So...I've been suspended from work. PLEASE HELP!!

whitewing

I do think you need the opportunity to have a copy of the footage so you can seek advice.

I would still add the job to my draft CV (it is fairly common for graduates to have temporary jobs while jobhunting so it would probably come across as that).

If you do get let go, I'd get some some distance between this job and future graduate jobs by doing some temping jobs and volunteer work. Most, but not all, companies would only check 2 recent references, or maybe a tutor and a recent job, so you could potentially benefit from the experience without giving full facts unless asked.

Speak to ACAS, both about your defence and also about how to handle this situation in future job applications.

Don't let your disappointment over your degree grade and this incident define your future - you still have a lot of great experience behind you and your attitude going forward is what will determine your success and happiness in life.

collingbone614

I agree with the above poster.

The best way round this problem - at least in terms of how your career progresses next - is to get some quick volunteering experience in. With two different placements. This way, you can provide these two as your references. You will have overcome the problem and can move on with your life.

leanansidhe

Thanks for all your replies, given me a bit to think about. And to those who think I'm telling 'porkie pies', let me just say that although its a company and we have policies, at work we are usually relaxed with each other. We have had instances where customers came in and left something for the workers to eat, or someone shared an item they had with the others. The last memory I had of eating something at work was the moment a customer offered some fruits to myself and a colleague at a different store. I remember that because it was the first time I ever tasted that particular fruit. I do not have a long memory and I vaguely remember the tasks I did that day, I also know that I had very little sleep the night before. So, no, I'm not telling lies.
Thanks for the tips on volunteering by the way. I have considered resigning first, but like someone wrote earlier, that would imply an admission of guilt, and there is no way I'm pleading guilty to an incident that I can't recall. I suppose it would be a better idea to go to the investigation and disciplinary hearing first to see what the outcome is. Thanks everyone.

Ivrytwr3

You said you remembered 'someone' leaving a bag of food for 'some reason' next to you. You then say you can't remember whether you ate some of it or not. Again, why not? If i had been given permission to eat it, then i would have, if no-one had said a word to me about it, i certainly wouldn't have helped myself to it - not because i wasn't hungry, but beause it is someone elses proprty and i have no idea what's in it! (what if it was meant for the bin, found on the floor etc - your explanation doesn't hold water and your memory 'lapses' just exacerbate the situation).

Also you say you work on a till, but customers bring in food for you - i wouldn't eat food customers had brought in! Thanks but no thanks.

What about work policy? Accepting gifts from customers? Eating on the shopfloor? Can you really not wait until a break time to eat? (would have stopped your job being at risk if you could!!)

I think both yours and the companies relaxed attitude to work place rules has landed you in this mess, unfortunately for you they are now following disciplinary procedures.

Wyndham

You mentioned your poor grades, and that this was because of things that had happened. I assume you did tell the University they were happening? And that they made allowances for it in your final exams? All Universities do this, but can only know if you told them. There would have been options available.

I'm honestly not sure what to make of you. I just wouldn't ever eat on the shop floor....

unlikelyheroine

A bit of a strange story. I expect that if you were otherwise doing well and they wanted to keep you there, then they would not have made a big deal about you eating some snacks (whether yours or the shop's) but would simply have told you not to repeat this in the future. However, if they are looking for a reason to dismiss (because, for example, your absences have caused them concern) they would be more inclined to focus on this incident. As has been said, your lack of length of service makes life a lot easier for them anyway.

I would be surprised if they involved the police as the matter sounds as if it is not cut and dried (nowhere near as cut and dried as dismissing someone with less than a year's employment in the current climate, for example) so my own guess (for what it's worth) is that a dismissal would be the worst outcome here.

I hope the disciplinary goes OK and that you can move on from this either way.

schumie

I think the way the company have treated you is unfair and that you could have ac as. Do you don't say how big the company is (small shop with a Boss and a few employees or Tesco) but under employment law they can't just get you in and suspend you. They should write you and invite you into an investigation hearing, they should give you sufficient notice for this to happen, but it must be done in writing and the letter should state what you are being investigated over and your right to be accompanied by a trade union representative or another work colleague. It seemed they asked you this but they should've written to you outlining what they were investigating you for.

The investigation happens and they should then go away and look at the evidence. This would involve looking at the ctv, getting statements from other staff etc. They then write to you to invite you in (again they must offer you the right to be accompanied) and at this meeting they then discuss the evidence that they have against you which enables them to make the decision. Any evidence that they intent to show you at this meeting which helps them to form their decision has to be given to you in advance so you would get a copy of the CCTV. They then decide if they are going to suspend you, sack, written warning, verbal warning etc.

I would suggest at the very least that an industrial tribunal would be very pleased to hear your story because they haven't done it the right way. Another poster suggested that they might be using this as a way to get rid of you due to your sickness and absent ism which I agree with but employment law is employment law and they do not appear to have abided by it.

They have to write to you win sufficient notice regarding any meetings, as is say sufficient notice isn't specified but most employers seem to use 5 days which is accepted by the court. Call ACAS as soon as you can and get advice.

ohreally

schumie wrote: »

but under employment law they can't just get you in and suspend you

This is pretty much how it happens. Employee called to a short meeting, allegation outlined and escorted off the premises.

They should write you and invite you into an investigation hearing, they should give you sufficient notice for this to happen, but it must be done in writing and the letter should state what you are being investigated over and your right to be accompanied by a trade union representative or another work colleague

There is no right to be accompanied at this stage. Local agreements may provide for it however there is no statutory requirement.

schumie

Just because it happen so does not mean that it is right. And under employment law I do believe you've the right to be accompanied. I'm not going to argue as I am trying to help but I would suggest that legal advice is taken. Call ACAS, see what they say and come back and let me know. I think you have a very good case.

Pricivius

I'm with ohreally. The right to be accompanied does not kick in until the disciplinary hearing. This was a brief meeting pre-investigation so no need for notice, in-writing invite or accompaniment.

Check on the ACAS guide to disciplinaries which is on the ACAS website.