Sacked on the spot

newdeal

ssparks2003 wrote: »

Or perhaps one of the other people in the conversation decided to tell tails, or perhaps the owner overhead a comment and you was not aware of their presence.

Shes been sacked too. The owner isnt on site on a day to day basis, maybe once a month.

gettingtheresometime

newdeal wrote: »

Shes been sacked too. The owner isnt on site on a day to day basis, maybe once a month.

So the business is two hairdressers down?


Bet his customers love that - that would cause chaos in mine!

sangie595

newdeal wrote: »

Shes been sacked too. The owner isnt on site on a day to day basis, maybe once a month.

That doesn't change anything - and it also doesn't mean she didn't tell on you. Maybe she'd said something to clients, who told the owner, and she said that she'd said nothing different than what you said! But the fact is that you did do it and you can't deny you did it - well you could deny it, but that would mean lying in a court of law.

Undervalued

sangie595 wrote: »

That doesn't change anything - and it also doesn't mean she didn't tell on you. Maybe she'd said something to clients, who told the owner, and she said that she'd said nothing different than what you said! But the fact is that you did do it and you can't deny you did it - well you could deny it, but that would mean lying in a court of law.

If it gets that far.

As you said earlier I think it is certainly worth the OP pushing it at least as far as ACAS pre conciliation. Particularly if the employer has dismissed both "guilty" parties they can't have very much evidence they could present to back up a "reasonable belief" of gross misconduct. The dismissal is clearly procedurally unfair in any case so I would have thought there was a reasonable chance of getting some sort of settlement.

pmlindyloo

Undervalued wrote: »

If it gets that far.

As you said earlier I think it is certainly worth the OP pushing it at least as far as ASCS pre conciliation. Particularly if the employer has dismissed both "guilty" parties they can't have very much evidence they could present to back up a "reasonable belief" of gross misconduct. The dismissal is clearly procedurally unfair in any case so I would have thought there was a reasonable chance of getting some sort of settlement.

I agree with this, not least because a dismissal for gross misconduct is not a good thing when claiming benefits (likely sanction) or for references etc when seeking a new job.

The employer has not followed the correct procedures and a settlement (and I'm not talking financial) could be useful to the OP.

newdeal

Thanks for all the replies.

I have spoken to ACAS and they have told me to email and ask what the exact reason for my dismissal was.

Not sure exactly how to word this so if anyone knows of a template at all that would be amazing.

ACAS said they clearly havent followed correct procedure so once I know why they have done this to get back in touch and they will advise.

Appreciate all the help.

gettingtheresometime

newdeal wrote: »

Thanks for all the replies.

I have spoken to ACAS and they have told me to email and ask what the exact reason for my dismissal was.

Not sure exactly how to word this so if anyone knows of a template at all that would be amazing.

ACAS said they clearly havent followed correct procedure so once I know why they have done this to get back in touch and they will advise.

Appreciate all the help.

Whilst I have no doubt that proper procedure hasn't been followed, be careful of the advice given by acas - they're not known for the accuracy of their advice!

newdeal

Thanks for that! We're also going to hire a solicitor as back up.

As I havent been served notice in writing Im going to email them and ask for the reason Ive been sacked plus what terms theyre sacking me - I think if they admit gross misconduct in an email without due process that would help me going forward?

stator

Definitely worth pursuing this. Hopefully you will end up with a proper payment in lieu of notice. But don't get your hopes too high.

ohreally

Be careful with a solicitor, your ex employer may simply ignore them.