Suspended, and devastated

ConnieC

So, yesterday, I was asked by one of the other staff if she could have a word - we walked to the manager's office (she is on leave this week). My line manager was sitting in the chair, I, and the other member of staff sat down (this other member of staff is the lead of another department in the company). I was informed that I was suspended whilst an allegation of bullying was investigated. To say I was shocked is an understatement. I thoroughly enjoy by job, have been employed there for 4 1/2 years, and have a good working relationship with my colleagues (or at least I thought I did).



My line manager would not tell me the nature of the allegation, or who had made it, just that she has spoken with the company manager, who would be investigating it, and suggested I contract her. I asked the other staff member if it invoved one of her staff, as I could see no reason that she should have been there. She stated she was just there to support my line manager. That was when I got upset, said that no consideration had been given if I needed support, and left the room. I packed up my workspace, then left.



In hindsight, I know I should have stayed in the room, asked for someone else (the deputy manager, who was next door) to come in, and should have asked for more details, but I was just so shocked and upset, I couldn't think. I wasn't given a letter or anything, and my line manager would have had time to come and hand me any letter whilst I was clearing up.



I went home, then following some advice on the ACAS site, sent an e-mail to my line manager, and cc'd the manage, asking for a letter detailing the circumstances, reason for suspension, contact details, and confirmation of pay. She sent a reply later that evening, confirming a letter would be delivered, and disclosing that it was one of my department colleages who had made the allegation, but not what it was.



I'm sorry for the long rambling narrative, but it's the only way I can get my head around it. The only thing I can think of, was that on wedneday, I made a jokey comment, that would generally be considered at the worst insensitive, and I would not have thought that would qualify as 'bullying', or tht suspension be an appropriate response. I don't even know if it is that.



I'd appreciate any advice or thoughts that can help me get through this...

Comms69

ConnieC wrote: »

So, yesterday, I was asked by one of the other staff if she could have a word - we walked to the manager's office (she is on leave this week). My line manager was sitting in the chair, I, and the other member of staff sat down (this other member of staff is the lead of another department in the company). I was informed that I was suspended whilst an allegation of bullying was investigated. To say I was shocked is an understatement. I thoroughly enjoy by job, have been employed there for 4 1/2 years, and have a good working relationship with my colleagues (or at least I thought I did).



My line manager would not tell me the nature of the allegation, or who had made it, just that she has spoken with the company manager, who would be investigating it, and suggested I contract her. I asked the other staff member if it invoved one of her staff, as I could see no reason that she should have been there. She stated she was just there to support my line manager. That was when I got upset, said that no consideration had been given if I needed support, and left the room. I packed up my workspace, then left. - They're your employer not your union. Your union are the ones that support you.



In hindsight, I know I should have stayed in the room, asked for someone else (the deputy manager, who was next door) to come in, and should have asked for more details, but I was just so shocked and upset, I couldn't think. - no you shouldn't. You are suspended. That is (well for the most part) and neutral act. I wasn't given a letter or anything, and my line manager would have had time to come and hand me any letter whilst I was clearing up. - you should've asked for one. Otherwise how will you prove that this happened?



I went home, then following some advice on the ACAS site, sent an e-mail to my line manager, and cc'd the manage, asking for a letter detailing the circumstances, reason for suspension, contact details, and confirmation of pay.- good advice from ACAS She sent a reply later that evening, confirming a letter would be delivered, and disclosing that it was one of my department colleages who had made the allegation, but not what it was. - and does this help you work out what has been alleged?



I'm sorry for the long rambling narrative, but it's the only way I can get my head around it. The only thing I can think of, was that on wedneday, I made a jokey comment, that would generally be considered at the worst insensitive, and I would not have thought that would qualify as 'bullying', or tht suspension be an appropriate response. I don't even know if it is that. - suspension is almost always a positive response and to be honest protects you too. What was the comment?



I'd appreciate any advice or thoughts that can help me get through this...

Need more info really. Are you with a union?

Undervalued

ConnieC wrote: »

So, yesterday, I was asked by one of the other staff if she could have a word - we walked to the manager's office (she is on leave this week). My line manager was sitting in the chair, I, and the other member of staff sat down (this other member of staff is the lead of another department in the company). I was informed that I was suspended whilst an allegation of bullying was investigated. To say I was shocked is an understatement. I thoroughly enjoy by job, have been employed there for 4 1/2 years, and have a good working relationship with my colleagues (or at least I thought I did).



My line manager would not tell me the nature of the allegation, or who had made it, just that she has spoken with the company manager, who would be investigating it, and suggested I contract her. I asked the other staff member if it invoved one of her staff, as I could see no reason that she should have been there. She stated she was just there to support my line manager. That was when I got upset, said that no consideration had been given if I needed support, and left the room. I packed up my workspace, then left.



In hindsight, I know I should have stayed in the room, asked for someone else (the deputy manager, who was next door) to come in, and should have asked for more details, but I was just so shocked and upset, I couldn't think. I wasn't given a letter or anything, and my line manager would have had time to come and hand me any letter whilst I was clearing up.



I went home, then following some advice on the ACAS site, sent an e-mail to my line manager, and cc'd the manage, asking for a letter detailing the circumstances, reason for suspension, contact details, and confirmation of pay. She sent a reply later that evening, confirming a letter would be delivered, and disclosing that it was one of my department colleages who had made the allegation, but not what it was.



I'm sorry for the long rambling narrative, but it's the only way I can get my head around it. The only thing I can think of, was that on wedneday, I made a jokey comment, that would generally be considered at the worst insensitive, and I would not have thought that would qualify as 'bullying', or tht suspension be an appropriate response. I don't even know if it is that.



I'd appreciate any advice or thoughts that can help me get through this...

You only have a right to be accompanied (by a work colleague or accredited trades union rep) at a formal disciplinary (or grievance) hearing. Whilst your employer may have allowed it, had you asked, they were not obliged to.

Suspension is (supposedly) a neutral act to allow an investigation to take place. If the matter progresses to a disciplinary hearing then yes you should be given full details of the allegation, given time to prepare a response and have the right to be accompanied as above.

ConnieC

I'm not with a union, we don't have one, and yes, they are my employer, but given that my line manager has someone unrelated to the incident in the room, to 'support her' - not as an impartial observer, or to take notes, but to 'support her' (whatever that means), thought may have been given to getting an impartial observer in. I wish I had asked for a letter laying out the reasons for supension, as I'm pretty sure they did not have one ready.

The e-mail from the manager hsn't really helped, although I know who the person is now - difficult fo me to repeat the comment, as I'm trying to keep everything anon and unidentifiable.... but she had, whilst at work suffered a very very minor (according to a doctor who saw her) injury, and my comment was a jokey one along the lines of 'ooh, be careful what you could pick up'. Now, I don't know if this is what the allegation is about, but is the only thing I can think of. Yes, insenstive in hindsight, as she was clearly more worried about the injury than I knew, but if it was that, I would have thought that a heartfelt aplogy would have been appropriate (which I am more than happy to do, I don't want to upset anyone).

annandale

Do you have a copy of the company handbook. The grievance and disciplinary policies and procedures?

Did anyone witness this comment you made?

Comms69

ConnieC wrote: »

I'm not with a union, we don't have one - you can still join a union... , and yes, they are my employer, but given that my line manager has someone unrelated to the incident in the room, to 'support her' - irrelevant, they wanted to members of staff so that there was a witness - not as an impartial observer, or to take notes, but to 'support her' (whatever that means), thought may have been given to getting an impartial observer in. I wish I had asked for a letter laying out the reasons for supension, as I'm pretty sure they did not have one ready. - it would take all of 30 seconds to type one up.



You're concentrating on the wrong thing. None of that is actionable. And frankly none of it is wrong.

The e-mail from the manager hsn't really helped, although I know who the person is now - difficult fo me to repeat the comment, as I'm trying to keep everything anon and unidentifiable.... but she had, whilst at work suffered a very very minor (according to a doctor who saw her) injury, and my comment was a jokey one along the lines of 'ooh, be careful what you could pick up'. - That doesn't sound like a joke. It does sound like bullying. A colleague was inured (minor or not) and you made fun of that. You cant know how minor it was because you weren't there in the consultation room Now, I don't know if this is what the allegation is about, but is the only thing I can think of. Yes, insenstive in hindsight, as she was clearly more worried about the injury than I knew, but if it was that, I would have thought that a heartfelt aplogy would have been appropriate (which I am more than happy to do, I don't want to upset anyone).

If that is the only incident I suspect you will get a warning. But if there are other incident which come to light and a pattern of behaviour becomes apparent...

sangie595

An apology, if that is the incident referred to, is appropriate and may be enough. But your manager want accompanied for support. She was accompanied by a witness. There are no impartial observers in situations like this.

This is an investigation. You have no right to be told what the allegation is or who made it. In fact, there is value in not telling you. It provides you with no opportunity to prepare a bland lie about the circumstances. If the incident you refer to is the matter being investigated, then your version of events will tally with other versions. That is better for you.

The best thing to do is to be totally honest, and make it clear how upset you are and that you will do whatever is necessary to apologise or fix this. That is the kind of attitude that most often results in no disciplinary action or a minor warning.

phoenix1837

The definition of bullying is when an individual or a group of people with more power, repeatedly and intentionally cause hurt or harm to another person or group through words or actions.

If it was a one off throw away comment then it cannot be deemed as bullying.

ConnieC

thanks for the reply.... I'm not looking at if something is 'actionable'or not - I just want to be able to go back to the job I love. I've always understood that bullying involved more than one incident, with some sort of intent meant - if an insensitive comment is taken as such, most of our department, including the line manager would be suspended every day.(I also suffered a great deal of constant and intended bulling myself many years ago in a previous career - I koved departments in the end) I'm pretty sure this will be cleared up, but I don't think I could continue working there in that atmosphere. I'm already job hunting


I really do appreciate everyone's replies - it is very useful to have an outsider's point of view.

Brynsam

If that is the only incident, it is hard to see how it could possibly be described as bullying. Tasteless, stupid, insensitive - possibly, but in reality probably the sort of comment many people would make as a throwaway line to a well-known colleague.

sangie595

phoenix1837 wrote: »

The definition of bullying is when an individual or a group of people with more power, repeatedly and intentionally cause hurt or harm to another person or group through words or actions.

If it was a one off throw away comment then it cannot be deemed as bullying.

No, that isn't the definition of bullying. And what the employer deems as bullying is their decision, since they are the ones who, if it was to go to a tribunal, must defend that position. A one off incident certainly may be bullying. And there has no correlation between "people with more power" and bullying- bullies can be, and often are, people with less "power" (that word itself is meaningless).