Advice Please - Verbal Warning

Newman1000

Thank you the most laughable aspect of this process was the warning letter was already typed up and ready . All that happened was my wife was called in at the end of the shift , the letter read out and she was asked to sign it to say she had recieved it . When my wife queried the charge she was told she had 5 days to dispute it . But the best part was that the manager had asked for a lift home earlier in the shift and despite handing my wife the letter still expected the lift home !!! Ah well she will soon be out of it

ohreally

Newman1000 wrote: »

the manager had asked for a lift home earlier in the shift and despite handing my wife the letter still expected the lift home !!!

Please tell me your wife referred her to find someone who gives a ufck for the lift.

Masomnia

Newman1000 wrote: »

Thank you the most laughable aspect of this process was the warning letter was already typed up and ready . All that happened was my wife was called in at the end of the shift , the letter read out and she was asked to sign it to say she had recieved it . When my wife queried the charge she was told she had 5 days to dispute it . But the best part was that the manager had asked for a lift home earlier in the shift and despite handing my wife the letter still expected the lift home !!! Ah well she will soon be out of it

I think she should dispute the warning, especially if they do think they can start referring to it in reference. If she can get it off her record then that will be better for her.

With no hearing, no putting an allegation to her, to give her a formal warning is completely wrong. A lot of people would claim it was a breach of trust and confidence.

Newman1000

Unfortunately my wife being the person she is did give her a lift . If it was me I certainly would have wished them well on their journey !!!

If we dispute the warning can it be combined with the resignation? not to claim constructive or unfair dismissal but purely from a reference point of view?

Undervalued

Newman1000 wrote: »

Unfortunately my wife being the person she is did give her a lift . If it was me I certainly would have wished them well on their journey !!!

If we dispute the warning can it be combined with the resignation? not to claim constructive or unfair dismissal but purely from a reference point of view?

Unless she reaches a formal settlement agreement they can say anything they like in a reference (as long as it is true and not deliberately misleading) or simply refuse to provide one at all.

There is no point in disputing the warning if she is intending to resign anyway. She cannot challenge any sanction short of dismissal at an employment tribunal and based on what you have written here I see no grounds to claim constructive dismissal (which in any case is incredibly difficult to win).

anamenottaken

ohreally wrote: »

I'm a little confused by this, are an Elderly Care manager and a Home Manager different roles?

I would expect the Home Manager to be the most senior executive management person as far as the CQC is concerned whereas an Elderly Care manager is someone further down in the hierarchy.

anamenottaken

Newman1000 wrote: »

Unfortunately my wife being the person she is did give her a lift . If it was me I certainly would have wished them well on their journey !!!

If we dispute the warning can it be combined with the resignation? not to claim constructive or unfair dismissal but purely from a reference point of view?

I see a fair number of references provided for care home staff and the ones provided by an employing organisation are generally of the type giving dates and job titles and a disclaimer about not taking the lack of further information as indicating anything regarding their performance but that it is the agreed standard format.

Some will go further than that but most seem to want to avoid getting into challenges.