Security Officer Appeal against Dismissal

landlord2016

Background : My friend write this letter and asks my feedback.
While he was on duty one person pass through security barrier.
Later staff inform him and he inform his regular colleague not using radio.


I received letter dated 2017 about outcome of disciplinary hearing.
I have decided to appeal against disciplinary hearing outcome.
There was four allegation against me and I was relived one allegation.
Now the major allegation is why I informed my colleague not use the radio communication.
Other two allegation are just extension/related/result of main allegation .
On Incident day , I was inside reception duty near turnstile
and my colleague is just outside the reception entrance door on duty.




(1) I told several times on disciplinary hearing day,
radio communication is not clear some times.
That was not mentioned on the disciplinary hearing outcome letter at all.
Letter did not reflect my view .Letter said " you admitted that
you failed to contact your colleagues via the site two way radio" . I never admitted any fault.
I boldly said what I did best option in accordance with information I received.

Also not agree with letter writing
--You were unsure how to address the alert
---Unaware of how to deal with this incident
----No attempt to follow site specific instruction
For the answer of those ,see this letter and one previous letter sent on hearing day by email.

(2) I have expected outcome letter also include notes of the disciplinary meeting . But I have not received it.

(3) On the incident day I was informed , something unusual happen upstairs floors.
This is the first information I received of that event.
But this information does not contain any serious threat/event which need immediate urgent attention.
That time is preliminary information only , Not the full information we know now.
So ,my decision on that time, based on the information I know at the point of time.
I am aware current UK threat level and regular follow UK & international news event through news & social media.

Hypothetical Example :
Police got message that there is a road accident .When they go the place .
they knew that this is not only ordinary road accident ,
it is a national news event. From this example ,
we can see that first information does not always match final information.

(3) On the disciplinary hearing meeting, Company Manager told several times why I do not use radio ?.
Radio is used as when we need it. Not all the time.

Hypothetical Example :If you work reception security officer duty ,
customer asked you where is cannon street station?
Do you need to use radio to ask it or call security company head office control room ?
You can simply ask receptionist lady on duty .

RADIO USE ONLY THE SPECIFIC EVENTS ,SPECIFIC NEED ONLY.


(4).
Let assume I was guilty on your view.
But the punishment you give is more higher than my fault.

(5) Other two allegation (Client complain and Company lost trust to me) are
consequence/result of first two allegation.
If I prove only
second allegation invalid (First allegation already invalid ) then there is no validity of other allegation.

(5) My other colleagues involved on this incident go similar disciplinary procedures like me
or I am the only person got this procedure ? Or similar incident happened before?
On this incident ,your CCTV report send to me tells about some other colleague .
"Staff C spoke security office E and pointed out intruder as he was entering reception via
revolving door.Security officer E did not follow him into the reception at this time and appears
to to take no further action". I just omitted individuals name.



For the future reference ; all the letters and documents you send to me , send you back as email attachment.
Also my previous email reply on disciplinary hearing day also send to you again.


With Regards,
FULL NAME
AND FULL ADDRESS

sangie595

landlord2016 wrote: »

Background : My friend write this letter and asks my feedback.
While he was on duty one person pass through security barrier.
Later staff inform him and he inform his regular colleague not using radio.


I received letter dated 2017 about outcome of disciplinary hearing.
I have decided to appeal against disciplinary hearing outcome.
There was four allegation against me and I was relived one allegation.
Now the major allegation is why I informed my colleague not use the radio communication.
Other two allegation are just extension/related/result of main allegation .
On Incident day , I was inside reception duty near turnstile
and my colleague is just outside the reception entrance door on duty.




(1) I told several times on disciplinary hearing day,
radio communication is not clear some times.
That was not mentioned on the disciplinary hearing outcome letter at all.
Letter did not reflect my view .Letter said " you admitted that
you failed to contact your colleagues via the site two way radio" . I never admitted any fault.
I boldly said what I did best option in accordance with information I received.

Also not agree with letter writing
--You were unsure how to address the alert
---Unaware of how to deal with this incident
----No attempt to follow site specific instruction
For the answer of those ,see this letter and one previous letter sent on hearing day by email.

(2) I have expected outcome letter also include notes of the disciplinary meeting . But I have not received it.

(3) On the incident day I was informed , something unusual happen upstairs floors.
This is the first information I received of that event.
But this information does not contain any serious threat/event which need immediate urgent attention.
That time is preliminary information only , Not the full information we know now.
So ,my decision on that time, based on the information I know at the point of time.
I am aware current UK threat level and regular follow UK & international news event through news & social media.

Hypothetical Example :
Police got message that there is a road accident .When they go the place .
they knew that this is not only ordinary road accident ,
it is a national news event. From this example ,
we can see that first information does not always match final information.

(3) On the disciplinary hearing meeting, Company Manager told several times why I do not use radio ?.
Radio is used as when we need it. Not all the time.

Hypothetical Example :If you work reception security officer duty ,
customer asked you where is cannon street station?
Do you need to use radio to ask it or call security company head office control room ?
You can simply ask receptionist lady on duty .

RADIO USE ONLY THE SPECIFIC EVENTS ,SPECIFIC NEED ONLY.


(4).
Let assume I was guilty on your view.
But the punishment you give is more higher than my fault.

(5) Other two allegation (Client complain and Company lost trust to me) are
consequence/result of first two allegation.
If I prove only
second allegation invalid (First allegation already invalid ) then there is no validity of other allegation.

(5) My other colleagues involved on this incident go similar disciplinary procedures like me
or I am the only person got this procedure ? Or similar incident happened before?
On this incident ,your CCTV report send to me tells about some other colleague .
"Staff C spoke security office E and pointed out intruder as he was entering reception via
revolving door.Security officer E did not follow him into the reception at this time and appears
to to take no further action". I just omitted individuals name.



For the future reference ; all the letters and documents you send to me , send you back as email attachment.
Also my previous email reply on disciplinary hearing day also send to you again.


With Regards,
FULL NAME
AND FULL ADDRESS

If I could understand most of this, I might have a different view. But it is incomprehensible. It seems that you failed to follow an instruction to use radios for communication, and you didn't. The reason why is irrelevant. You did not do it, you are guilty of the allegation. The other things, I cannot work out, but you say they are a result of the first. If so, since the first is true, they are too.


Your opinion on what you should do in hypothetical situations is irrelevant. They didn't ask your opinion about how you should work. They told you how to work, and you agree you did not follow those instructions. The dismissal therefore appears to be perfectly fair.

jobbingmusician

I couldn't understand it very well either. But I suspect you may be asking for comments on the wording of the letter, from your friend to his employer, before it is sent. Is this correct? Because if that is so, we can probably help your friend describe the situation, and therefore submit an appeal which has more chance of success (although accepting the good sense of sangie's comment above.)

Hasbeen

landlord2016 wrote: »

Background : My friend write this letter and asks my feedback.
While he was on duty one person pass through security barrier.
Later staff inform him and he inform his regular colleague not using radio.


I received letter dated 2017 about outcome of disciplinary hearing.
I have decided to appeal against disciplinary hearing outcome.
There was four allegation against me and I was relived one allegation.
Now the major allegation is why I informed my colleague not use the radio communication.
Other two allegation are just extension/related/result of main allegation .
On Incident day , I was inside reception duty near turnstile
and my colleague is just outside the reception entrance door on duty.




(1) I told several times on disciplinary hearing day,
radio communication is not clear some times.
That was not mentioned on the disciplinary hearing outcome letter at all.
Letter did not reflect my view .Letter said " you admitted that
you failed to contact your colleagues via the site two way radio" . I never admitted any fault.
I boldly said what I did best option in accordance with information I received.

Also not agree with letter writing
--You were unsure how to address the alert
---Unaware of how to deal with this incident
----No attempt to follow site specific instruction
For the answer of those ,see this letter and one previous letter sent on hearing day by email.

(2) I have expected outcome letter also include notes of the disciplinary meeting . But I have not received it.

(3) On the incident day I was informed , something unusual happen upstairs floors.
This is the first information I received of that event.
But this information does not contain any serious threat/event which need immediate urgent attention.
That time is preliminary information only , Not the full information we know now.
So ,my decision on that time, based on the information I know at the point of time.
I am aware current UK threat level and regular follow UK & international news event through news & social media.

Hypothetical Example :
Police got message that there is a road accident .When they go the place .
they knew that this is not only ordinary road accident ,
it is a national news event. From this example ,
we can see that first information does not always match final information.

(3) On the disciplinary hearing meeting, Company Manager told several times why I do not use radio ?.
Radio is used as when we need it. Not all the time.

Hypothetical Example :If you work reception security officer duty ,
customer asked you where is cannon street station?
Do you need to use radio to ask it or call security company head office control room ?
You can simply ask receptionist lady on duty .

RADIO USE ONLY THE SPECIFIC EVENTS ,SPECIFIC NEED ONLY.


(4).
Let assume I was guilty on your view.
But the punishment you give is more higher than my fault.

(5) Other two allegation (Client complain and Company lost trust to me) are
consequence/result of first two allegation.
If I prove only
second allegation invalid (First allegation already invalid ) then there is no validity of other allegation.

(5) My other colleagues involved on this incident go similar disciplinary procedures like me
or I am the only person got this procedure ? Or similar incident happened before?
On this incident ,your CCTV report send to me tells about some other colleague .
"Staff C spoke security office E and pointed out intruder as he was entering reception via
revolving door.Security officer E did not follow him into the reception at this time and appears
to to take no further action". I just omitted individuals name.



For the future reference ; all the letters and documents you send to me , send you back as email attachment.
Also my previous email reply on disciplinary hearing day also send to you again.


With Regards,
FULL NAME
AND FULL ADDRESS

Sorry Cannot understand any of this! perhaps if you went through it and posted again with actual facts / problem?

landlord2016

Thanks for the reply.
First Fault :Security officer failed to stop intruder tear-passing the reception barrier.
He relived from this fault in disciplinary hearing saying that he does not hard any sound or any argument on the barrier. Everything runs smoothly. Basically the person passes very quickly behind other person ,barrier does not make any sound .And on CCTV the intruder pretends like he is using passes.

Second Fault
After listing this incident , why security officer inform his colleague on the the front reception entrance ,not using the radio.

IAmWales

Nope, still no clearer.

How long have you worked there? If it's under two years then the facts are largely irrelevant, you can be dismissed for any (non discriminatory) reason.

Hasbeen

landlord2016 wrote: »

Thanks for the reply.
First Fault :Security officer failed to stop intruder tear-passing the reception barrier.
He relived from this fault in disciplinary hearing saying that he does not hard any sound or any argument on the barrier. Everything runs smoothly. Basically the person passes very quickly behind other person ,barrier does not make any sound .And on CCTV the intruder pretends like he is using passes.

Second Fault
After listing this incident , why security officer inform his colleague on the the front reception entrance ,not using the radio.

So he is being disciplined for failing to stop person, by passing the reception barrier, but instead of using the radio to inform front reception he goes and verbally tells him about intruder?

sangie595

landlord2016 wrote: »

Thanks for the reply.
First Fault :Security officer failed to stop intruder tear-passing the reception barrier.
He relived from this fault in disciplinary hearing saying that he does not hard any sound or any argument on the barrier. Everything runs smoothly. Basically the person passes very quickly behind other person ,barrier does not make any sound .And on CCTV the intruder pretends like he is using passes.

Second Fault
After listing this incident , why security officer inform his colleague on the the front reception entrance ,not using the radio.

I still can't understand it! But here's the thing. A security officer must follow security procedures. He didn't (or you didn't - I am not sure which). He failed to prevent someone from passing a security point. The whole purpose of having security points and officers is so that people CANNOT SNEAK IN! He didn't use his radio, which is procedure. So what do you think his appeal could be about - he didn't do his job and someone who should not have got in got into the building.


The simple fact is that there has been a breach of security. He failed to follow procedures. He won't win an appeal. Security is a huge issue at this point in time, and if he failed to follow procedure nobody will reconsider a dismissal. If that person who sneaked in intended to do harm, they had a free pass to do so. If you follow every policy and procedure, then your defence is that that is what you did. He has no such defence. No other defence will do.

landlord2016

Security Officer working 6 years.

The incident is
An intruder pass through reception turnstile and make problem upstairs.

Undervalued

landlord2016 wrote: »

Thanks for the reply.
First Fault :Security officer failed to stop intruder tear-passing the reception barrier.
He relived from this fault in disciplinary hearing saying that he does not hard any sound or any argument on the barrier. Everything runs smoothly. Basically the person passes very quickly behind other person ,barrier does not make any sound .And on CCTV the intruder pretends like he is using passes.

Second Fault
After listing this incident , why security officer inform his colleague on the the front reception entrance ,not using the radio.

I am sorry but I assume English is not your first language?

As others have said, all of your posts are very difficult to understand. Perhaps you can get somebody to write your questions in clear English and then help you to properly understand the replies?

sangie595

landlord2016 wrote: »

Security Officer working 6 years.

The incident is
An intruder pass through reception turnstile and make problem upstairs.

The incident is irrelevant. The ALLEGATION is that he failed to follow proper security procedures. He didn't follow them - you said so yourself. Therefore the allegation is true. That is all the employer needed to know. Security procedures are not optional.