Incident at work

DollDaggaBuzzBuzz

UPDATE:
My husband received a letter today, inviting him for a disciplinary meeting.
He has been given a copy of witness statements, and they're all total bull. They're all basically the same scripted crap, and it looks like they've been handed a story to copy out. They all contain various assumptions that arent based on any form of fact, but amazingly, these irrelevant details appear in all 3 statements. They've also missed out rather important details. He said the CCTV will corroborate his story, but he's unsure how to go about getting a copy.
They also have not taken a statement from my husband.
The meeting he attended last week was apparently an investigatory meeting, but my husband was never made aware of this, as it was disguised as a return to work meeting.
My OH is also very unhappy that the manager has conducted an investigation into an incident that he was involved in so heavily. It will also be the manager who has the final say, and this seems extremely unfair.
Can anyone offer any advice on how my husband can get a fair investigation?

thegirlintheattic

I can't help you on the investigation but I can see the his employer's position. If he is so aggressive that he punched a wall then they will be worried about what happens if he hits a customer, and it gets out that they knew about his problems.

qetu1357

DollDaggaBuzzBuzz wrote: »

UPDATE:
My husband received a letter today, inviting him for a disciplinary meeting.
He has been given a copy of witness statements, and they're all total bull. They're all basically the same scripted crap, and it looks like they've been handed a story to copy out. They all contain various assumptions that arent based on any form of fact, but amazingly, these irrelevant details appear in all 3 statements. They've also missed out rather important details. He said the CCTV will corroborate his story, but he's unsure how to go about getting a copy.
They also have not taken a statement from my husband.
The meeting he attended last week was apparently an investigatory meeting, but my husband was never made aware of this, as it was disguised as a return to work meeting.
My OH is also very unhappy that the manager has conducted an investigation into an incident that he was involved in so heavily. It will also be the manager who has the final say, and this seems extremely unfair.
Can anyone offer any advice on how my husband can get a fair investigation?

It sounds to me, from what you have said, like the pub has not followed the correct procedure. To a certain degree it is irrelevant whether your OH is at fault, the employer has to follow procedure.

They can suspend verbally but they then need to write to your OH explainling what happens next.

They cannot turn a "back to work" interview into an investigatory meeting.

I also don't get how he can get sent other witness statements.

You need to get copies from all the employer of all the relevant policies and producures. These included any policies pertaining to suspension, investigation and dismisal.

If you OH is sacked after the investigation he can appeal to his employer.

CFC

No matter what the employer does within this process, regardless of any appeal if the process is flawed in any way, in this case I cannot believe they will keep him on. He is clearly unsuitable, to my mind at least, on the grounds of capability of being in a place of interaction with customers. Only last week I had to release someone who was making an entire team of people uncomfortable with his inappropriate behaviour - grounded in MH issues, I felt very sorry for the guy, but he was clearly unable to work with other people.

As for the manager 'cornering him' - I tire of aggressive people saying 'It's so and so's fault'......no, it's not the other person's fault.