Sacked and distraught - please help!!

paulineb_2

Hoopylass wrote: »

When I asked if I could take someone to the initial meeting on the Monday they said there would be no need as it wasn't that type of meeting but I could bring someone to the meeting on Wednesday. I had no idea it was a disciplinary meeting I was told it was a probation review meeting.

Thank you so much for all your replies so far.

I think thats something you need to take up with them, because it very much looks like they didnt want you to have a rep in with you at that meeting, its your statutory right to be accompanied at a disciplinary hearing.

Hoopylass

Yeah I guess they kinda slipped it in when I was upset that I wasn't really taking on board what they were saying.

Dogger69

Hoopylass wrote: »

When I asked if I could take someone to the initial meeting on the Monday they said there would be no need as it wasn't that type of meeting but I could bring someone to the meeting on Wednesday. I had no idea it was a disciplinary meeting I was told it was a probation review meeting.

Thank you so much for all your replies so far.

It sounds like Monday was an investigatory meeting as opposed to a disciplinary. There is no right of accompaniment to an investigatory meeting.

There is no harm in appealing, it allows you to put your point across in writing, but I wouldn't get my hopes up too much.

Not what you want to hear, but you have a professional duty to advise your other employer/ agency that you have been dismissed, and that a report has been made to the NMC.

polgara

Chances are that you will receive a 'non confirmation in post' letter rather than disciplinary dismissal. You should have the right of appeal - state your reasons clearly, specify any procedural faults - not informed of right to be accompanied etc. The NMC referral would be standard practice - I do them all the time. The NMC will want details of the investigation, hearing process etc and will do their own investigation. If they feel that there is a danger to the public/patients then they MAY suspend your registration but it all depends on the facts of the case. You have the right to attend any hearings at the NMC and the union may help you with this - otherwise do you have legal protection on your house insurance. The NMC govern your right to practice as a nurse therefore they should/may allow legal representation if there is any chance that they may withdraw your registration. Most importanly as pointed out - get in touch with the NMC as failure to inform them of any dismissals etc can be held against you. Just be clear with the NMC about what happened, that you believe that the organisation hasn't followed a full and fair investigation or followed their own policy etc and be clear about what you have learnt and how you can improve your own practice.

Check with the bank (is it NHS Professionals) whether you need to inform them - you don't want them to be contacted by the NMC in the first instance.

gwynlas

I know we do not know all the facts but I have recently attended NMC hearings for matters more serious than this appears to be and the action taken was a 12 month warning. So continue with your bank shifts and try not to worry.

Tenyearstogo

I don't actually see what your error was.

You were called to a patient by a non qualified member of staff as they thought the patient having a seizure, you didn't think they were. That isn't a disciplinary matter, it's a difference of opinion.

Provided you gave the patient the right care and documented it, why is there an issue?

coinxoperated

No advice to give, just to say I've been through something similar recently and there is light at the end of the tunnel and you just need to stay strong and focus on either clearing your name or moving forward from this.

I know it's all quite daunting to start with and it feels like 'its all over', but it's not. Life goes on and thing figure out in time! Just stay focused! X

polgara

Tenyearstogo wrote: »

I don't actually see what your error was.

You were called to a patient by a non qualified member of staff as they thought the patient having a seizure, you didn't think they were. That isn't a disciplinary matter, it's a difference of opinion.

Provided you gave the patient the right care and documented it, why is there an issue?

I'm assuming that either the patient's condition deterioated or that they believe that the OP failed in their duty of care to assess the situation properly? They are saying that the right care wasn't given and that it is reasonable to assume that any qualified member of staff would have reacted differently in those circumstance?

OP was the patient was ok afterwards?