questions about first written warning

Simon11

Hi

I've just been given my first written warning at work and looking for some advice.

Is it a legal requirement to inform an employee in advance of the untisfactory performance meeting? In my case, I was asked at my desk to have a chat with my manager ( previously had a few unformal meetings) and we went to a private room to discuss it. Does this make the first warning invalid?

One of the items surrounds daily reporting of sales and how the e-mail weren't up to standard. I accept this point, however when I'm on annual leave, colleagues cover me and make lots of mistakes yet there is not even a talk from the boss about the errors. Is this discrimination?

How does this first written warning stand on my record and getting references from this place. If you received a warning, is it a good hint to leave? How do you get rid of the warning on your file?

Thanks guys

Cutzee

Do you have any policies regarding formal meetings and written warnings? We did and I had to be given seven days written notice for a formal meeting and I was allowed to take in my own representative (union or trusted work colleague). I am not sure if it is a legal requirement but if your employer has a policy on this then they should be following it.

The warning will probably be placed on your file but I didn't think an employer could give a negative reference these days? They can give a basic reference confirming what your position was and your dates of employment.

Cutzee

You may find it helpful to read some ACAS guidelines around this matter if you have the time:

http://www.acas.org.uk/index.aspx?articleid=2177

Torry_Quine

Cutzee wrote: »

Do you have any policies regarding formal meetings and written warnings? We did and I had to be given seven days written notice for a formal meeting and I was allowed to take in my own representative (union or trusted work colleague). I am not sure if it is a legal requirement but if your employer has a policy on this then they should be following it.

The warning will probably be placed on your file but I didn't think an employer could give a negative reference these days? They can give a basic reference confirming what your position was and your dates of employment.

This is a myth. Employers can't give an inacurate reference. They can give a negative one if it is a true representation of the employee, this means that disciplinary proceedings can be included.

Cutzee

Torry_Quine wrote: »

This is a myth. Employers can't give an inacurate reference. They can give a negative one if it is a true representation of the employee, this means that disciplinary proceedings can be included.

I stand corrected - apologies

MrHR

You are entitled to the following which from reading your post it seems they have not done -

1. Written/Advance warning of hearing with details of the issue
2. Offer to have a Union Rep/Colleague with you in the meeting

Also if its a performance issue have they given you clear guidelines of standards expected in the future? Identified any training needs? etc,

Simon11

Cutzee wrote: »

Do you have any policies regarding formal meetings and written warnings? We did and I had to be given seven days written notice for a formal meeting and I was allowed to take in my own representative (union or trusted work colleague). I am not sure if it is a legal requirement but if your employer has a policy on this then they should be following it.

The warning will probably be placed on your file but I didn't think an employer could give a negative reference these days? They can give a basic reference confirming what your position was and your dates of employment.

I shall check what the formal documents says on giving advance notice.

If they are breaking their own policy, should I keep this a secret and use it as needed further down the line if things don't go my way?

Simon11

MrHR wrote: »

You are entitled to the following which from reading your post it seems they have not done -

1. Written/Advance warning of hearing with details of the issue
2. Offer to have a Union Rep/Colleague with you in the meeting

Also if its a performance issue have they given you clear guidelines of standards expected in the future? Identified any training needs? etc,

They have given me guidelines and I shall be meeting with my manager regularly, so I can see how I am performing.

At the first informal meeting, it rose that I should attend a course, however after delays due to other colleagues the date will only be a week or two before the end of stage one review. I have mentioned this to the boss, as there will be things I can learn from this to help, however I won't have enough time to demostrate these new skills.

MrHR

Please document things such as the above in terms of speaking to your Manager about the course etc, - Also if you don't mind me asking do you work for a big company? Most have separate procedures for capability these days (Although they don't have too but it's becoming more common as its seen as good practise)

Takeaway_Addict

How long have you actually worked for the company?

Simon11

When you talk about document, do you mean writing it down? And or passing to manager? Should i e-mail the boss with my corncerns about the course so that it is documented?

I work for a large company.