Disciplinary hearing advice

Unreal1ty

Hi guys,
I’m not sure this is the correct forum for this post, but I’m looking for a little advice for a friend.

He had a disciplinary hearing on Friday for a quality incident at work. He is even going to get a final written warning or be sacked. He thinks the latter..

But they adjourned the meeting till apparently Tuesday and told him to carry on as normal. As you can imagine he really doesn’t feel like being there with this over his head. How long can they make him wait for the outcome?

He is suppose to be back in work tomorrow on overtime and then in for his shift from Monday.

Any advice appreciated thank you!

lincroft1710

Not turning up for his contracted shifts will probably result in a further disciplinary and could well jeopardise a reference even more. But of course he will not be paid at at a time when he needs the money

Unreal1ty

I think he just wants to know the outcome ASAP, he will Ofcourse turn in. But how long can they adjourn the meeting for?

John_Jones

Tuesday does not sound unreasonable.

Did he do what he is being accused of? If so he should be contrite, not argumentative, explain what he has already done to stop it happening again, and ask to be given another chance to show that he is up to the job.

TELLIT01

If they are still letting him do overtime and his normal shifts I think it more likely that he'll be given a final warning than be sacked. My suspicion is that the original intention was to sack him but something at the disciplinary meeting gave them cause to think, and they want to talk things through themselves. I could of course be totally wrong!


Postponing only until Tuesday doesn't seem an excessively long time, particularly with the Bank Holiday on Monday.

Unreal1ty

He has not been argumentative. It was more of a mistake or oversight.
Nothing was done intentionally. But he!!!8217;s willing the accept the warning. The main point was him having to carry on as if nothing happened and wait the decision ,but his livelihood is at stake.

ohreally

Unreal1ty wrote: »

He had a disciplinary hearing on Friday for a quality incident at work. He is even going to get a final written warning or be sacked. He thinks the latter.

Was he informed prior top the hearing being convened that a potential outcome may be his dismissal?

Were the accusations clearly set out before the actual hearing and was adequate evidence provided?

Unreal1ty

Yes to both

nicechap

Unreal1ty wrote: »

Hi guys,
I’m not sure this is the correct forum for this post, but I’m looking for a little advice for a friend.

He had a disciplinary hearing on Friday for a quality incident at work. He is even going to get a final written warning or be sacked. He thinks the latter..

But they adjourned the meeting till apparently Tuesday and told him to carry on as normal. As you can imagine he really doesn’t feel like being there with this over his head. How long can they make him wait for the outcome?

He is suppose to be back in work tomorrow on overtime and then in for his shift from Monday.

Any advice appreciated thank you!

Unreal1ty wrote: »

I think he just wants to know the outcome ASAP, he will Ofcourse turn in. But how long can they adjourn the meeting for?

Unreal1ty wrote: »

He has not been argumentative. It was more of a mistake or oversight.
Nothing was done intentionally. But he!!!8217;s willing the accept the warning. The main point was him having to carry on as if nothing happened and wait the decision ,but his livelihood is at stake.

It can easily go on for months & months if the employer is trying to get things right.

Whilst not an "employment" matter, Ken Livingstone was in a disciplinary process for 2 years before quitting.

https://www.theguardian.com/politics/2018/may/21/ken-livingstone-quits-labour-after-antisemitism-claims.

As he's not been suspended, and without knowing all the details, its probably unlikely he's going to be sacked.