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Professional advice needed please
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I mentioned bullying and constructive dismissal only because it happens. It is also not obvious but I have seen it happen to people and you don't realise at the time. Maybe the manager has been making life a little more difficult for this employee over the past few months not by shouting and calling her names but just little things, then by doing this she has had enough and quits - which reading the mothers comments would appear to be the case.
If the company do not handle their policies correctly - then you may find that it could be deemed that she quit because of this and therefore it is constructive dismissal.
If you are asked to go to a disciplinary meeting, you have the right to be accompanied by:
a colleague
a trade union representative, or
an official employed by a trade union.
You don't have a right to bring anyone else. You can ask your employer if someone else can accompany you, but they don't have to agree to this. They may have a policy of allowing a wider range of people to come with you.
The person who comes with you is called your companion.
This only applies to a formal meeting an informal meeting doesn't apply
Formal Meeting
The letter asking you to go to the meeting should give you enough information to know why your employer has invited you to it. If they have any evidence, for example, of misconduct or your lack of ability, they should let you have this beforehand. They should give you enough time to consider it and find evidence in support of your case. Your evidence can include witnesses.
If your employer has not given you any evidence, you should ask them for it. If you need more time to consider the evidence they have given you, you can ask for the meeting to be postponed so you have extra time. The amount of time you ask for should be reasonable.
- So therefore obtaining evidence that it is standard practice for the company stores to hand out the rub is common practice is relevant.0 -
If
"It's a common practice for staff to take some of this"
they may be wanting to make an example or to at least try and stop this practice.0 -
Haldon_Forest wrote: »I mentioned bullying and constructive dismissal only because it happens. It is also not obvious but I have seen it happen to people and you don't realise at the time. Maybe the manager has been making life a little more difficult for this employee over the past few months not by shouting and calling her names but just little things, then by doing this she has had enough and quits - which reading the mothers comments would appear to be the case. - so there is no bullying?
If the company do not handle their policies correctly - then you may find that it could be deemed that she quit because of this and therefore it is constructive dismissal. - only if she first went through the internal grievance process.
If you are asked to go to a disciplinary meeting, you have the right to be accompanied by:
a colleague
a trade union representative, or
an official employed by a trade union.
You don't have a right to bring anyone else. You can ask your employer if someone else can accompany you, but they don't have to agree to this. They may have a policy of allowing a wider range of people to come with you.
The person who comes with you is called your companion.
This only applies to a formal meeting an informal meeting doesn't apply
Formal Meeting
The letter asking you to go to the meeting should give you enough information to know why your employer has invited you to it. If they have any evidence, for example, of misconduct or your lack of ability, they should let you have this beforehand. They should give you enough time to consider it and find evidence in support of your case. Your evidence can include witnesses.
If your employer has not given you any evidence, you should ask them for it. If you need more time to consider the evidence they have given you, you can ask for the meeting to be postponed so you have extra time. The amount of time you ask for should be reasonable.
- So therefore obtaining evidence that it is standard practice for the company stores to hand out the rub is common practice is relevant.
Except it’s not relevant if it’s against policy.
But well done for correcting yourself.0 -
Nothing more heard today except that CCTV footage was requested of daughter's partner handing her the bag. No paperwork at all has been given to my daughter after meeting saying she was under investigation..is this normally the case?
Officially, if she had clocked out and was shopping in store, would she then become a 'customer'? If so, Several staff have told management that whenever a customer buys meat at the butchery counter or pre-packed, the appropriate rub is given out free.
Re bullying, as far as I know, she has clashed a couple of times with the junior manager who said about searching her, but nothing serious.0 -
Just to make things clear, she has not been suspended and has carried on working normally. Today and yesterday she worked on the meat counter for several hours alone...sounds a bit contradictive to me.0
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