Verbal warning advice

hellokittygal

I have today revived a verbal warning due to absence. I'm not disputing the warning, however I am thinking that the correct procedure wasn't followed.
I have been back in work for 3 days since my last absence, nothing was mentioned at all in that time period.
This morning, I got told by my manager, in a rather nasty tone, 'I need to speak with you now.' I followed her to the office and I was told I was receiving a verbal warning.

I have read up on a few websites, and most seem to say that prior warning should be given before a meeting to allow me to know what the meeting is about and to gather any information and a witness to attend also if I wish.
Is this correct?
If it is correct and as I wasn't given any prior warning about the meeting, can I appeal against the warning?
I was told it would go on my file, but not told how long for either.

I have tried to contact my local Unison advisor but they are currently not answering and by the time I got home Acas were closed, so I will try to contact them tomorrow.

Thank you in advance for any advice.

Takeaway_Addict

how long have you worked there?

hellokittygal

Almost 6 years

Southend1

It was probably what would normally be called "counselling" or "words of advice" or "informal discussion" rather than a disciplinary hearing. Less than competent managers sometimes don't fully understand the procedures or deliberately apply them incorrectly and this could be what has happened to you. You've done the right thing contacting your union rep, who will be able to help you to straighten this out. Try not to worry about it but do follow it up to ensure it's recorded correctly.

hellokittygal

How should it be recorded? Should I get a written letter to say I have had a verbal warning and the length of time it will be on my record?

elsien

In my company informal verbal warnings don't count as part of the "proper" disciplinary procedure as such and so you don't get the formal meetings, witnesses, right of accompaniment etc. It's more a shot across the bows than anything else and a warning that if things don't improve then further formal action disciplinary action may follow. Informal verbal warnings have no right of appeal.
You should still get notes of the meeting and an explanation as to how long it stays on your record for - you'll need to check your companies disciplinary procedure but in my organisation it stays on file for 6 months then it's gone and can't be dragged up again. You do need to check whether this is meant to be an informal or formal warning in your particular situation though to know whether procedures have been followed or not.

Southend1

hellokittygal wrote: »

How should it be recorded? Should I get a written letter to say I have had a verbal warning and the length of time it will be on my record?

Not if it was just an "informal discussion" about your attendance, no. It could be noted on your file as that but not as a formal warning. It's basically just your manager firing a warning shot across the bows and/or checking whether there's anything the company can/should do to help e.g. Referral to occupational health. Your union rep should be able to help you to ensure the "warning" is either not recorded or just noted as what it was, I.e. Words of advice.

hellokittygal

Thankyou you for your advice, I will ask my manager for a written record of the warning stating the length of time it will be on my record.

Southend1

hellokittygal wrote: »

Thankyou you for your advice, I will ask my manager for a written record of the warning stating the length of time it will be on my record.

Be careful about that, you may end up with a formal warning where one wasn't intended! Wait for your union rep to advise further before acting.

hellokittygal

The manager did say it was an official verbal warning as they say they spoke to me last year about attendance and that it would be on my work record and the next step would be a written warning.

hellokittygal

Southend1 wrote: »

Be careful about that, you may end up with a formal warning where one wasn't intended! Wait for your union rep to advise further before acting.

I'll wait then until my union rep advises me further then.