Dubious Disciplinary

Acc72

richardvc wrote: »

No verbal warning at all.


Hence no targets that had been previously outlined.


Only witnesses with regard to the harassment are another employee who is on thin ice himself or a relation of the perpetrator - this is such a sordid mess.

Sorry, but your posts don't make sense .....

So ..... it now appears that your wife has been "disciplined" for "harassing" a colleague ? - is this correct ?

PS - if you post on the forum I suggested, please include all facts.

gibby9

Acc72 wrote: »

Sorry, but your posts don't make sense .....

So ..... it now appears that your wife has been "disciplined" for "harassing" a colleague ? - is this correct ?

PS - if you post on the forum I suggested, please include all facts.

No, the Op is saying that it was his other half who was the subject of the harassment.

PHILANTHROPIST

Acc72 wrote: »

Sorry, but your posts don't make sense .....

So ..... it now appears that your wife has been "disciplined" for "harassing" a colleague ? - is this correct ?

PS - if you post on the forum I suggested, please include all facts.

To be fair to OP the specific query they asked (as re-stated below) appears to be simple to answer :

"I was really asking if the procedures had been followed correctly and if she has any right to reply and not so much if the issuing of a written warning was correct or not. "

At first sight the procedures were not followed correctly.

Yes, she has a right of reply. Two key options - appeal or raise a grievance.

Re referring a member to Sar El ... IMO you can find better and more amenable employment barristers than her, some of whom, within reason, are also pro bono.

Muscle750

Join the Gmb or relevant then put in a grievance against the manager if it was the man at the top or woman come to that a bit of free advertising enlightening others / customers we had one manager who made a racist comment ........ Cost the company £30k

ableandy

Just a few points:

There is no requirement to go through "punishment levels", the employer can jump straight to a written warning.

An employee is entitled to be accompanied at a disciplinary hearing by either a work colleague or union representative.

Written notice of the disciplinary outlining the offence and giving copies of all evidence tone used at the disciplinary.

The disciplinary hearing must be adjourned in order to make a decision on the award.

Their must be a right of appeal, this is normally within 5 working days of receiving written notification of the outcome of the hearing.

You do not have to appeal internally, you can go straight to a tribunal (but you will now have to pay).

For further advice please call ACAS on 0300 123 1150 or PM me.