Final Written Warnings...

J_i_m

She should indeed learn from it.

However, to simply go straight to "Final Written Warning" is a bit heavy handed. Especially for something so relatively minor.

Wouldn't it be more appropriate for the manager to quietly invite them into their office, to explain why they didn't think the social networking behaviour was appropriate and ask them to abstain from that in the future?

Takeaway_Addict

ohreally wrote: »

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.

Doesn't read like that, the OP states at most, this means it could be a lesser result so the outcome isn't predetermined. All it says is that they are not looking at dismissal.

person30

J_i_m wrote: »

She should indeed learn from it.

However, to simply go straight to "Final Written Warning" is a bit heavy handed. Especially for something so relatively minor.

Wouldn't it be more appropriate for the manager to quietly invite them into their office, to explain why they didn't think the social networking behaviour was appropriate and ask them to abstain from that in the future?

This was my thoughts, as I have a few people from her work (mutual friends) who have always posted things about the work place, even going as far as naming other members of staff and what they had been doing (or not been doing) but yet all they got told was to take the posts down and no further action...
Would it be worth seeking further advice from a solicitor? She realises what she has done , is extremely worried aviytbut also thinks that she is being made an example of due to her being a senior. It is making her feel sick the fact that she nay have messed up so much and possibly have this hanging over her, she's such a hard worker and would give her work everything she has got.

ohreally

Takeaway_Addict wrote: »

Doesn't read like that, the OP states at most, this means it could be a lesser result so the outcome isn't predetermined. All it says is that they are not looking at dismissal.

From information provided, the employer has decided the outcome pre-hearing...

person30 wrote: »

her employer said that she has to attend a meeting next week to be handed the final written warning, and explained that if she stepped out of line in anyway after that she would be instantly dismissed

tomtontom

Rather than seeing a solicitor she should be asking her employer for training in safeguarding and respect and dignity. It worries me that a senior CA would not understand how wrong this is.

Takeaway_Addict

person30 wrote: »

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.

OhReally...see above quote OP wrote later.

person30

tomtontom wrote: »

Rather than seeing a solicitor she should be asking her employer for training in safeguarding and respect and dignity. It worries me that a senior CA would not understand how wrong this is.

I haven't said she doesn't understand how wrong it is, I'm not disputing that it is wrong, I was originally asking for advice on whether or not it constituted a FWW. Considering it wasn't the aim of her post to ridicule, degrade or abuse any of the people in her care, it was to say that no matter how hard the day had been she still loved her job, its just she didn't think of the way it came out.
Trust me, I've known her for a few years and I've never ever seen her so remorseful for anything.

DKLS

You would have thought by now with a number of high profile work/facebook incidents and numerous posts on here people would learn not to post anything relating to work on their Facebook accounts.

Never add colleagues to Facebook and never post anything work related or suffer the appropriate HR consequences.

tomtontom

person30 wrote: »

I haven't said she doesn't understand how wrong it is, I'm not disputing that it is wrong, I was originally asking for advice on whether or not it constituted a FWW. Considering it wasn't the aim of her post to ridicule, degrade or abuse any of the people in her care, it was to say that no matter how hard the day had been she still loved her job, its just she didn't think of the way it came out.
Trust me, I've known her for a few years and I've never ever seen her so remorseful for anything.

In which case, given that she understands how serious the matter is, she'll understand a FWW is warranted. As well as apologising and explaining there was no ill intent, she should volunteer for (re) training to back up the fact that she knows she messed up.

person30

Takeaway_Addict wrote: »

OhReally...see above quote OP wrote later.

Takeaway addict...

Manager got her in the office and gave her an envelope, told her to read it, on the letter it says she will be given a final written warning due to a post on a social media website and the disciplinary meeting is Fri 2nd may. The manager then sat and spoke to her for 45 mins to explain what had been found, what he'd done with the information, and that the most he would do would be a final written warning. He then went through everything else with her about the evidence and actually said he wished he didn't have to do the meeting next week as it drags everything out... But it was the least punitive measure he could do. He then said that if she stepped out of line in any other way while it was on her record she would be dismissed instantly, this was for example if she was late for work, had any form of complaint put in about her or if they found her doing anything incorrectly according to the home's procedures.

Hope this clears up what I've written before. Sorry for any confusion.