Defending a reprimand at work

jonnyb1978

I have been given a straight forward written reprimand at work for being 18 minutes late for duty. This is the first time i have put a foot wrong in nearly 6 years and to get this i feel is very harsh. Obviously i am going to defend it.

I informed my manager at the first available opportunity i was going to be late and followed all correct procedures.

Now in my defence i have a letter off another member of staff explaining to my manager why he did not come in to work for his whole shift. He did not inform anyone whatsoever he was not coming in. In my company handbook it states that failure to inform anyone with a reason for their absence, disaplinary action will be taken. However no action was taken.....so why me?

Also it states as part of equal opportunities it involves a fair, objective and systematic procedure with regards to discipline.

I would hardly say this was fair!!

Question: Can i use this letter or will i need that persons permission. Or could i blank out his name and use it threatening to call them as a witness if the reprimand stands and i appeal against it.

Any advice please

timelord_4

You cant use this letter as mitigation. This written reprimand is about you. You may be able to appeal against your decision (usually done by the next level of management), but you will need to consult your company handbook etc.

Jennifer_Jane

I'd get in touch with the Union for advice, even if they don't attend any meetings, they can guide what you say and how you act to people.

Best luck
Je n

Conor_3

You were late, you got told off, get over it.

The other person explained why they'd not come in and you're not privy to any phone calls they may have made to the manager before the shift starts because, what happened between them is non of your business.

Take the reprimand like a man instead of whining like a little kid.

ckerrd

How did you come by the letter, not that it really matters as I don't believe you could use it?

If the policy on being late is a reprimand then that is the end of that I fear.

You cannot defend it, you can merely challenge the severity of punishment.

apples1

The written warning will only be a problem to you if you are late again and again. If you are not then nothing will come of it. It is probably the first stage of a relatively long process of managing abscence or lateness.

Companies often need to do this so that they have started a process should people push their luck. If it was a one off then you have nothing to worry about.

The company should treat all staff in the same way however you don't have the inside knowledge on the other case.

CFC

Because you are obviously someone who doesn't get into trouble, you need to be sure what has actually happened.

When you mean you've had a written reprimand, do you mean that your manager has in effect written out 'You were 18 minutes late and you must not be late again or there may be consequences' and asked you to sign it (option A), or do you mean you were taken down a disciplinary process and got a verbal warning with a written letter to you confirming that (option ?

I suspect that in reality you are talking about option A, a written 'telling off'. In this case, you can't defend it and you can't dispute it. Just don't be late again and you have nothing at all to be worried about. Even if it is the first time you are late, your company has a policy of documenting it. This is to avoid anybody saying that some people are treated differently to others.

If it was option B, as part of the outcome you will have received a letter advising you of the finding of the disciplinary hearing, and telling you how to appeal. In this case you should appeal, and the grounds would be that it was a disproportionately harsh punishment for a first episode of lateness.

jobbingmusician

If you have been taken down a formal disciplinary process, and you have evidence that others have not been disciplined for similar or more serious infringements, you may also like to consider using the grievance procedure. Your company should have one of these, following a recent change in the law that basically says that employees have a duty to use them if they are considering taking any serious action (e.g. Employment Tribunal) against their employer!

jonnyb1978

Conor wrote: »

You were late, you got told off, get over it.

The other person explained why they'd not come in and you're not privy to any phone calls they may have made to the manager before the shift starts because, what happened between them is non of your business.

Take the reprimand like a man instead of whining like a little kid.

The other person explained afterwards when they were found out about not coming in. The company handbook states that they must inform a manager before their shift why they will not be in work.

I know exactly the whether any phone calls took place regarding the other person as they have told me and have stated they will be a witness if needed. So i would stop your derogatory statments and get your sarcastic facts right.

jonnyb1978

The form states i was late etc on the date of.......

The underneath to explain a defence or state wether i wish to keep my defence until a hearing. If then the actions stands, i can then appeal against it.

The procedure states that a verbal warning should be given first depending of the severity.

LittleVoice

The form sounds like the notification of a disciplinary hearing, not the result of it.

When are you to meet?
Will you be accompanied?