Curriculum vitae and dismissal for gross misconduct

sangie595

Chuckie99 wrote: »

I was a Team Leader in chocolate factory. This position is nothing special and it wasn't that hard to get it. I wouldn't mind getting a job which is not in production/warehousing sector.

I thought, while applying to different type of job, I could say that I'm looking for a change, different career path. That would make sense and be less suspicious, if I was still employed.

Reference for a Team Leader (in my opinion) doesn't matter that much in Decontamination Technician application but if I was unemployed that would potentially raise some questions why and lead to them finding out about gross misconduct. Employer not necessarily need to get references because it's just different type of job.

I'm not a big deal, Mr Successful. I'm on very beginning of food chain.

My thought process is probably wrong but hey.. I'm here to learn!

I can see you've learned loads from being dismissed for gross misconduct, and are certainly on the way up. Or on the way out. One of the two, anyway....

ohreally

What did you do and why are your hopes high on overturning the decision to terminate your employment? Do you have evidence that wasn't available at the disciplinary hearing?

Craig1981

references will contain role, dates of employment and reason for leaving. it will state your employment ended under gross mis conduct, but will not go into any more detail than this.

as previous posters have said, the date they have paid you to, is the date your employment ended.

appealing will take a week or two, if going through tribunal, you looking at a good 6 months. if overturned or settled outside, then you can stipulate the GM marker to be removed for future referencing

so, on your CV/applications, tell them reasons for leaving, and state it is under appeal/investigation. reasons for dismissal can then be discussed more at interview stage

Brummie85

Lying on your CV about problems in previous employment is a massive no no.

I know someone who worked hard, passed their nursing qualifications and then found her first real world position to be difficult. She made a mistake under pressure, got a telling-off and decided that they had it in for her, so she quit after a few months.

She moved to another position in another trust. But didn't put down her earlier employment, because she felt it was so short that it didn't matter. They checked, found out the story and sacked her for misconduct.

directdebiter

Tell them you are not currently employed. It may make you more employable anyway as you can start quickly and otherwise they will ask about the notice period. But be honest as to why you left if they ask the question.

Comms69

Brummie85 wrote: »

Lying on your CV about problems in previous employment is a massive no no.

I know someone who worked hard, passed their nursing qualifications and then found her first real world position to be difficult. She made a mistake under pressure, got a telling-off and decided that they had it in for her, so she quit after a few months.

She moved to another position in another trust. But didn't put down her earlier employment, because she felt it was so short that it didn't matter. They checked, found out the story and sacked her for misconduct.

That would not normally be as much an issue. But in nursing... different story.

Gavin83

Chuckie99 wrote: »

I was a Team Leader in chocolate factory. This position is nothing special and it wasn't that hard to get it. I wouldn't mind getting a job which is not in production/warehousing sector.

Let me guess, you got the sack for falling in the chocolate river and getting stuck in the extraction pipe?

Ozzuk

It isn't 'if I was unemployed' you are unemployed. That may change with appeal but it is your current status.

Nookie5

Brummie85 wrote: »

Lying on your CV about problems in previous employment is a massive no no.

I know someone who worked hard, passed their nursing qualifications and then found her first real world position to be difficult. She made a mistake under pressure, got a telling-off and decided that they had it in for her, so she quit after a few months.

She moved to another position in another trust. But didn't put down her earlier employment, because she felt it was so short that it didn't matter. They checked, found out the story and sacked her for misconduct.

How did they even find out? If you fill in a P60 no one should know unless someone from your previous job badmouthed you to your new employer. I don't think different trusts shares employee database details with each other.

Potbellypig

Craig1981 wrote: »

references will contain role, dates of employment and reason for leaving. it will state your employment ended under gross mis conduct, but will not go into any more detail than this.

as previous posters have said, the date they have paid you to, is the date your employment ended.

appealing will take a week or two, if going through tribunal, you looking at a good 6 months. if overturned or settled outside, then you can stipulate the GM marker to be removed for future referencing

so, on your CV/applications, tell them reasons for leaving, and state it is under appeal/investigation. reasons for dismissal can then be discussed more at interview stage

Incorrect information given.