Grounds for appeal on Final Written?

kcchiefette

Hi all

Just a bit about the situation.
I had failed part of a process in work. I had followed for the most part, but had missed a part out when writing a handover at the end of my shift for the next manager in

I have admitted accountability for this and admitted my mistake.

However, the other manager involved had also failed part of the process (same situation) which led to and escalation of the issue lasting several days. She didn't follow instruction and also breached process.

I was taken to investigation and subsequently disciplined for the part of the process that I had missed. The other manager has not even been investigated, despite a breach in the same case brought against me.

My disciplinary policy states its for "fairness and consistency" and that no action will be taken until each case has been fully investigated and in this case I feel that neither of those has been done. Essentially I have a final written and another manager has not even been asked a single question about it. I also have a clear record with no past warnings on file for 4 years.

What route do I take? Do I have grounds for appeal based on the above?
I was considering a grievance for unfair treatment on my line manager but also don't know if I have grounds.

Thanks

TELLIT01

Are you certain the other party hasn't been disciplined? It may have happened without you being aware of it. A final written warning suggests that there have been other breaches of procedure, although it is possible to go straight to final warning if the issue is severe enough to warrant that.

kcchiefette

Certain that the other has not been disciplined as she was shocked that I had got sent for one.

I was given a final as it was gross misconduct in which you go straight to final, there's no lower sanctions other than informal action (documented feedback) or no action taken.

lincroft1710

There may be good reason why the manager wasn't disciplined.

kcchiefette

They have breached the exact same process. There would be no reason to not investigate at the very least.

jonnygee2

I was taken to investigation and subsequently disciplined for the part of the process that I had missed. The other manager has not even been investigated, despite a breach in the same case brought against me.

My disciplinary policy states its for "fairness and consistency" and that no action will be taken until each case has been fully investigated and in this case I feel that neither of those has been done.

I would read the disciplinary policy as meaning no action will be taken until strictly related cases are investigated. For example two harassment cases against the same person, or two different versions of the same story.

In your case, though, it doesn't seem the two breaches are related in the strictest sense. You messed up, took responsibility for it (a good move which probably saved your job!), and you were disciplined for your breach. So, I can't see any grounds for appeal, even though it seems unfair, the other manager's breach wouldn't affect the outcome of your own.

lincroft1710

Probably senior management believe your action/inaction caused the other manager to fail. Which is not saying that their failing was your fault, just that's how it may appear.

kcchiefette

Thanks for replying.

That's what I was wondering - a breach is still a breach and if the investigation was just concerning my own or the entirety of the situation.

I am furious - think it is very unfair. I am struggling as to how I can continue a good working relationship with my boss who picks and chooses who to investigate and not investigate. At the same time, I don't want to cause a nasty work environment.

Do you think I should approach him directly and ask? Or go down a grievance route. I really don't feel as though the situation has been dealt with fairly.

kcchiefette

Just some context - I was supposed to unblock a customer number for somebody to call back.

The other breach for the other manager was failing to remove the offending advisor from dialling and not investigating them immediately - which is also in the process - they cannot be allowed to continue their work without investigation due to risk associated. I had detailed that the advisor needed to be removed in an email i sent (i was off the day the advisor was back in)

I work in call center by the way.

jonnygee2

I am furious - think it is very unfair. I am struggling as to how I can continue a good working relationship with my boss who picks and chooses who to investigate and not investigate. At the same time, I don't want to cause a nasty work environment.

Do you think I should approach him directly and ask? Or go down a grievance route. I really don't feel as though the situation has been dealt with fairly.

I completely understand. A feeling of unfairness at work is one of the most demotivating factors in the workplace (or anywhere).

But, I think you should deal with your anger internally first. Anger is never a good place to start from. Whenever you go through disciplinary there will be a range of emotions, but ultimately you need to put it behind you as quickly as possible. If unhappy, look to move on in the not too distant future.

I don't think I'd either approach the boss or submit a grievance. It's over, your grievance isn't likely to be repealed, you've nothing to gain.

lincroft1710

jonnygee2 wrote: »

I completely understand. A feeling of unfairness at work is one of the most demotivating factors in the workplace (or anywhere).

But, I think you should deal with your anger internally first. Anger is never a good place to start from. Whenever you go through disciplinary there will be a range of emotions, but ultimately you need to put it behind you as quickly as possible. If unhappy, look to move on in the not too distant future.

I don't think I'd either approach the boss or submit a grievance. It's over, your grievance isn't likely to be repealed, you've nothing to gain.

Agree with this especially final 4 words.