Employee Disciplinary

Manxman_in_exile

how are you covering the losses?




I thought the Post Office was quite draconian re money being lost

Les79

comeandgo wrote: »

Are you absolutely certain the problems are errors and not theft. Errors would mean the figures would be up and/or down not always down.

Indeed, that's quite a lot of money to be losing on a till!!



Though not confident that errors could go either way... A customer being undercharged will rarely say anything but boy will they say something if overcharged. There'd likely have to be some "abstract" element to it. For example, when I worked in a bookies it was possible to accept a £100 bet but scan it for £10 only. The till would show as £90 up, though much of the time it was £0 (because it was a scam and the cashier pocketed the difference if the bet lost).

Genuineguy03

You can't just dismiss someone just like that. You have to go down capability route and consider what reasonable adjustments you as an employer can make to enable her to remain in employment prior to dismissing her on capability.

You say she has dementia and her colleagues confirmed this. If she does, then you are putting yourself in a risky position legally if you dismiss her as per how your thinking of doing.And could face an unfair dismissal or disability discrimination claim

If the issue is financial discrepancies from her use of the till. Then take her off till duties (as others suggest). But inform her, in private first, your reasons being your concern her mental health is the course and the company can't afford to loose so much money, but at the same time you think she is a credit to you and the company and you don't want to loose her as an employee. She might then agree to your taking her off till duties.

So I'd suggest you invite her and her husband/partner/son/daughter in for an infornal chat. As having a family member there with her would help her, but also help you. And it maybe the family don't know how much her dementia is effecting her at work. But do not, under any circumstance talk with her family behind her back as that be breach of confidentiality and data protection.

Her anxiety could be a result of her dementia and she may be feeling anxious given the current issues with her till use as well. So solving one issue may solve the rest.

nicechap

RPO101 wrote: »

Thank you all for your replies.

The business is a post office. There is not any other position which would not require handling money.

Business currently has 4 employees.

In terms of disciplinary, capability and redundancy plans - well it's all new to me. This is my first business and as the former owner had said all of the staff are excellent and you wont have any problems, we were not anticipating problems of this magnitude.

There is a post master support line to get free legal advice, sometimes, depending on who you get through to, they can be a little unhelpful about what to do practically, hence writing here

Get onto your local NFSP rep asap. You are personally liable for losses to Post Office Ltd and if losses continue you will lose your contract for services. And if its found during an unannounced audit, you'll lose it straight away.

Stop confusing matters, Retire her, its the simplest option or give her notice. Either way is cheaper than losing your business.

Forget about disciplinary or capability or making adjustments.

NeilCr

Genuineguy03 wrote: »

You can't just dismiss someone just like that. You have to go down capability route and consider what reasonable adjustments you as an employer can make to enable her to remain in employment prior to dismissing her on capability.

You say she has dementia and her colleagues confirmed this. If she does, then you are putting yourself in a risky position legally if you dismiss her as per how your thinking of doing.And could face an unfair dismissal or disability discrimination claim

If the issue is financial discrepancies from her use of the till. Then take her off till duties (as others suggest). But inform her, in private first, your reasons being your concern her mental health is the course and the company can't afford to loose so much money, but at the same time you think she is a credit to you and the company and you don't want to loose her as an employee. She might then agree to your taking her off till duties.

So I'd suggest you invite her and her husband/partner/son/daughter in for an infornal chat. As having a family member there with her would help her, but also help you. And it maybe the family don't know how much her dementia is effecting her at work. But do not, under any circumstance talk with her family behind her back as that be breach of confidentiality and data protection.

Her anxiety could be a result of her dementia and she may be feeling anxious given the current issues with her till use as well. So solving one issue may solve the rest.

Just to be clear

Are you suggesting that an employer should take an employee aside and have a conversation with her about her mental health (she has dementia?) based on what the employer and her colleagues think without any medical evidence?

And bring in a family member to discuss the possible dementia?


Op.

Please take qualified legal advice as others have said

Genuineguy03

When you say post office. Do you not have shelves with stock on them that can be replenished, rotated (if have sell by dates), faced up to make presentable, cleaned so dust doesn't damaged stock and etc etc?

Genuineguy03

Yes, informally expressing such concern privately with the employee is not unlawful. And would likely lead to some clarity as to if she does or doesnt have dementia. Off course the OP would have to approach the subject carefully and supportively, to as to not upset the employee.

Also if they is concern an employee is suffering from a mental health or physical condition that hasn't been disclosed directly to the employer, the employer under their duty of care obligations has a duty to investigate in order to protect the health and well being of said employee. Failing to act on such suspicion/concern about there employees mental health could be deemed a breach of their duty of care obligations.

[Deleted User]

Genuineguy03 wrote: »

Yes, informally expressing such concern privately with the employee is not unlawful. And would likely lead to some clarity as to if she does or doesnt have dementia. Off course the OP would have to approach the subject carefully and supportively, to as to not upset the employee.

Also if they is concern an employee is suffering from a mental health or physical condition that hasn't been disclosed directly to the employer, the employer under their duty of care obligations has a duty to investigate in order to protect the health and well being of said employee. Failing to act on such suspicion/concern about there employees mental health could be deemed a breach of their duty of care obligations.

Here we go again

JCS1

How are you going to contact the employee's close family? Using an emergency contact for anything other than an emergency would be a breach of data?

Takeaway_Addict

Genuineguy03 wrote: »

When you say post office. Do you not have shelves with stock on them that can be replenished, rotated (if have sell by dates), faced up to make presentable, cleaned so dust doesn't damaged stock and etc etc?

So thats one hour a week sorted......