Suspended awaiting disciplinary help!

bryanb

Mimi8444 wrote: »

Should I take an employee as a witness with me?

Definitely take someone.

Undervalued

Mimi8444 wrote: »

There is no Union

Lesson for the future.

It is everybody's right to join a union (with very very few exceptions) regardless of whether the workplace is "unionised" or not.

Undervalued

Mimi8444 wrote: »

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

Within reason you may as well string it out as you are at least still being paid whilst suspended.

kazwookie

I strongly suggest you read the letter you have been sent

Get a large A4 file pad and make notes on it to the points they have raised against you, and your evidence against those points, or agree with the points.

Make list of questions or responses you want to make to your employer, as in the heat of the meeting you will forget things you wanted to say.

When you go to the meeting take these notes with you and refer to them.

sangie595

I am confused about the six month old closed grievance. You obviously believe it has relevance, and refer to it several times as demonstrating something. But for the life of me I can't figure out what! Why is it important here? At least, why do you think it is?

Undervalued

sangie595 wrote: »

I am confused about the six month old closed grievance. You obviously believe it has relevance, and refer to it several times as demonstrating something. But for the life of me I can't figure out what! Why is it important here? At least, why do you think it is?

It seems clear to me that the OP believes, rightly or wrongly, that this is why s/he is being treated less favourably than others who are alleged to have committed the same "offence".

sangie595

Undervalued wrote: »

It seems clear to me that the OP believes, rightly or wrongly, that this is why s/he is being treated less favourably than others who are alleged to have committed the same "offence".

Is that all there is to it? OP, it would be helpful if you can confirm.

Mimi8444

sangie595 wrote: »

I am confused about the six month old closed grievance. You obviously believe it has relevance, and refer to it several times as demonstrating something. But for the life of me I can't figure out what! Why is it important here? At least, why do you think it is?

I just felt that due to the investigation in the grievance had been completed and no further action was taken and case was "closed" that I felt it was being re addressed causing more mental stress for myself, however I can see that my employer has every right to question what they like even if they have closed and investigated before.

FBaby

Even if you don't manage the staff that made the same errors, the fact that you are at a higher level can very well mean that it is a 'grosser' misconduct for you, in your role, than it is for them.

Regardless, using the 'but they did it too' as a defense never works well. At best, they will tell you that they will deal with them too after they've dealt with you since you're in a higher position and then what do you say?

Your best bet is either to come clean and admit your error and repent and hope that they consider the misconduct not serious enough, or want you to stay desperately enough to give you another chance. Or you try to evidence that the failure in on them for not providing you the appropriate training. Do bear in mind though that if they have a policy that makes it clear that you shouldn't have done what you did, and that policy is available for you to read, even if they never pointed you to it, it can be legitimately argued that it was your responsibility to look for and read all the company policies, especially if it states in your job description that you are expected to adhere to all company policies.

Mimi8444

kazwookie wrote: »

I strongly suggest you read the letter you have been sent

Get a large A4 file pad and make notes on it to the points they have raised against you, and your evidence against those points, or agree with the points.

Make list of questions or responses you want to make to your employer, as in the heat of the meeting you will forget things you wanted to say.

When you go to the meeting take these notes with you and refer to them.

Thankyou yes I will be definitely doing this as you are right somethings are missed out in the heat of the moment and I would like to be as prepared as I can be.