Disciplinary process advancing without following PIP

Jarndyce

RandomCake wrote: »

Any mistake will cost some time, but the time it's cost is tiny (a few minutes), no actual money. No customers would have noticed, the person
Training issues? There is next to no formal training, it's all forwarded emails, standing over someone's shoulder.

I think that dickydonkin isn't far wrong, it is the issue is in the same area, and the PIP reviews may well have helped to avoid the second mistake being made.
http://www.direct.gov.uk/en/Employment/ResolvingWorkplaceDisputes/Disciplinaryprocedures/DG_10028111
Says:

"Your employer can also set out their own disciplinary procedures in your employment contract. If your employer has done this and did not follow it, you could sue them for breach of contract."

My main question really is, does following through on the plans they make as part of their process, which is part of their contract, by extension, make failure to follow through on the Improvement Plan constitute a breach of contract?

You are only hearing what you want to hear. The answer to your question is NO. The PIP is not contractual, and it is not part of the disciplinary procedure. At best it is part of a capability procedure but again that would not be contractual. Therefore, breach of the PIP procedure would not constitute breach of contract.

Acc72

RandomCake wrote: »

a few months ago I made a mistake that was considered serious enough to be given a formal warning for.

now a few months later I've slipped up again,

What is the nature of the mistakes ?

eg. is it becuase you are tired, overworked, under-trained, lack of concentration, genuine error (such as a typo ?).

If it was because you were talking to your mate and you made a mistake, then you can hardly put the blame on the employer.

If it is because of lack of training or support then you can raise this - although the employer may ask whether you asked for help/confirmation before carrying out the task.