Internal Investigation (retail)

theblackrussian

I work in a supermarket.

I received a letter for an investigation (soon) regarding "alleged conduct namely, failure to deliver the correct level of customer service whilst on a checkout"

I don't usually do checkouts (I work fruit and veg). Had a customer at my till and the checkout "captain" personally got involved, helping the customer unload and pack their bags. Had another customer afterwards and all went well too (with no unwanted help).

Then I get the letter for my "alleged conduct". My dept manager gives me the letter and tells me not to worry about it as she is taking the investigation. I felt a bit down over it then she asked if she "had ever been unfair to me" to which I replied "no". I am aware her first loyalty is to the company; not to me.

As it's me under investigation, doesn't the manager need a case to present???? I don't see a case. There is no record of anything, no witnesses and no official customer complaint so the checkout captain must have reported it and followed through so my her word against mine?

At the start I feel like asking them to present their case......but what action do you suggest I take?

Thanks
.

CFC

So....HAS she ever been unfair to you?

All you can do is wait for the investigation and hear what is said.

theblackrussian

CFC wrote: »

So....HAS she ever been unfair to you?

All you can do is wait for the investigation and hear what is said.

Ha, well yes and no! I've been there long enough and know what to expect. The word "alleged" means either something happened or didn't. They want answers but they won't get the answers they want if they have no case, right? I don't see how they can get around that.

scheming_gypsy

theblackrussian wrote: »

Then I get the letter for my "alleged conduct". My dept manager gives me the letter and tells me not to worry about it as she is taking the investigation.
.

If the person telling you not to worry about it, is the one doing the investigation.. there's a good chance they're not planning on taking any action but have to do the investigation to follow procedure.

theblackrussian

scheming_gypsy wrote: »

If the person telling you not to worry about it, is the one doing the investigation.. there's a good chance they're not planning on taking any action but have to do the investigation to follow procedure.

You're probably right but, in our place, the knives can come out very quickly.

I shouldn't have to apologize for anything. It's one person's word against me and I just have to say they have no proof, no evidence, no facts, no case.

Galaxy1987

[/B]

theblackrussian wrote: »

You're probably right but, in our place, the knives can come out very quickly.

I shouldn't have to apologize for anything. It's one person's word against me and I just have to say they have no proof, no evidence, no facts, no case.

An employer does not have to have solid evidence. Employment law is not like criminal law where their must irrefutable proof you done what they have alleged they jusy have to show they have the belief you done what they have accused.

theblackrussian

Jayt1987 wrote: »

[/B]

An employer does not have to have sold evidence. Emlloyment law is not like criminal law where their must irrefutable proof you done what they have alleged they jusy have to show they have the belief you done what they have accused.

LOL I'm very conflicted now on which approach to take.

Galaxy1987

theblackrussian wrote: »

LOL I'm very conflicted now on which approach to take.

No need to be confused. I was just saying due to the last sentence of your post. Just don't go in saying you have no proof so cant do anything etc. Just let the investigation happen. Go along with them in the process, of course do not admit unless you did it. Just follow their process and hope for the best or that they fail to follow the correct proceas. Being heavy handed at this point will get you no where except more problems.

Use the facts and do so in a calm way.

theblackrussian

Jayt1987 wrote: »

No need to be confused. I was just saying due to the last sentence of your post. Just don't go in saying you have no proof so cant do anything etc. Just let the investigation happen. Go along with them in the process, of course do not admit unless you did it. Just follow their process and hope for the best or that they fail to follow the correct proceas. Being heavy handed at this point will get you no where except more problems.

Use the facts and do so in a calm way.

Ok more restrained then. Really it's not, or shouldn't be, that big of an issue but with this company being the company that it is and some of the people in it, you have to be prepared for the unexpected.

getmore4less

Until you know what specific aspect of failing to deliver they are saying there is nothing you can do but wait or ask what the specifics are before the meeting.

If it is the Checkout captain needed to help, then is that normal procedure, why did they think they needed to help was there a big shop or some other reason.

if you think you did not need the help then maybe a near neutral response along the lines I thought I was managing fine but it was good of the checkout captain to help speeds thing up.

If the knives are know to come out often it is good to know who the trouble makers are and how they operate.

If this is a vexatious allegation you might want to consider pointing that out(quietly) especially if the person has a reputation.

jobbingmusician

Might it be a complaint from a customer, even an unfounded one? It may well be that your employer has a policy which demands an investigation if a complaint is made, and that the complaint may subsequently be deemed completely unfounded......