Problem with Manager

Spider123_3

.......post deleted

LittleVoice

Your workplace is not a court of law and to sack someone where dishonesty (of whatever type) is involved does not require the same standard of evidence as in a court. So as long as the employer has reasonable grounds to believe the accusations made against the manager, they should be justified in dismissing her.

I believe the employer should advise the police of their suspicions. They can investigate.

ohreally

You don't say if the employer is a large organisation or not, so...
Employee (manager) likely to be suspended pending investigation. Depending on outcome of the investigatory, a disciplinary hearing may be arranged at which point said manager should have the opportunity to access evidence that management intend to use and to test that evidence during the hearing...at this point things may get tricky as at the moment any case appears to be centred around gossip and supposition.The hearing should be fair and impartial to stand any chance of natural justice taking place -it may have been prudent to keep suspicions private at least until there was some compelling evidence to act on.Based on what you've disclosed (I'm cognisant your being a little guarded), if the manager was one of my members looking for representation at a disciplinary hearing, I'd be reasonably confidant of a successful outcome for my member.
If the manager is savvy, she will already have a reasonable explanation to explain the money changing hands....without evidence suggesting otherwise there may not be much of a case to proceed to disciplinary.
I suspect the employer will not involve the police at least not ahead of any disciplinary hearing.

Just my thoughts, i may be wide of the mark.

cazziebo

What a horrible situation.

I think I'm with Ohreally on this one. We had a really nasty situation recently where one of our employees was charged with a particularly nasty crime, and this charge was then dropped. Our lawyers advised us that we could not do any disciplinary as the person had not been found guilty. We took the easy way out with an expensive compromise agreement. Right now it seems there is only hearsay and suspicion, and it would be harsh to sack someone on that alone. Of course, if confronted, the person may admit it.

(I was on one clients' premises and they had suspicion there were drugs onsite. Without notice they brought sniffer dogs in and there was no doubt as to where drugs were! No action was taken, but it really frightened the culprits to keep it all out of work!)

It does sound as if you're not alone, so hopefully you and your colleagues can work as a team to get over any fall-out after the event.

Does sound dodgy though, and they may well have other evidence...

CFC

What a horrid situation for you.

If it goes to disciplinary and there is no dismissal you will probably not have the problem again anyway. You don't say what line of work you are in, but an employer can potentially take action for having unauthorised friends on the premises, if nothing else, on the grounds of potentially invalidating the insurance and it being against company policy, etc. There are often one or two areas that you can make stick even when you can't make the main one you'd like.

Unless your manager is exceptionally stupid the problem will go away as she knows the game is up, and she'll be marked for being 'managed out' as soon as the opportunity arises.

If there is any negative reaction from her to you or your colleagues, put a grievance in. The employer will be jumping up and down with joy at any further evidence of her unfitness to be in that position. You'll get 100% support.

MrsTinks

I agree with CFC - any evidence of unsuitability of her job should she not be dismissed straight away would e gold dust to the employer. Just make sure you log it with tims and as much details as you can. Any mails keep them, if anyone over hears you note the names and so on.
Is there an easy solution? Not really... But an annonymous call to the police might be worth the time too... Are we talking class A? If it is then the Police will be VERY interested in hearing more...

asea

i think you should tell the police yourself! if you really suspect it, it's your civic responsibility as well as your employers.. they might not want it to be known that an employee is dealing from their premises & might hush it up

ohreally

asea wrote: »

i think you should tell the police yourself

This ain't a hobby for dealers, it's their way of life. Most dealers would take a rather dim view of being brought to the attention of the police through a workplace grass and remember this manager will have access to home details etc etc and will have a fair idea who grassed.
You do realise the possible implications of your suggestion?

Spider123_3

Many thanks for the replies....without saying too much the matter has been dealt with today, don't want to sound paranoid but I am extemely wary of saying much more than this as we have been warned that if this gets out then we will be subject to disciplinary action too.

Anyway, Senior Managers have been very supportive today and have assured us that it's been taken extremely seriously.

Thanks again