Suspension

wheezy57

I have been suspended from work for the last five weeks. I have today received a letter requiring me to go in for a formal interview on Monday 18th Feb.

In my written statement I answered all allegations clearly and concisely. Which pretty much reiterated everything I had said in the original interview. I also raised some pertinent facts concerning another member of staff who, as my line manager, was doing exactly the same alleged crimes as I have been charged with. I raised very serious issues of bullying and overt use of power. I have reported this member of staff twice to HR and on another occasion with her line manager. I was promised a meeting to discuss her bullying but nothing ever materialized to date.

My line manager has not been suspended and although I have names of at least 30 other employees doing the same things, I seem to copping it for everyone else. I am more than willing now to let the investigator all names and it starts right at the top of the organization including the investigator himself!!

My worry is that I am going to be the fall guy in this. I am not a shrinking violet by any means, but this bullying colleague has me floored. She would follow me about, make criticisms about my work, rebuke me in front of senior members of staff, she would also try to dump her work onto me - on my refusal (for lack of time and also I am on a much lower grade than her) she was livid. I have been excluded in conversations, I have had a door slammed in my face. I would go on but it gets boring after a while.

I have asked this member of staff to stop doing these things to me and she turned the meeting around for the next 40 minutes to say how well she was doing her job and 'how do you think I felt coming off my lovely holiday to find that you have reported me for bullying you'. I at this point hadnt used the word bulling - HR had.

The investigator is a slippery character and is on very close terms with my line manager. I also have been told that the place where I work is abuzz with the fact that I have been sacked - not suspended. I was told in no uncertain terms not to discuss it with anyone. The person who came with me for the suspension didnt even discuss it with he/shes family. I did of course. I have also heard that a top manager of another department's husband is going round telling people that I have been sacked and he has stated that he knows it for a fact!!

My question is this - how can I have a fair and confidential investigation about me when everyone thinks that I have had the sack anyway. How can my employers justify this devastating breach of confidentiality and still bring a judgement to bear on me.

How on earth can I survive this most dreadful and personal attack?
It is pretty obvious that I cant go back - even if they dropped the charges (after I have divulged 30 odd names into the mix) - because human nature being what it is I am guilty before the trial.

I am too emotionally involved to think straight but I am crippled with utter humiliation and the person who is dishonest and spiteful is going to get away with things (as thats the culture of the organisation I work for) and I will suffer the 'courts' decision. She has a history of treating certain staff members badly especially people who dont stand up to her but I am the only one who has brought these issues to the attention of her peers. She has been doing this for a few years and her behaviour has gone unchecked. I suspect it will carry on this way but I will lose my job as a direct result of a witch-hunt and set-up instigated by her and members of staff in her favour - of which I cannot see a way out.

I apologise for the length of this post.

Muscle750

Are you in any union if not join up ASAP and get them to represent you I did some years ago and it's the best thing I ever did the company I work for treat their staff appallingly and one on occasion I was accused of doing something and in the resulting meeting where I was threatened with unemployment the union man tore them to pieces and reduced the GM to near tears

Torry_Quine

Muscle750 wrote: »

Are you in any union if not join up ASAP and get them to represent you I did some years ago and it's the best thing I ever did the company I work for treat their staff appallingly and one on occasion I was accused of doing something and in the resulting meeting where I was threatened with unemployment the union man tore them to pieces and reduced the GM to near tears

If not already in a union then this won't work as they will only represent you on issues from after you joined not before.

Sommer43

A formal interview you say?

Thing is. For anyone to give you any correct advice you may need to give some further information. Are you guilty of the allegations? (Rhetorical) If you are, then say so. Don't counteract your allegations with further allegations about your line manager. If you want to whistle-blow then after is the time to do it.

You need to prepare for your interview and answer the allegations presented to you. If you're innocent of the alleged allegations then defend your corner. Tackle the allegations and defend or concede. Whatever the rest of them are doing is not the issue. You're at the centre of the storm right now and you need to find your way out.

wheezy57

Thank you all so much for replying. It was such a long post I know but thank you all the same. The union - Unison couldnt help. They need a four week lead and I needed help in four minutes! They didnt advise me to join either. Just a flat no we cant help. Where I live there isnt a solicitor who specialises in employment law and although it would appear I could apply for legal aid, I shall go down whichever route after this formal meeting.

The charges against me are very very petty and I have admitted to them in the written statement and in the initial interview. The reason why I have struck out against my line manager is that she is doing exactly the same thing!! But, she is being protected (another vein on the culture of the organisation where I work) and I will have to take the bat. I have been open, honest (!) and totally transparent. It has counted for nothing. So although I have appeared to whistleblow I have merely indicated that this line manager is as guilty as myself in all but one charge.

So I am ON a rock in a hard place. I am going to the doctor to get signed off for work related stress as I am making myself ill over the whole sorry saga. My kids have been fantastic with their never ending support and love. But it is me at the end of the say who has to face the consequences. And me alone.

pinkshoes

Don't get stressed about it! Life is way too short.

You work for some horrible people, so why do you even want to work there??

Just defend yourself, stick to the facts, state you were doing exactly what your line manager does, and state that if they feel it is necessary to dismiss you, then unless the manager is also dismissed, you will take them to court for unfair dismissal.

(You don't have to take them to court, but the threat might work).

Don't bother getting signed off, and stop stressing about it. There are surely better jobs out there. Spend your time job hunting rather than stressing.

sandrahr

If you are not happy with how things are proceeding you must lodge a grievance. The organisation must undertake the grievance process before the disciplinary is concluded. If the union will not support you during the meetings then take in a work colleague. If you are dismissed and you think it unfair then complain to an employment tribunal.

wheezy57

Yes, I am going to go down that route of grievance of this line manager. I have heard that the people who I work with have been threatened with the sack if they are heard to be discussing me and my absence. The rest of the place is talking about me but all with the wrong and hurtful conclusions.

Also I turn 60 in a few weeks time and I fear that this may herald the end of my working life. If dismissed I shall get no reference. Although I am fit and able and more than willing to work these spiteful and damaging people have prevented me from just working so that I can earn a small living and be in the real world as it where. All over the pettiest of allegations. And I mean petty. It beggars belief that the cruelty of some people ruins peoples lives - and I for one dont deserve any of the loathsome vindictiveness that has been placed on me and my family.

Thank you for your kind replies though. Any more advice would be most welcome...

wheezy57

Oh, Ive just thought - when do I actually inform the investigator that I shall be going down the formal grievance road? Before, during or after this formal meeting on Monday?? I want him to know in no uncertain terms that I mean business and this line manager has just got to stop her bullying regime.

Unfortunately, he has no balls or a spine so it will all be covered up and over.

Takeaway_Addict

wheezy57 wrote: »

Yes, I am going to go down that route of grievance of this line manager. I have heard that the people who I work with have been threatened with the sack if they are heard to be discussing me and my absence. The rest of the place is talking about me but all with the wrong and hurtful conclusions.

Also I turn 60 in a few weeks time and I fear that this may herald the end of my working life. If dismissed I shall get no reference. Although I am fit and able and more than willing to work these spiteful and damaging people have prevented me from just working so that I can earn a small living and be in the real world as it where. All over the pettiest of allegations. And I mean petty. It beggars belief that the cruelty of some people ruins peoples lives - and I for one dont deserve any of the loathsome vindictiveness that has been placed on me and my family.

Thank you for your kind replies though. Any more advice would be most welcome...

I would suggest then if you think they have the boot in for you that you look at compromise agreements and see if they are a possibility.

I would also look again for a solicitor who does specialise in employment...there has to be someone!

Pricivius

sandrahr wrote: »

The organisation must undertake the grievance process before the disciplinary is concluded.

Just to clarify this is not strictly correct. The ACAS code states


"Where the grievance and disciplinary cases are related it
may be appropriate to deal with both issues concurrently."


So they can run both at the same time and reach conclusions at the same meeting. So once a grievance decision has been made, they can go straight on to the disciplinary decision. They do not have to wait for grievance appeals, for example.