Final Written Warnings...

lakes17

It is also acceptable to issue a FWW or even dismissal for a minor offence if the OP's friend already has a "live" warning on her record. However, they still need to follow the correct procedures - investigatory hearing to gather all the facts and where OP can put their side of the story = disciplinary hearing - and if necessary appeal against the outcome.

Torry_Quine

fruitedeli wrote: »

So you think talking about elderly and vulnerable people per se is gross misconduct. No one's been identified and no confidential information had been disclosed. You're just overreacting on something that's really nothing.

I think that nothing about the people she works with should be put on Facebook whether names are used or not.

PlymouthMaid

I think it was daft but the reaction is way over the top. No names etc were used and it was just a post about her day. My father is in a care home and if his carer posted (to their friends) 'oh I got punched today, covered in gravy and had a plant pot thrown at me but still love my job', firstly I would not know and secondly no harm is done. It would be true as well and maybe venting to her friends helps after a hard day.

Bogof_Babe

redpete wrote: »

I wouldn't advise the defence that she "didn't identify who she works for". I'm sure many of her friends know where she works.

No different from her telling her friends face to face then.

ohreally

person30 wrote: »

her employer said that she has to attend a meeting next week to be handed the final written warning

From the information provided its not clear whats happening.

Has she already attended a disciplinary hearing or has it been convened next week?

person30

ohreally wrote: »

From the information provided its not clear whats happening.

Has she already attended a disciplinary hearing or has it been convened next week?

The meeting is Fri next week, her manager has said that the most she will be given is a FWW... He had her in the office explaining everything last week.

poorlittlefish

It's easy to say after the event, but this is a prime example of why it's a bad idea to be "Facebook friends" with anyone you work with. Someone at my place is going through a disciplinary for a similar sort of "offence".

Someone else I know posted a comment about their day at work, again, not naming the company, the customer or anything specific that could lead to any identification. Despite this, he was sacked for breaking the company's social media policy. Fast-forward a while and a tribunal has found that he was unfairly dismissed.

I'd go in there grovelling with apologies if I wanted to keep my job. Does the final written warning mean she's done similar things previously?

ohreally

So, hearing has not taken place but the employer has pretty much decided what the outcome of a disciplinary hearing will be...

Her manager has been discussing with her - s/he needs to remain detached from this if they form part of the process otherwise there is great danger of the process becoming contaminated, if not already.

If I was your friend, I'd be keeping quiet and let events unfold then go to appeal and pick apart managements case and handling of events.

person30

poorlittlefish wrote: »

I'd go in there grovelling with apologies if I wanted to keep my job. Does the final written warning mean she's done similar things previously?

No, she's got no warnings on her record.

Morglin

Our local council insist that nothing, whatsoever, is posted by their employees, about their job, if they work with anyone vulnerable (adult or kids).

Other organisations, that deal with the public, often state the same.

She should accept the warning and learn from it.

Lin