Suspended from work, HELP!

atrixblue.-MFR-.

Drop the whole daughter excuse to your boss, its not going to bode well.


look at your employment handbook and contract, is there any clause in there about social media and its use?


What was the company policy about use of social media and its employee's when you signed you contract 12yrs ago (hint hint was FB around then hmmm how could they enforce this clause without it being in you written contract hmmm)?


I would defo be arming myself with a union rep, or employment solicitor as a rep, or nominating someone to be there with you who knows about this stuff.


I would be pleading past history and record, and be admitting to what you did was wrong and unethical, and asking your bosses to consider a formal written warning, with a probationary period of their choosing as punishment but at the end of the day, Facebook is a TOOL for employers to use against employee's to hang themselves with at the end of the day surely you knew your friends and colleagues are friends with you on Facebook, and ultimately someone was going to dob you in posting up that you had been on a holiday and ignoring the request of your employer that those days off were not permitted. For those reading, if your going to try and pull the wool over you employers eyes, then at least divorce facebook first so you cannot stupidly post something, or get tagged in something you don't want your employer finding out about.

dazedconfused

NewShadow wrote: »

Maybe your GP will write a note saying 'Miss Dazed Jr was admitted to hospital on x date, and discharged the same day into the care of her mother.'

Its not too dissimilar to the note she might need for college and my GP does them for about £10

I rang my GP already and they said because she went to a&e, they can't do it

JustOnce

ohreally wrote: »

Then get it one way or other. Saving your job may depend on it.

Maybe even a statement from her daughters father maybe adequate. The bosses themselves might not like it, but it might make HR a little more reticent to dismiss her on the basis of not believing she was in hospital with her daughter.

Also I'm assuming the hospital cannot give out this information for fear of breaching data protection in response to your daughter, but perhaps they can give her something to show she was indeed at A+E at a certain time. And this coupled with the official information showing the times/days she see's her argument might also work as evidence, too.

Levi-

I'm really sorry about the stress this is causing you, I can only imagine how you feel. I think given your length of service and good track record, you won't be dismissed, you may just get a written warning. It would be pretty brutal to dismiss a good employee for one relatively small incident but do be entirely honest and express your regret for the whole thing with sincerity. When is your meeting? Let us know how everything goes.

ohreally

JustOnce wrote: »

Maybe even a statement from her daughters father maybe adequate. The bosses themselves might not like it, but it might make HR a little more reticent to dismiss her on the basis of not believing she was in hospital with her daughter.

Also I'm assuming the hospital cannot give out this information for fear of breaching data protection in response to your daughter, but perhaps they can give her something to show she was indeed at A+E at a certain time. And this coupled with the official information showing the times/days she see's her argument might also work as evidence, too.

The employer isn't seeking conformation an individual attended A&E, they want proof the poster was with the individual.

ohreally

Levi- wrote: »

It would be pretty brutal to dismiss a good employee for one relatively small incident

Facing an allegation of gross misconduct isn't a relatively small incident especially if the employer is going to claim a breakdown of trust and confidence due to the situation and has already shown their hand when printing off the FB evidence.

Poppie68

Providing proof your daughter was seen in A&E is very easy, your daughter needs to ask for a copy of the A&E report that every A&E department sends to the patients GP....get her to call her surgery and ask the receptionist to print off a copy.
That may help clear the Thursday issue up but her still being unwell on Friday won't be relevant as you went on holiday that day.

Poppie68

Just to add A&E reports have the time the patient presented themselves there, the reason and the outcome...

NobodysChild

Deleted_User wrote: »

Thank you. I have yet to be informed when my hearing will be but I will apologise because my life depends on it. I totally understand where I went wrong. Although I have never put a foot out of line, and my salary isn't much.
Maybe its meant to be that I will get dismissed, but who knows. We will see!
Thanks

Deleted_User wrote: »

My work wants proof I was with her, the hospital does not give out notes like this and I don't want anyone to access her private medical records. We will see what happens.

Deleted_User wrote: »

It was one day, unpaid too & a friday. I think this is more about a breach of trust and confidence and i understand that.

That's OK.

If you are sure that you are a good worker, (and I am sure you are,) and you haven't screwed up before, then there is a very good chance that you won't be sacked.

Be prepared for a bum-kicking though, and for them to be VERY cross with you, and as I said before (and as a few others have said,) grovel and let them know how sorry you are.

Given the fact it was only one day, and it's not exactly the offence of the decade, I would be surprised if they sacked you.

I don't want to build your hopes up, but to be fair, you sound genuinely contrite... If I was your boss, and I was reading this, I would give you another chance.

I wish you well, I have a reasonably good feeling about it, and PLEASE let us know what happens. :beer:

(P.S. As people above have said, you should be able to prove you took your daughter to A & E too.)

JustOnce

ohreally wrote: »

The employer isn't seeking conformation an individual attended A&E, they want proof the poster was with the individual.

Hence why I said provide a multitude of indirect evidence which would suggest that there was probable occurrence of the event - the event being that she was with her daughter... (especially in light that the A+E probably cannot give out details of her daughter to a third party, because of patient confidentiality issues).

And if she absolutely cannot provide direct evidence to say she was with her daughter, then following my advice will certainly help her cause rather than hinder. (and not ignoring the fact that I said a statement from the daughters father may help the situation, too).