Suspended awaiting disciplinary help!

Mimi8444

Hi, sorry really long post

I am new to this forum however have been reading a lot of posts on here and the help and support it has created.

My story- I have worked for my company for 6 years with no record of bad misconduct.

I was suspended on Tuesday due to an auditor turning up and I had breeched several cash handling policies (due to human error) and they suspended me on full pay awaiting a disciplinary hearing.

however the issues I currently have are: on said day of my suspension a few of my colleagues were in breech of cash handling however a simple "your not meant to do that" were given.

Whilst in the investigation meeting I was asked relevant questions regarding the days issues and answered honestly to all of them (subsequently feeling I have written my own P45) then my investigator (auditor) rang up hr and came back and asked me a question relating to my staff being paid I answered honestly that I am not paid for most of my overtime as is my assistant manager and I questioned why he asked me this and he said hr had asked him too why? (And this where I feel victimised) I responded with this was part of a grievance that was put in for me 6 months earlier! He responded to not knowing about this and suspended me.

After being at home obviously you go through everything that was bought up and quite a few of the questions were relating to the the grievance.

With regards to the grievance I had a full investigation and I had evidence to show that the employee was just victimising me as all my evidence pointed towards another colleague whom they chose not to deal with or investigate.

A couple of weeks ago my a/m had to ring up hr to ask what was happening with the said grievance which he told her there would be no action taken and the case was closed.

On top of this I was also part of travelling around stores to support and 6 weeks ago my assistant manager resigned and I was put back in my store and having to train a new assistant manager. My line manager was aware I was struggling I sent her an email regarding my well being (I suffer from an anxiety thyroid issue which my line manager is aware of) and on a visit I cried and said I was struggling to which I got told we are paying you to do a job at the end of the day.

So now I believe I face dismissal with gross misconduct.

I have spoken to cab and they have told me I can put in a grievance regarding the day of how an investigation was taken against me but none of my staff and about the grievance being raised. However have been advised not to do this as it can lead to unfair proceedings. And whilst my grievance from 6moths ago was happening I had heard that hr had told the employee that he wasn't the only one to put in a grievance that day so I rang the whistleblower line because I felt I had a trust issue contacting hr and was rung up by someone from hr telling me "I was sat next to her whilst on the phone and she never said that"
I had to take that as the matter was resolved (would have been okay if for the fact that a few days later I was informed of another complaint regarding the store)

I just don't know what to do and need some help! I feel the trust has been destroyed between myself and my employer just due to the nature of investigation and questions regarding a grievance that I had been told had been closed, and with this in mind will be leaving employment if not dismissed or should I resign whilst suspended? Or should I wait it out and if dismissed appeal the outcome due to the factors involved?

Help please

bryanb

I've read your post twice, I still can't figure what you have been accused of.

Undervalued

Unless you are able to negotiate a resignation in exchange for a decent / neutral reference there is noting to be gained by resigning. Otherwise, in an reference request, the employer could truthfully say "resigned whilst under investigation for possible gross misconduct" which would read just as bad as "dismissed".

What anybody else may or may not have done and how the employer is or is not treating them is largely irrelevant. Generally speaking, they are under no obligation to treat everybody in the same way nor do you have any direct right to know what somebody else is alleged to have done.

You have a right to be treated fairly, have an opportunity to put your side of the case and, at a disciplinary hearing, be accompanied by a colleague or trades union rep.

Keep in mind that to dismiss fairly (in law) an employer does not need proof. Only a reasonable belief that the misconduct took place and that it was serious enough that a reasonable employer might consider dismissal.

Mimi8444

several breeches of cash handling policies.

bryanb

Mimi8444 wrote: »

several breeches of cash handling policies.

Thanks, and are you a manager responsible for the way others handle cash?

Mimi8444

Have just had a phone call and my disciplinary hearing will be on Tuesday at 10:30 she has taken my email address and will send this to me and I should recieve this in the post.

Undervalued

Mimi8444 wrote: »

Have just had a phone call and my disciplinary hearing will be on Tuesday at 10:30 she has taken my email address and will send this to me and I should recieve this in the post.

Does that give you enough time to read their evidence, prepare your case and arrange for somebody to accompany you?

bryanb

Union member?

Mimi8444

I suppose it does I have received the letter and by my own submissions and acts of honesty they have covered all areas and it looks like I will be dismissed by gross misconduct I will just have to go in for the disciplinary and state my defence regarding the actions I have taken. and accept the punishment as a lesson learned in the future

Mimi8444

bryanb wrote: »

Union member?

There is no Union

Mimi8444

Should I take an employee as a witness with me?