Some advice needed fairly quickly

workadviceneeded2019

Hello all,

I am working for a company for which I was suspended 10 days ago, I have not faced any disciplinary process as of yet just a fact finding interview.

I have two issues:

I am on holiday from tomorrow until the 27th ( work know this ) and they stated they would have something out to me as to whether they needed a meeting or not by today- I have not received anything- as they know I am away am I able to now put off a meeting if indeed it will be on the 27th/28th ( I am going to email tomorrow to say I have not received anything ) as I wont now get any of the paperwork for it until the evening of boxing day when I arrive back? Is there a minimum time I should have to prepare

In addition ( and more importantly imo ) I have been told in writing that this is a process that will remain confidential, however I have discovered - I must stress I have contacted no-one- from messages sent to me that staff are aware of the suspension and of details of some of the confidential information within the fact finding meeting even those that have no contact at all with my department, to be honest this has put me to a level that I do not even want to return to work there anymore- although I am confident I have fully cleared my name

I was just wondering if someone could advise my next steps, I am under 2 years working there so is there even anything I can do?

Comms69

workadviceneeded2019 wrote: »

Hello all,

I am working for a company for which I was suspended 10 days ago, I have not faced any disciplinary process as of yet just a fact finding interview. - Excellent. Out of curiosity, did you do it?

I have two issues:

I am on holiday from tomorrow until the 27th - as in you have booked annual leave? ( work know this ) and they stated they would have something out to me as to whether they needed a meeting or not by today- I have not received anything- as they know I am away am I able to now put off a meeting if indeed it will be on the 27th/28th - what do you mean put off? If you have booked annual leave, then they cannot hold a meeting at that time. But obviously any day you aren't on leave would be an eligible date. ( I am going to email tomorrow to say I have not received anything ) as I wont now get any of the paperwork for it until the evening of boxing day when I arrive back? Is there a minimum time I should have to prepare - no.

In addition ( and more importantly imo ) I have been told in writing that this is a process that will remain confidential, however I have discovered - I must stress I have contacted no-one- from messages sent to me that staff are aware of the suspension - obviously. You aren't there. and of details of some of the confidential information within the fact finding meeting even those that have no contact at all with my department - people talk. Unless you can pin point a single person who has definitely breached policy, that's just life. , to be honest this has put me to a level that I do not even want to return to work there anymore- although I am confident I have fully cleared my name - That's your choice

I was just wondering if someone could advise my next steps, I am under 2 years working there so is there even anything I can do?

No. Infact with less than two years, you're lucky they didn't just dismiss you for no reason.


Suspension is a neutral act. They seem to have followed a broadly fair process.

nicechap

workadviceneeded2019 wrote: »

Hello all,

I am working for a company for which I was suspended 10 days ago, I have not faced any disciplinary process as of yet just a fact finding interview.

I have two issues:

I am on holiday from tomorrow until the 27th ( work know this ) and they stated they would have something out to me as to whether they needed a meeting or not by today- I have not received anything- as they know I am away am I able to now put off a meeting if indeed it will be on the 27th/28th ( I am going to email tomorrow to say I have not received anything ) as I wont now get any of the paperwork for it until the evening of boxing day when I arrive back? Is there a minimum time I should have to prepare

In addition ( and more importantly imo ) I have been told in writing that this is a process that will remain confidential, however I have discovered - I must stress I have contacted no-one- from messages sent to me that staff are aware of the suspension and of details of some of the confidential information within the fact finding meeting even those that have no contact at all with my department, to be honest this has put me to a level that I do not even want to return to work there anymore- although I am confident I have fully cleared my name

I was just wondering if someone could advise my next steps, I am under 2 years working there so is there even anything I can do?

As you are confident of clearing your name, you can stay and see out the process. Getting a letter before or after your leave should not materially affect the outcome, only your preparation.

If you really don't fancy staying there you are free to leave having given notice, what any reference may say could include that you left whilst being investigated/ suspended.

As Comms says, with less than 2 years service you could be dismissed without any recourse.

Resigning may affect your ability to claim benefits.

If confidentiality has been broken you can be happy that it wasn't you that broke it. Just don't rise or react to it, let others gossip.

Without knowing the ins and outs of your case, I'd be inclined to sit it out.

workadviceneeded2019

Hi,

Many thanks for the replies,

In relation to the first point the reason I was asking is I had read it is advised to give an employee 3 days notice to prepare a defence/ have someone represent me - if indeed it gets to this stage- as I will be on holiday this will not be possible for me

On the second issue, I was not clear, I received a letter from work stating they due to the personal nature of the details given ( personal info ) it will be said in the office that " I am away due to family issues" I agreed to this, the confidential info that has been given out is of a personal nature which is why its uncomfortable, it is equally hard as its the second time in less than a month after I informed my line manager that I was 6 weeks pregnant but it needed to remain confidential as I have had previous issues in pregnancies and I wanted to wait until I had my scan, imagine my shock when he announced it at my full team meeting 2 days later

When I email tomorrow am I okay to clarify the meeting date if its been arranged but at the same time stress that I am unhappy that personal confidential info has been revealed- or is this likely to just cause more issues further down the line?

getmore4less

If people have messaged you there is the option to forward those to the relevant person for them to investigate.

You don't have to prove anything.

If the trust has gone and you want out blow the trust issue wide open.

workadviceneeded2019

Thanks for the continued replies, can I ask a slightly different question, do I have a right to ask for my one to one notes/ catch up meeting notes as these would give me instantly the defence I need if needed - not sure if it is yet

Les79

Is it not unconceivable that the people who know are RELEVANT people? Ie the ones who simply need to know as part of this fact-finding investigation. Either the people undertaking it, or the people who are being interviewed to corroborate or refute your case?


It is a bit unfortunate when personal issues collide with allegations, because this sort of stuff has to be brought up if it has any relevance! But I'd expect SOME people to know about your personal issues as a result.

TELLIT01

Sad to say but in most places I worked staff confidentiality was a joke. The places leaked like sieves as far as containing private information was concerned. At one place the Finance Director actually started a conversation with me by saying "I'm not supposed to tell anybody but..." When leaks start at that level what hope is there? Following that conversation I heard the subject being discussed by other staff members so I went straight back in to see the FD to let them know it was all round the office and hadn't come from me. He was totally unconcerned by the entire episode.
As the OP is confident that they are not at fault there is no reason to worry about returning to work. At the end of the process, assuming the OP is cleared, I would actually request that an e-mail go out to the effect that people may have heard that certain allegations were made against x. They have been fully investigated and found to be totally groundless. The matter is now closed.

workadviceneeded2019

Thanks for the reply, I may well do that, it is just so annoying due to the nature of it all

Can I ask do you know about whether if it goes to disciplinary I can ask for my one to one notes/ relevant emails or are they not duty bound to provide them?

Savvy_Sue

Surely you've already been given your 1:1 notes? Are you saying that because you're not in the office you don't have access to them, or to emails? That would be a reasonable request.

SandraX

workadviceneeded2019 wrote: »

Thanks for the continued replies, can I ask a slightly different question, do I have a right to ask for my one to one notes/ catch up meeting notes as these would give me instantly the defence I need if needed - not sure if it is yet

Dear OP

If you have done nothing wrong, or feel you were set up to fail, contact ACAS, ASAP. They are very good. IMO, you are a victim and appear to have been undermined and marginalised.

ATB