Suspended from work

izoomzoom

I am a manager and have been on both sides of a disciplinary action.

Usually investigation meetings do not require a witness of the part of the employee, but it is essential that the OP has a witness at the disciplinary hearing if it gets that far.

I am also surprised that you have been suspended, as suspension is usually when the staff member has done something so bad, they cannot possibly allow you to continue working until the whole thing is investigated (termed as gross or serious misconduct). Do you have a staff handbook that states (although it will never be an exhaustive list) of what they consider gross / serious misconduct (ie you swore at a customer / failed to follow instructions etc etc).

Nothwithstanding make sure you get a copy of the disciplinary policy, and even if they do not allow you to have copies of any investigation reports (ie that printout) before any subsequent investigation meetings, they absolutely have to allow you to have them before any disciplinary hearing so that you yourself can investigate them.

Keep your chin up, and keep us informed - you'll receive some excellent advise from peeps on here.

Mandles

Arn't calls recorded? Can you say ok i want to hear proof of this please?

indeeptrouble

Didn't have a good night. I have suffered from stress/depression before and this has brought it flooding back. My nerves are shot. I really don't think I'll be any use at an investigation. I can't think straight at all at the moment. Thing is if I go to the doctors and get signed off - it will look as though I'm hiding something - which I'm not. I'm thinking of just leaving it for a few days. Not answering the phone in case it is them. If they write I don't suppose I need to call them immediately do I?

indeeptrouble

Mandles wrote: »

Arn't calls recorded? Can you say ok i want to hear proof of this please?

A handful are recorded.

poe.tuesday

I know that it's tough and the not knowing is probably driving you mad

you really have two options - fight them all the way - and if you do this you need to think about what it's going to be like going back there to work

or

resign and get another job - you won't get a reference but you won't have to say that you were sacked as you were not, you just resigned

I am a fighter and would take the first option but sometimes it's just not worth it - you need to weigh the pros and cons of each option and make your decission from there

good luck and just keep on being positive and stating that it's not the end of the world - maybe this is the opportunity for you to do the things you have always wanted, start a new life - turn this negative into a positive - it's the only way IMO

Glad

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indeeptrouble

Hi Poe,

Thanks for your posts. I have been in touch with the union this morning. Although the company do not recognise them in an official capacity I do need some representation.

I haven't had my letter yet saying officially what I have been suspended for - but they did tell me verbally (I mentioned that before).

I am going to fight this. Even if it is only to clear my name. Then I'll start looking for another job - in my own good time - not theirs!!!

Thanks for your support.

Regards

Indeeptrouble

dianadors

If you havnt done it, then they cannot prove that you have. I was a TL in a call centre, and we had lots of people who used to terminate calls, particularly on the late shifts that I worked. To "prove" that they had done it, we had to monitor them over a longish period of time. We used statistics to help (these people often showed to have taken a substancial number of calls compared to others who worked the same hours at the same time of day or night. Often the calls were short calls.), however the statistics were not proof enough and we always had to have recordings of them doing this. Even if it wasnt their turn to be recorded, we had to get them recorded actually comitting the offence. If someone is doing this prolifically, this is easy to do. The statisctics alone are not proof enough. I would get a solicitor involved if I were you.

Emmzi

I agree with most of what dianadors says above, about evidence, but not the solicitor as
1)when you involve an external party (other than union) you then cannot resolve under internal procedures. There is still a good chance they are wrong and the case will be not proven -so you get to stay
2) It'll cost a lot at a time when you can't afford it (? unless you have it on home insurance?)
3) You bring your solicitor, they bring theirs, it all gets ugly with no way back.

The time for solicitors is when all the internal procedures have been exhausted, IMHO. Or if they suggest a 'compromise agreement' (ie you get a payment to go.)

LittleVoice

Emmzi wrote: »

The time for solicitors is when all the internal procedures have been exhausted, IMHO. Or if they suggest a 'compromise agreement' (ie you get a payment to go.)

And, of course, payment for the advice to you from a solicitor on a compromise agreement would be borne by the employer.

Let's hope it doesn't get that far and indeeptrouble is reinstated and can leave on her own terms.