advice regarding disciplinary hearing

FBaby

You've done the right thing by taking the attitude of admitting you did wrong. That was the only thing you could do for a chance to keep your job.

Indeed, being investigated for gross misconduct doesn't have to mean dismissal. They could give you a written warning on the basis that no damage was done as a result and that the chances of it happening again are very low. The fact you were told to take drastic actions in encouraging. Hang on there.

enjoyyourshoes

Hi
a defence is 'what information was already in the public domain'
Identify what specific information you gave out, and do search as to if it was already in the public domain. Ensure you copy the evidence and annotate which website you obtained the info.

You can then identify that you did not divulge commercially significant and sensitive info.

Odd that the company is discussing gross misconduct as the this decision may prejudice the disciplinary interview. The Company should not prejudge the interview as that is where the decision is made. Make sure they :-
confirm interview in writing identifying why your are invited, 5 working day notice of meeting, who can accompany you.
At interview ensure they do not bring in new charges, give you opportunity to provide your supporting evidence and they reiterate your right for representation, have adjournment to consider their final decision.

Process is as important as content.

wiogs

enjoyyourshoes wrote: »

Hi
a defence is 'what information was already in the public domain'
Identify what specific information you gave out, and do search as to if it was already in the public domain. Ensure you copy the evidence and annotate which website you obtained the info.

You can then identify that you did not divulge commercially significant and sensitive info.

Odd that the company is discussing gross misconduct as the this decision may prejudice the disciplinary interview. The Company should not prejudge the interview as that is where the decision is made. Make sure they :-
confirm interview in writing identifying why your are invited, 5 working day notice of meeting, who can accompany you.
At interview ensure they do not bring in new charges, give you opportunity to provide your supporting evidence and they reiterate your right for representation, have adjournment to consider their final decision.

Process is as important as content.

Not that odd if the powers that be believe that gross misconduct was indeed committed, which is presumably what they are investigating. The outcome need not be dismissal, as has already been mentioned.

You are correct about process as I have seen cases incorrectly handled with less than ideal outcomes.

catsandstuff

wiogs wrote: »

Which means what? Are there other accusations here as well?

No there isn't anything else, I just meant there are lots of things that they consider gross misconduct rather than just misconduct in the disciplinary policy.

Just awaiting a copy of the investigation now, apparently theres mentions of me not being a risk in future and that I understand the potential implications so that's reassuring.

Ronaldo_Mconaldo

Is it this forum that you committed this breach of policy on?

catsandstuff

Ronaldo_Mconaldo wrote: »

Is it this forum that you committed this breach of policy on?

no, it was quite similar in a way though.

wiogs

catsandstuff wrote: »

no, it was quite similar in a way though.

Give nothing else away. Don't want to accidentally dig a new hole for yourself.