upcoming employing disciplinary hearing/gross misconduct

ady19792

Hi. Looking for advice. My employer has taken a statement from me over an incident. I have just recieved a letter about a gross misdonduct meeting i have to attend.
I am the type of person who would hold their hands up if i was in the wrong but calling this gross misconduct is ridiculous.
Its a long story hence why i havent posted all the details, i have an unblemished work record previously for 4 years and if they gave me a slap on the wrist even though i wouldnt agree with it i probably just would of excepted it to end the matter.
What i want to know is will this be a meeting about their decision or will it be for me to explain it again to this senior manager who is carrying it out.(My original statement was taken by a manager) and sent to hr for a decision to be made of what happens next.
Also can i ask them if they plan to dismiss me or give me a written warning before the meeting takes place.

elsien

A disciplinary meeting is about looking at all the facts and evidence, then making a decision. The person chairing it should not prejudge, so if they're doing it by the book they won't know yet what the plan is.
You have the right of accompaniment by a colleague or trade union reps. You have the right to see any evidence against you before the meeting. You have the right of appeal.
All this should have been explained to you. If not you need to get a copy of the disciplinary procedure straight away.
The meeting is your chance to set out your side of the story, and any other relevant factors Eg, no I didn't know I should do x y z because you haven't given me the mandatory training, or whatever.
It depends what you're alleged to have done, what witnesses there were etc as to how the meeting will go . But it's not up to you to decide whether it's gross misconduct or not, you need to think about what you did and why. And if it was something you knew you shouldn't be doing, have your apology and assurances it won't happen again at the ready.

agrinnall

None of us can know what the meeting is for or what the outcome might be. Are you in a union and if so are they providing assistance? If you aren't then at least consider asking a colleague to attend so that they can take notes while you take part in the meeting.

If you want our view on whether it's really GM or not you're going to have to tell us a lot more about what happened.

Takeaway_Addict

ady19792 wrote: »

Hi. Looking for advice. My employer has taken a statement from me over an incident. I have just recieved a letter about a gross misdonduct meeting i have to attend.
I am the type of person who would hold their hands up if i was in the wrong but calling this gross misconduct is ridiculous.
Its a long story hence why i havent posted all the details, i have an unblemished work record previously for 4 years and if they gave me a slap on the wrist even though i wouldnt agree with it i probably just would of excepted it to end the matter.
What i want to know is will this be a meeting about their decision or will it be for me to explain it again to this senior manager who is carrying it out.(My original statement was taken by a manager) and sent to hr for a decision to be made of what happens next.
Also can i ask them if they plan to dismiss me or give me a written warning before the meeting takes place.

It should be a meeting to take information as to why what happened happened. You are allowed a union rep or another employee to goto the meeting with you.

They should not know the outcome of the meeting beforehand otherwise it makes the hearing null and void and if proven will cause issues to the employer.

If you give some more information you may get a better response.

SecondRow

ady19792 wrote: »

Also can i ask them if they plan to dismiss me or give me a written warning before the meeting takes place.

The letter inviting you to the meeting should detail the likely or potential sanction available on the day. As it is being pitched as gross misconduct though, dismissal is the probable outcome unless you can mitigate sufficiently to allow them to fall short of dismissal or, disprove the allegation in its entirety.

Acc72

Ok, it is time to get serious.


If the words "Gross Misconduct" are specifically included, then I would work on the assumption that they are looking to dismiss.


You therefore need to approach this in such a way - non of this "I would hold my hands up" etc. as this will not help.


You need cold hard facts, evidence, witnesses etc. and look to build a strong case.


It doesn't matter if this is not fair and/or Fred did worse and didn't get dismissed etc.


Make sure you get all your ducks in a row and fight 100%.


Are you in a Union ?