Disciplinary for something I didn't do

getmore4less

Would an investigation be possible after the time span.

If it would show it was not you then insist on one even if it would not identify who made the error.

What steps are being taken to processes to make sure it cannot happen again or if it/similar they are identified much quicker.

How was the error uncovered in a way that is the start of the investigation.

Could you do your own investigation, at least check the obvious like you were not at work the day it happened.

Southend1

Contact your Union rep ASAP. The earlier you do so better they will be able to help you

TELLIT01

Sign nothing if you don't agree with the content. Ask them what evidence they have to support their claim that you are the person responsible for whatever the problem is.

nyc_451

Thanks everyone for the replies. And yes, I have been working there for more than two years.

monty-doggy wrote: »

They can't do a disciplinary without first conducting an investigation.

They oficially did an investigation - someone showed up without telling me and asked some questions that was focusing on proving my fault and wrote everything down. The thing is, the other people who could have made this mistake were not questioned, cctv hasn't been checked, and some other things not done.

In regards to recording conversations or taking someone with me - I wouldn't do it in this case. I just need to know if I can avoid this disciplinary at all and if I can't, I'll be fine on my own.

So if they decide to to discipline me, what would happen if I refuse to sign the notes? And also, what impact the disciplinary has on someone's career?

Don't know much about Unions, I am not a member of any of them...

andygb

the_donchichio wrote: »

Obviously the company would investigate before starting disciplinary proceedings but the most important question is have you worked for the company for over two years??? If you have not, your rights are extremely limited and personally I would try to be diplomatic

And there is no point recording conversations secretly as without declaring you are recording such conversations they would not be accessible as evidence...these recordings could be used to back up your comments/notes taken or lack thereof... you could however state you want to make notes and/make sure someone is taking notes in the meetings

You should take an employee or union member as your representative to take notes on your behalf and for support/perspective

You are so wrong - are you an HR rep, or maybe an employment lawyer representing companies?
If the OP cannot get witnesses then he /she has to play dirty and that means recording conversations.

the_donchichio

andygb wrote: »

You are so wrong - are you an HR rep, or maybe an employment lawyer representing companies?
If the OP cannot get witnesses then he /she has to play dirty and that means recording conversations.

and who exactly is going to listen or believe those recordings are genuine?? OP, you need to speak to a solicitor specialising in employment law to find out what you can and should do in your situation