Investigation?

LittleVoice

zzzLazyDaisy wrote: »

Keep careful copies of all e-mails (print them off) .

OP has said they have saved the emails securely away from work.

Though even electronic copies can be forged, that's not as easy as printing off hard copies. So I hope the OP is keeping the soft copies as well as print-outs.

However keeping the electronic copies at work is also important, especially if there is a policy about what can be kept privately.

paulineb_2

They dont need to, youve invoked the grievance procedure and its up to them to arrange a grievance hearing. If I were you Id be advising HR you have nothing more to say on the matter until the grievance hearing is heard, the way a grievance hearing generally works is the person who is being accused is asked questions about how they treated you, but HR should be able to get that information from the statement you have already put in.

Id be letting them know you wont be meeting with them until you have a rep and you'd like a date for the grievance hearing as soon as possible.

Unless theres any extra info they need and you can also put that to them in writing.

Have you a copy of the company grievance policy, they surely should know what their own policy is?

starlight123456

LittleVoice wrote: »

OP has said they have saved the emails securely away from work.

Though even electronic copies can be forged, that's not as easy as printing off hard copies. So I hope the OP is keeping the soft copies as well as print-outs.

However keeping the electronic copies at work is also important, especially if there is a policy about what can be kept privately.

Thank you, these are very good points, will make sure I keep these in mind.

starlight123456

paulineb wrote: »

They dont need to, youve invoked the grievance procedure

They have given me copies of both policies as earlier in the thread and asked me to confirm which I want to follow. At the moment it is a formal complaint in writing, not necessarily a grievance.

The questions are to put together terms of reference for an investigation but that should be up to them surely?

jobdone1

i am lost, are you suspended ???? you state that no charges have been bought and that it is proved false allegations if i am correct in reading so why would you still be suspended ???? further to this you have been removed from your post permanent is also how i read it ????? they have to have valid reasons to do this. i might be reading wrong.

starlight123456

jobdone1 wrote: »

i am lost, are you suspended ???? you state that no charges have been bought and that it is proved false allegations if i am correct in reading so why would you still be suspended ???? further to this you have been removed from your post permanent is also how i read it ????? they have to have valid reasons to do this. i might be reading wrong.

You are not lost and have understood correctly.

Person who made false allegations refusing to meet or work with me and big boss is not allowing me back and moving me, no choice apparently.

No other job identified. Told mine is being advertised. No timescale given.

Sent me letters saying I have agreed to this, I have written back and said no I haven't so now being told they doing it anyway apparently. So I have now complained higher up and to hr.

Fire_Fox

starlight123456 wrote: »

You are not lost and have understood correctly.

Person who made false allegations refusing to meet or work with me and big boss is not allowing me back and moving me, no choice apparently.

No other job identified. Told mine is being advertised. No timescale given.

Sent me letters saying I have agreed to this, I have written back and said no I haven't so now being told they doing it anyway apparently. So I have now complained higher up and to hr.

If you have been formally cleared of all allegations on what grounds are you not being allowed back/ job readvertised/ you redeployed? For no other reason than the manager doesn't want to work with you? On what grounds don't they want to work with you, because they don't accept the results of the investigation into the allegations?

IMO you need to be far more proactive and pushy with your external union representative. You are being so vague here it's virtually impossible to follow the story, then you want help writing questions, we need concrete facts for that. You would obviously be able to discuss the full story confidentially with your union rep.

starlight123456

Fire_Fox wrote: »

If you have been formally cleared of all allegations on what grounds are you not being allowed back/ job readvertised/ you redeployed? For no other reason than the manager doesn't want to work with you? On what grounds don't they want to work with you, because they don't accept the results of the investigation into the allegations?

IMO you need to be far more proactive and pushy with your external union representative. You are being so vague here it's virtually impossible to follow the story, then you want help writing questions, we need concrete facts for that. You would obviously be able to discuss the full story confidentially with your union rep.

You are of course correct in what you say, unfortunately this is a public forum and I am reluctant to go into too much detail, however the moral support and views of others is helping me to get my own thoughts clearer in my head.

They will not state the grounds, they are refusing to meet to discuss and big boss is saying a decision needs to be made because I don't have a post.

I am challenging the whole saga as something doesn't sit right here as you say.

The questions thing I am suspicious about as surely it is for them to decide the terms of reference of an investigation?

Fire_Fox

starlight123456 wrote: »

The questions thing I am suspicious about as surely it is for them to decide the terms of reference of an investigation?

I honestly don't think anyone can answer that without risking a massive bum steer, the whole thing is too vague, we have no idea what has been said and why and where and how and by whom. That is my point: speak to your union representative, also read your staff handbook/ any other relevant policies and procedures. Given it's public sector everything related to investigations will be laid down somewhere.

sharpy2010

What doesn't sit right here is that fact that you want help but won't give us ANY details to go on.