suspended

Emmzi

if it really, truly is just that one thing, then grovelling will probably get you a warning, and you'll need to give a formal apology . Least ways that's how I would settle it for a true one off.

VfM4meplse

Emmzi wrote: »

if it really, truly is just that one thing, then grovelling will probably get you a warning, and you'll need to give a formal apology . Least ways that's how I would settle it for a true one off.

I completely agree, grovelling is the way forward here as there is no way the OP can put a well-reasoned defence together unassisted.

4Chickens

leamingtonspaceman

Has it occurred to you that English may not be the native language of bltchef, or if it is, that he may be dyslexic and/or have Aspergers' Syndrome (my 19yo has and he has some 'boundary' issues sometimes)
Lets' not take the !!!! out of his English or grammar. The dude needs some advice and sounds pretty isolated right now.

If as he says, it's to do with the touching the face of the waitress then I would go with a grovelling apology as soon as possible, with reasurances that this has never happened before and will most certainly never happen again.

Good luch bltchef, I hope it turns out ok for you.

macman

Your manager is utterly incompetent-there is no reason why they could not have outlined the basis for your suspension at the time they did it; i.e. alleged unwanted touching.
Suspending someone without giving any reason whatsoever is quite absurd, regardlesss of the merits or demerits of the complaint.

JimmyTheWig

I'd agree with the appology approach.

Also, start making notes about how good a worker you've been. If you can think of concrete things (e.g. times when customers have complimented something you've done, or speed at which you do things compared to an average) that will all help.

I'd steer clear of talking about what you think of this colleague of yours. Certainly wouldn't go down the route of trying to "rubbish" her. You did something seen as inappropriate, and you must admit that that was your fault.

You need to consider what you will do if you are unfairly dismissed. From what you have said, I'm not sure that this company is going to be following the law particularly.
But also from what you've said, I'm not sure that you would be up to taking them to court for unfair dismissal. If that's the case then you almost need to forget about what right you have and concentrate on the benefits you bring to the company.

What is the management structure like there?
Do you get on well with management?
Does this other colleague?

vax2002

Torry_Quine wrote: »

That's not true. People are suspended in order for an investigation to be carried out. It may lead to dismissal but it may not!

OP - you must have been informed of the reason. Once they have the information they need they will either reinstate you or have a disciplinary meeting at which you will be able to put your side of the case. If you are a union member they will be able to help.

You should not contact work colleagues while suspended.

It is VERY TRUE, if you are a good employer who values the employee you would not "suspend" anyone, you would not take the chance of them taking offence and walking out to work for one of your competitors.

If you do suspend someone you are obviously not bothered if they walk or you would not take the chance, it is an absolute last resort and only one you should ever use on someone you need to dismiss and it then serves to cover your back legally.
Otherwise used, it will soon leave you with no staff as others will see the abuse of authority of a fellow worker and moral will drop very quickly through the workforce.
A very last resort and also a very clear message that it is time to move on to somewhere that values you.

WhiteHorse

If you are suspended, you are entitled to be told why. Time limits must be set too. Press them for this in writing.

vax2002

He has a lot of entitlements, unfortunately this is 2012
The MSE magic wand fairies will explain all about them.

However some more practice short term advice is get looking for another job ASAP or you will be out of work, they can not give a bad reference and it is obviously time to move on.

MrSnuggles

vax2002 wrote: »

He has a lot of entitlements, unfortunately this is 2012
The MSE magic wand fairies will explain all about them.

However some more practice short term advice is get looking for another job ASAP or you will be out of work, they can not give a bad reference and it is obviously time to move on.

Bad reference = "X had worked here from A to B and resigned on his own volition", implying they'd sack him anyway. They can also refuse to provide a reference due to 'personality conflicts'...

But yeah, he should start finding a job ASAP.

jobbingmusician

This is my view of the situation, as an employer, not legal advice!

OK, so the situation as you have explained it is that you touched a female member of staff on her face. Personally I find it difficult to see this as a sacking offence, especially in the context of 'look how cold my hands are'. However, we don't know what the female employee has alleged. If she has felt uncomfortable with your behaviour for a while and said so, it seems a reasonable response from the employer to suspend you (which would also protect other employees in the event that you WERE a sex pest) while they ask other people if there have been any similar events in the past.

I note that although they didn't tell you why they had suspended you, you immediately leapt to the conclusion it was something to do with this employee, which now seems to have been correct, so there was obviously something in this interaction you felt uncomfortable about. Was her reaction to your cold hand surprising to you? You have to think about this, whether your behaviour was actually acceptable, whether she misinterpreted or correctly interpreted your behaviour, and how to apologise if it was misinterpreted (or correctly interpreted!)

You can see I'm trying not to make any judgements, just to summarise what I think is going on.........