Disciplinary Help

White_Feather2

Help on a disciplinary

Guest101

Looking for a new job?

White_Feather2

Thank you for your reply, this is a consideration,

White_Feather2

Anybody else as this is very stressful, obviously looking for a new job, I am new to this and the rather blunt reply I have received
Thank you

Guest101

White_Feather2 wrote: »

Anybody else as this is very stressful, obviously looking for a new job, I am new to this and the rather blunt reply I have received
Thank you

Blunt?


Your union is involved, the decision hasn't been made and outcome hasn't been explained.


Literally the only thing you can 'do' is look for a new job.


Either you'll be sacked (unlikely but I don't know) or you'll have to work with the other person, as the business doesn't have to accommodate you.


Given you've been off for four months and the other colleague presumably hasn't, the business would do well to support them rather than you (but that's based upon limited information)

lulu650

White_Feather2 wrote: »

I have had a disciplinary meeting and am currently waiting the outcome....I have my union involved and they are just as confused as me..... I am waiting for the outcome of my disciplinary which should come sometime this week..... has anybody got any thoughts into what I should be doing or what is happening

Your union would have attended both the investigation meeting (if company policy allows) and your disciplinary with you and advised you accordingly. They would have informed you that there is currently nothing you can do at this stage until you receive the outcome letter.

sangie595

lulu650 wrote: »

Your union would have attended both the investigation meeting (if company policy allows) and your disciplinary with you and advised you accordingly. They would have informed you that there is currently nothing you can do at this stage until you receive the outcome letter.

I agree. But I'm perplexed. You have already been to the disciplinary meeting, yes? So how can both you and the union be ignorant of what the allegations involve? The colleague doesn't need to make the complaint - there is nothing wrong with your manager doing so. But you must have been given details of how it is concluded that you raised grievances vexatiously.

BTW, nothing you have said here is a convincing defence. Many bullies , for example, have witnesses to say they didn't do something or that they were the victim. So submitting a grievance with a witness doesn't make it true. Equally, someone else apologising doesn't mean that they did it, or that it wasn't six of one and half a dozen of the other. What is perhaps more interesting would be the answer to why the manager decided to take no action but discipline you instead. That suggests there is more to this than meets the eye. What's the rest of the story?

But regardless of that, the advice was good. Your manager doesn't believe you. Your colleague doesn't appear to like you very much. Whatever is going on, one of you needs to leave, and right now it is looking like your manager has decided that should be you. So whatever the outcome now, this is not at all likely to be the end of the story.