Suspended awaiting disciplinary help!

Mimi8444

FBaby wrote: »

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.

I have already admitted my error as I did in the investigation meeting (honesty is the best policy) so I am aware that I am going to be dismissed on gross misconduct which is the next step I have to deal with I will of course repent my actions again as I did in the investigation when I have my hearing but I believe I will be 99% dismissed with gross misconduct.

yvonne13_2

OP I hope everything works for you. Things happen for a reason and maybe if this never happened you wouldn't be thinking of doing something different.

Good luck