recycled something at work now facing disciplinary for theft!

blossomhill_2

baldelectrician wrote: »

Don't give too much away to the employer- they have to provide him with details of all evidence against him (including copies of signed statements) 48 hours prior to any disciplinary meeting.
Wait and see what happens

I quite agree, don't give too much away, it's not a case of Miranda rights, not a case of "you do not have to say anything, but it may harm your defence if you do not mention, when questioned, something which you later rely on in court"

colino

Don't build your hopes up on the basis of the above advice, statutes and even ACAS are very vague on what is "appropriate" in discipline of employees. While companies with switched on HR departments will do all of the above as a matter of course, not providing copies of documents/statements in advance will not nullify the process and not engaging with the process "Don't give too much away"(!) is just bizarre.

Acc72

I may have missed it, but is the employee actually facing any investigation or disciplinary action or is it just hearsay ?

Before jumping the gun, the employee needs to see what happens this week.

fluffy*giraffe*

sorry for the lack of replies, back at work today.

Acc72

first it was a phone conversation with the contractor who told him his manager was taking disciplinary action against him.

then a chat with his manager in staff room about the situation who told him he might get sacked

and then an interview in managers office with HR representative who recorded the conversation ready for her boss to look at when she came back from annual leave.

no revelations as yet today!

he has a friend who used to be a union rep (for a previous company) that he works with who said he will go in with him if need be

as far as we can see all evidence has been laid out and he is able to give answers to these.

also the manager left a copy of the questions on their desk that were asked at the meeting in the office. a cleaner found these and asked OH what was going on. it was a formal question sheet outlining the accusations and what steps could be taken, with times dated and people present etc. needless to say he wasn't happy about this.

colino

Highest thing on management agenda for tomorrow then is to sack that cleaner.

DVardysShadow

colino wrote: »

Highest thing on management agenda for tomorrow then is to sack that cleaner.

Why? The cleaner was meant to find it and was only doing his/her job. The sacking should be for the person who left it out.

ohreally

fluffy*giraffe* wrote: »

he has a friend who used to be a union rep (for a previous company) that he works with who said he will go in with him if need be

Ensure the friend has valid credentials or he may be prevented from attending the meeting.

paddyrg

Defence sounds pretty easy - "My job is to clear rooms - I was told to clear that room, so I did it" - anyone HR-ish is going to see that as a pretty sound defence I would imagine, so would be cautious at least!

fluffy*giraffe*

found out he has a disciplinary hearing in the morning, thank you so much everyone for the advice. i will let you know how it goes.

jobbingmusician

Hmm, sounds rather short notice if you have only just had notification of a hearing tomorrow. Has he had time to arrange anyone to accompany him? Has he even been told of this right?