Partner dismissed - am in despair

KiKi

OP, I can't advise on what your husband should do - to be honest, there is no hope in terms of his job. Please ignore any 'advice' of a payoff or redundancy - this does not exist in your husband's situation and gives you VERY false hope.

Regarding your financial situation, can I please suggest you post on the Debt-Free Wannabe board where there are people who can give excellent advice on cutting your costs, living more frugally, and dealing with any impending debt issues. They will be of excellent help to you.

KiKi

RobertoMoir

Milkshock wrote: »

skintandscared you think every company gives a toss about the detail?

they just want the guy off the premises and will do whatever it takes to get him out of there as painlessly as possible. understandably imo.

They've got perfectly good grounds to get him out of there with little pain to themselves (and that is all they will care about, "pain" to the OP and her husband will sadly be on the list of things their employer doesn't care about right now). About as clear a case of gross misconduct as you're likely to get.

Milkshock wrote: »

the aggravation of calling the police is not something they will want to get involved with.

Probably not. But it's a bigger problem for the OP's partner than it is for their employer. It's not like the employer was the one going to work under the influence/using on the job and assaulting people.

this man must be allowed to go on his own terms if he wishes and be allowed to carry on with his career with the minimum of grief in the future as he has responsibilities to his family.

Uh... why must he be allowed to do this? You make it sound like they owe him something. They do not.

an agreed reference would be the icing on the cake. and shouldnt be too difficult to get.

Well I agree that it would be worth involving the union to firstly make sure procedure is followed and secondly negotiate some method that allows him to resign. Perhaps without the pending disciplinary action appearing on the reference, but frankly that's a bit of an ask from where he is right now, I'd have thought.

I'm not sure it's that "easy" though, it isn't as if they owe him anything.

(from another post)

look this poor woman needs any straw to clutch at. asking the union if they can pull a few strings for him will not hurt.

just telling her the bloke is a muppet and deserves everything he gets is of no practical use to her at all. she knows he is a liability at best already!

I agree that the people who have piled on to repeat the news that he's been a fool over and over aren't really helping, but with respect, neither is it helpful to give unrealistic advice.

The employer holds all the cards here, and if the OP and her partner want to end this as well as they can do under the circumstances I think its important to be realistic about the situation and what can reasonably be achieved.

Telling the employer that the guy "must" be allowed to resign on his own terms and may be entitled to some kind of redundancy money and so-on is likely to achieve two things - a refusal, and a really good comedy track for the HR department's Christmas party. That is not going to help.

im sure he will still be able to resign anyway. i cant believe they will force him through a disciplinary.

Well I'm sure that if he contacts them with an apology and offers to resign they'll consider that, and while I think he should contact the union first, I really do thing this is the best course of action. If he can preserve a bit of dignity and walk away without being fired or facing a criminal complaint for assault then he's doing well.

sophieschoice

A few years ago a friend worked in a distribution centre for one of the big 5 supermarket chains.
They did random drink and drug testing. I once asked what happens to the people who fail the test. I was told they were offered help to stop drinking/drug taking and not necessarily sacked. Maybe worth appealing to the employer in this case?
I don't know about the 'pushing' bit the OP posted though.

dandelionclock30

He will definatley be sacked, I would ask to resign and if they would agree a reference.
There is no hope for a payout or tribunal its gross misconduct , no doubt.
If they dont agree a reference he can either be upfront at interviews, miss them off his c.v if he just been there a short time or do voluntary work and put them down as the last employer.
He could also access some help for his drug problems and anger issues.He shouldnt be doing that at work,i dont know any employer who would let their employee get away with this Apart from Howard Marks!

ohreally

Op, the odds are stacked against your OH, make contact with a CWU full time officer and discuss the options which may be available. I don't know what the employers policies are re drug dependency but i would put a toe in the water with union officer then make a self referral to occupational health and fully disclose the extent of the problem, offer to fully participate in and comply with a rehabilitation/ treatment program consenting to random blood tests and take it from there.

Milkshock

i repeat my question as to whther he has any form of insurance

he MAY be able to get a payment protection policy if he has one to pay out.

especially if he isnt fired.

bobajob_1966

Milkshock wrote: »

i repeat my question as to whther he has any form of insurance

he MAY be able to get a payment protection policy if he has one to pay out.

especially if he isnt fired.

How will he be able to use this payment protection policy? They are not going to make him redundant!

Spirit_2

OP, you must be beside yourself with worry about the problem your partner has created and I am very sorry but the fact that he has at least two counts of gross misconduct aginst him (drugs at work, physical abuse) will mean he is facing dismissal without notice, or pay in lieu of notice.

RM ( if it is RM) are a large employer who will have faced this a number of times.

You may want to consider that you explore your options for working full time as until he kicks the habit he does not sound like a reliable main earner. I speak both from an employers perspective and from someone who knows too well the impact cannabis addiction can have on family life. You have to judge if he will be safe to leave in charge of your children .

If he is reckless enough to have been using cannabis at work it is not recreational and from the I'll effects it is having on your family life certainly not harmless.

justanopinion

Sorry to the OP. Advice there is for him to resign and speak to a GP - there might be something that can help.

To Milk - I know you're obsessed with CA's from your other thread, but wjhy would they even think about it?! You enter into a CA because there is potential liability from either side. It's straight GM...

Sambucus_Nigra

Milkshock wrote: »

if youve read other threads you will see that i have experience of being about to be disicplined and possibly fired.

and ultimately walking away with a payoff, CA and agreed reference and being termed as having been made redundant.

so it all depends on the situation. so yes you can influence any process including disciplinaries and the way those things play out.

You have one experience. One. You currently have a thread where you were not successful in your own Compromise Agreement - so I can't see how you can apply your failure to advise others.