Suspended from work

Evozz

motorguy wrote: »

Which you will find out at that meeting.

Ask for a copy of your companys disciplinary procedure

I would say this is a fact finding meeting afterwhich they will proceed to a disciplinary if required.

But how can they ask me questions and show proof and ask me to give answers without showing me before hand? Cause a disciplinary hearing deals with the answers you give at this "interview"

tizerbelle

motorguy wrote: »

They will give you an overview of the complaint / issue, go through the evidence and then ask for your view of events.

You can also take someone with you

Not if it is just an investigatory meeting. That right only applies to a disciplinary.

Evozz

I've worked there 3yrs.

Bogalot

Evozz wrote: »

But how can they ask me questions and show proof and ask me to give answers without showing me before hand? Cause a disciplinary hearing deals with the answers you give at this "interview"

You just need to be honest, if you don't know the answer to something say so, ask if you can check your diary if you need to check where you were.

Evozz

So do I just go there and say no comment to everything?

tizerbelle

Evozz wrote: »

But how can they ask me questions and show proof and ask me to give answers without showing me before hand? Cause a disciplinary hearing deals with the answers you give at this "interview"

If it gets to a disciplinary you will still be able to put your defence to the allegations. They don't decide your fate based on the investigation. The investigation is to find the facts of the case and decide if further action is needed.

martinthebandit

Evozz wrote: »

So do I just go there and say no comment to everything?

Definitely not, it's not the police so it's not criminal.

If you refuse to cooperate it will reflect very badly on you.

Mr.Generous

I have conducted dozens of these interviews, possibly over 100. I'd give this advice.

1. Get hold of the disciplinary policy and see if its being followed.
2. Suspension letter should say proper reason for ie you can't just say "suspended because of a potential gross misconduct" you would have to say "Suspended because of a potential gross misconduct namely that you have allegedly taken company monies without authority" or whatever. Allegations have to be specific, its in the ACAS code of conduct.
3. Do not jump in, LISTEN to everything, ask for an adjournment to consider it before you reply. They will have prepared for days, you will have a minute.
4. Take a witness, someone you can get advice and support from.
5. Buy and use a digital voice recorder. I always did an honest and truthful job with meetings and minutes, I know a few fellow managers who didn't. When my brother was in trouble at work and made a recording he gave a long detailed reply to an allegation denying it, the recorded minutes by the employer gave his answer to the allegation as "yes." He played the recording at his (successful) appeal.
5. DO NOT LIE, if they catch you out in a lie and they want rid they will have a general get out clause something like ... Breaches the trust that must exist between employer and employee, or ... Making false statements during the disciplinary process, or ... making statements known to be untrue in relation to the company, its business or its customers...etc. Most of the time these will be gross misconduct.

I think you could reasonably ask for time to prepare your defence along the lines of the time they have had to prepare for it, so they have known the allegation for 10 days before they are ready to start it would be unfair to give you 24 hrs. They have access to company policies and procedures, ask for the same. Good luck, and one more thing.

Did I mention DON'T LIE TO THEM!! The interviewer will be 100% against you if they know you are lying.

motorguy

tizerbelle wrote: »

Not if it is just an investigatory meeting. That right only applies to a disciplinary.

Apologies - you're right.

pinkshoes

If you cannot think of anything you have done wrong, then enjoy the paid time off, and just turn up to the meeting.

Read through what they present you with in the meeting (take your time) then just respond with the truth. If you didn't do what is being said, then just tell them so politely. If you did, then either deny it or own up and give your reasoning.