Disciplinary Advice

lordy_lordy

Hi

I wonder if any of you good people could give me some advice?

I was in work on Wednesday and my manager called me into a meeting adhoc and made accusations against me which ultimately could lead to my dismissal if after investigation he is not satisfied.

Our company policy states I will be advised in writing detailing the accusations made against me and providing me with sufficient time to prepare my response. In addition i could be accompanied by a union representative or a work colleague - none of this was undertaken by the organisation.

I have since received a letter with details of the meeting (some pertinent points were omitted) and advised that further action is being taken which could result in dismissal.

What i want to know is do i advise him that he has not followed organisational procedures?

Thanks

cockaleekee

It sounds like the meeting you had on Wednesday was an investigatory meeting as opposed to a disciplinary meeting. In the latter case you have the right to accompaniment in law, in the former you do not. Does your company policy state that you have the right to accompaniment in investigatory meetings? If so, you could tell him, but all it will mean is going through the meeting again - will it change things, or will it simply get his back up?

Have you been given a date for the next meeting, and does the letter state you may be accompanied to this meeting?

ohreally

lordy_lordy wrote: »

What i want to know is do i advise him that he has not followed organisational procedures?

I'd sit on that one for the time being . Its notable that they have already failed to comply with their procedure, this failure may extend to more, which you may wish to form part of a future appeal.

You do have access to representation, don't you?

lordy_lordy

Thanks so far.

It wasn't an investigatory meeting I was left in no doubt of that.

On entering the meeting i was advised there were issues around my performance and I was being placed on performance improvement and if at the end of the period, in their opinion they were not satisfied then I would be dismissed.

He then went through the issues surrounding my performance and I had to respond. I have to meet with my line manager on a weekly basis for him to decide if i have sufficiently improved but ultimately it could lead to dismissal.

The organisation is going through reorganisation and has accepted additional contracts. I am not a manager or supervisor, but it appears I should have used my initiative to know what the managers expected of me without being told - these jobs are outwith my normal remit.

Thanks again

lordy_lordy

Sorry I could have accessed representation but I was not afforded the opportunity.

Takeaway_Addict

when did you start working for them?

lordy_lordy

I have worked there about 19 months.

I just find it all a tad unfair sorry.

Takeaway_Addict

lordy_lordy wrote: »

I have worked there about 19 months.

I just find it all a tad unfair sorry.

The good news is they cannot dismiss you then for no reason without the fear of a tribunal being brought.

The bad news is from what you have said this was not a disciplinary from what I can see.

I would still be talking to your union though

lordy_lordy

Having read our disciplinary procedure this is contained within the content, it actually states:

The employer must set out in writing the allegations made against the employee regarding their conduct / performance and they must be given to the employee in writing.

Performance is mentioned throughout the procedure - sorry if I am misunderstanding the content.

Funky_Bold_Ribena

lordy_lordy wrote: »

Hi

I wonder if any of you good people could give me some advice?

I was in work on Wednesday and my manager called me into a meeting adhoc and made accusations against me which ultimately could lead to my dismissal if after investigation he is not satisfied.

Our company policy states I will be advised in writing detailing the accusations made against me and providing me with sufficient time to prepare my response. In addition i could be accompanied by a union representative or a work colleague - none of this was undertaken by the organisation.

I have since received a letter with details of the meeting (some pertinent points were omitted) and advised that further action is being taken which could result in dismissal.

What i want to know is do i advise him that he has not followed organisational procedures?

Thanks

Could you clarify what actually happened and when

eg thursday xth of y this happened
friday xth of y this happened.
It might help people work out where you stand in all this...include the letters and when they were written.

lordy_lordy

Wednesday 13th February

Called into an adhoc meeting with manager.

At start of meeting advised i was underperforming and as a result i was being placed on a performance improvement programme where my manager would meet with me on a weekly basis for x number of weeks to review my performance and if they are not satisfied I will be dismissed.

Thursday 14 February

E-mailed note of meeting in the form of a letter detailing issues with my work performance and my responses (not totally factual)and a schedule of dates to meet with my manager. In addition detailing the outcome could lead to dismissal.

Thats it!