Security Officer Appeal against Dismissal

Manxman_in_exile

If I had been the employee I would have confirmed that the radios weren't working properly before going to reception

jobbingmusician

sangie595 wrote: »

Gargantuan effort there! Well done. Before the OP goes off and copies it all, please be certain that this is what happened, because I still think there a lot of guesswork in there. However, in trying to compare the version here to their original, I noticed something else that is a show stopper - and which in my confusion earlier on, I hadn't seen. It is still the case that the OP didn't follow procedure, and that cannot be defended. The fact that radios allegedly sometimes don't work is not a reason to assume they aren't working and breach procedures. However, the devil in the detail is that one of the other allegations, which the OP thinks will fall if this one does, is actually more serious. The client no longer has any confidence in the security person, whoever that is. Even if, and I severely doubt it, the employer agreed that the dismissal for breach of procedures was too harsh, the client has no confidence in them. No client, no job. The company are not able to insist that the client keep this person. They will simply lose the contract and all the jobs on the contract will go. There is no recovery from the client not having confidence in their security cover.

yes, agreed, a lot of interpretation of what I think the OP (original poster) was trying to write. And obviously (as the OP would agree) we cannot trust his English 100%. However, although this is an excellent point, he did not say in the initial post that the client has no confidence in him. He said that the client had complained and [as a result???] the company had no confidence in him. The client doesn't even necessarily know who he is, they just know that [again assumption] a non-authorised person gained admittance to an upper floor and [assume assume] when the security person (the OP) was notified that something was going on, they did not attend. The client *may* be reassured by a disciplinary, a dismissal, or a dismissal with reinstatement following appeal and a revsion of their policies. We cannot tell.

There is a point here for the OP, however. He should consider carefully what he wants from his appeal. It may be that the employer's acceptance of his resignation, with a neutral reference, is the best outcome that can be negotiated.

Malthusian

ohreally wrote: »

Since English isn't your first language how has the employer communicated requirements to you and did they confirm your understanding?

Are health and safety instructions communicated effectively, or are there barriers to understanding here as well?

This is a suicidally hopeless line of defence. If the OP's friend's English is too poor to understand his requirements or health and safety instructions then he is definitely going to lose his job, even if the employer changes its mind about the radio thing. The fact that his English is poor is his problem, not the employer's.

Anyway, if he'd been working there six years his English probably is good enough for effective communication. It seems perfectly possible that someone could have enough English to carry out their duties as a security guard but lack the vocabulary and syntax to write a decent letter.