to check sites like this that's my issue.

Absolutely - but you have already decided you are going to tell the truth so it's not quite such a burning issue.
I am very worried by your statement that one of the things you were going to offer in mitigation is a GM offence in itself.
It's impossible to help you unless you give us info of some kind.

From an employer point of view, I may or may not take a mitigation into account to downgrade what would be a termination to a final written warning. It depends both on the offence and what mitigation is offered. Even drinking while at work, normally a GM offence, might be reduced to final written if the person has already sought help from their doctor for a drinking problem but not advised us of this prior to the offence. It would be a one-time only get out of jail free card though.