Suspended from duty because I made a complaint under the Bullying & Harassment Policy

barspeed

The person making the counter comp is the person I complained about in the first place claiming I made a malicous fabrication...

DVardysShadow

barspeed wrote: »

October 13th, I was emailed a circular about the New Dignity at work Policy. Reply to the author and rubbish it saying that its no good launching a new one when HR have not dealt with mine under the old one!

Exchange emails with this person sending them details of the original complaint.

SarEl wrote: »

And you went past shooting yourself in the foot in e-mailing details of a confidential grievance to a third party. That in itself could be classed as gross misconduct, quite apart from the other allegations against you. I hope you have a union rep?

I don't see that a grievance is a confidential matter. And if someone has the authority to implement a 'Dignity at Work' policy, I would say it is quite reasonable to challenge them that a grievance under this head is not being addressed. Which will quite reasonably lead to a query 'what grievance' and a response with some facts.

Yes it could be classed as gross misconduct, but in these times, eating a banana from the wrong end could be classed as gross misconduct and you would probably have a load of posters along to tell you so too.

Cyril

barspeed wrote: »

I cant go into details in case my employer looks at this website and puts two and two together, but basically my dignity was breached by an order the person made in thier capacity to order me to remove an article of clothing when entering the premises, this then jeopardised me in my clothed state, plus the reason I was wearing said article can be deemed as a reasonable adjustment under the DDA. The events were I am told were caught on CCTV.

This sounds / reads like a security issue. Was it a security officer asking you to remove an item of clothing to reveal your face or some other such need for CCTV in a vulnerable area. Were other people asked to remove the same item of clothing before entering the premises or were they not wearing the same item of clothing ? Unless you were asked to go in butt naked I can't see how you can lose your dignity in this scenario.

SarEl

DVardysShadow wrote: »

I don't see that a grievance is a confidential matter. .

Really. So if I put in a grievance about you then you won't mind if I tell other people what I have said you have done, and mention you by name? Of course greivances and disciplinaries are confidential matters - whoever is in the right. Otherwise we could come to a decision by the consensus of gossip.

DVardysShadow

SarEl wrote: »

Really. So if I put in a grievance about you then you won't mind if I tell other people what I have said you have done, and mention you by name? Of course greivances and disciplinaries are confidential matters - whoever is in the right. Otherwise we could come to a decision by the consensus of gossip.

so and so did such and such to me - normal narrative of events

I raised a grievance on so and so - normal narrative

My grievance against so and so was ignored - again a normal narrative of events

If there is a duty of confidentiality, it is on the part of the employer for the sake of the complained about so and so. In the absence of any contract requirement to the contrary, I don't see that this duty extends to the aggrieved person not narrating these events in their life.

In the P's case, the matter was riase with a person who was issuing a very pertinent policy. I cannot see how a person could be deemed competent to issue such a policy and not be deemed as an appropriate person in management to hear about a relevant matter not being handled properly. OP is not denied to right to speak to management about this - so to me it is totally reasonable that they are communicating this to a person issuing the relevant policy document. And as the person issuing the document is a competent person to deal wit these issues, it is stretching credulity to characterise this as gossip.

If this were a comparable complaint originally made to police about something outside the workplace, OP would not be in the wrong - and by talking about it if the police did not address the matter, you would not be arguing that "complaints to police and convictions are confidential matters - whoever is in the right. Otherwise we could come to a decision by the consensus of gossip." because plainly the world outside work does come to a consensus by gossip but the system at least manages a pretence of being above gossip.

barspeed

Latest Info!

Okay, I am still suspended, last wednesday I got sent the report carried out by the investigating officer in advance of my disciplinary hearing yesterday, which I managed to get postponed due to lack of time to prepare a defence case. Policy states 5 days, I was afforded 3.

The report says that one allegation has been dropped due to lack of evidence.

It also says that there is evidence to support what I allege did not happen (cctv, although not conclusive) but it doesnt go as far as saying I lied or made a false allegation, just malicious.

Also, during the investigation an instance was discovered when I was challenged regarding the same matter and would not give an explaination as under the DDA I am entitled to confidentiality. In this instance a statement was given to suggest I was rude and aggressive to a member of staff, which is not backed up by a formal complaint, witness but is being used against me as a breach of conduct. Two versions of events were given at differant times, by the same person.

I am still reeling that I wasnt given the right to notice of the meeting or to choose representation, but instead my own manager was imposed upon me by the director to offer support. (not my own choice).

In the report there are instances that say I was not given permission to enter the premises with reasonable adjustments under the DDA/ EA. Whilst since August the time limit has expired, the report was only finished last week and statements in it were recorded within the last 3 month period. So I am thinking if I am sacked I will not only consider an ET but also a complaint over the DDA/ EA for discrimination?

SarEl

This may be the laetst information - it still doesn't tell us anything about what is going on. There is no useful advice that can be given in the absnece of facts.

Googlewhacker

SarEl wrote: »

This may be the laetst information - it still doesn't tell us anything about what is going on. There is no useful advice that can be given in the absnece of facts.

Absence of even half balanced facts.....

maninthestreet

Two months to investigate this complaint? An arthritic ant with two bags of heavy shopping could have made more progress in that time.
OP - you haven't been sacked or even disciplined yet, so the clock hasn't even started ticking...