Raising a grievance with an ex employer

tyroneshoelaces

I was after some assistance if possible but it is a long shot.
Back in 2016, I was gifted something by my employer at the time. I had been working for the employer for 8 years at the time but the gift I was given was a gift without restrictions which meant that when I received it, I could do whatever I wanted with it. I chose to sell it and whether that is right or wrong, I was well within my rights to do so....I was not breaking the law or any agreements. My employer found out and opened up an investigation. They dragged me through a full investigation whereby I completed removed myself of any wrongdoing by getting expert advice from solicitors and ACAS - this was how I managed to find out that the gift without a restriction was an actual thing. I told my employer of the actual facts and that I had done nothing wrong yet they continued the investigation. I understand that the investigation is nothing more than a process but with the expert and professional advice I had provided them, I expected them to stop the investigation once it had concluded with no further action. Afterall, I had given them everything they needed to show that I was not guilty of any wrongdoing. Despite this, they concluded that disciplinary action was required and I was taken to a disciplinary hearing. The outcome was nothing. No warning of any type, all I was advised to do was speak with the CE who would talk me through the values of the organisation. The entire process dragged on for six weeks in total. I lost weight, didn't sleep and thought I was going to lose my job, even though I knew I had not done anything wrong. 

The meeting with the CE was informal, in fact it was nothing other than a chat but not what I expected, especially after being dragged through a complete disciplinary process. The meeting actually ended with him saying "well ok, that's all done now p*ss off!" Very unprofessional I thought but I was glad to see the end of a very long and drawn out process.
Back then I had a feeling that something wasn't right but I valued them as an employer, it was a good job and it offered me everything I wanted so I didn't want to move and didn't see why I should. Two years on, I eventually left but this whole experience left a bitter taste in my mouth. It also left me feeling anxious, worried and every now and again, the feelings that I experienced back they still creep up on me.
So, I was wondering if I had any scope to perhaps take this further, especially with the way I was treated and the entire process they put me through for no reason at all. 
Thanks

bradders1983

Well the simple answer is no. You are not in the job anymore, and nothing illegal has occurred.
Other than maybe see a therapist to deal with your anxiety, move on.

tyroneshoelaces

I wasn't implying that something illegal had occurred. I was trying to get to the bottom of why drag someone through the entire process and even a disciplinary hearing when the investigation could have been concluded as there was no wrongdoing, which of course there wasn't! the disciplinary hearing was a complete farce and was nothing more than a formality. To me it feels as though the whole point of a disciplinary hearing is to discipline someone with a verbal/written warning etc etc???

Sandtree

The process was the investigation and it concluded that there was no wrong doing hence you were cleared and had a friendly chat with the “CE” after the process was finished.

As has been said, move on or get therapy 

tyroneshoelaces

Sandtree said:

The process was the investigation and it concluded that there was no wrong doing hence you were cleared and had a friendly chat with the “CE” after the process was finished.

As has been said, move on or get therapy 

Hi, yes the investigation is a separate process in a way to the disciplinary hearing. The investigation is nothing more than fact finding essentially to see whether any wrongdoing had been done. With the proof I had given them, they knew that I was well within my rights to do what I did. However, with that information, the investigation could have been concluded that nothing I did was wrong and that no disciplinary action was necessary but they made the decision to initiate the disciplinary hearing based on empty evidence. That dragged things on for another couple of weeks. I went in, sat down, had my meeting and walked out of the disciplinary hearing scratching my head wondering why they felt it was necessary to go through all of that......seems odd.

Takeaway_Addict

Sorry but the employer is wise to fulfill a thorough investigation. Then they can decide to take it to a DH if they wish.
Just because you think it should have stopped earlier I'm afraid is irrelevant 

tyroneshoelaces

Takeaway_Addict said:

Sorry but the employer is wise to fulfill a thorough investigation. Then they can decide to take it to a DH if they wish.
Just because you think it should have stopped earlier I'm afraid is irrelevant 

No, you have completely missed my point. I haven't once said that the investigation should have stopped early. In fact, I was happy for them to go through the entire investigation process as it allowed me to put my side across which I did with the evidence that I had received from professionals. However, once they reached the end of the investigation process and with the evidence that I had provided which was that I had not broken any laws or done anything wrong, the investigation process should have concluded that I should not have been taken to a disciplinary hearing? Afterall, I had done nothing wrong so what would a disciplinary hearing achieve? As it happens, it achieved absolutely nothing because they knew they I had done nothing wrong. 

Undervalued

tyroneshoelaces said:

I wasn't implying that something illegal had occurred. I was trying to get to the bottom of why drag someone through the entire process and even a disciplinary hearing when the investigation could have been concluded as there was no wrongdoing, which of course there wasn't! the disciplinary hearing was a complete farce and was nothing more than a formality. To me it feels as though the whole point of a disciplinary hearing is to discipline someone with a verbal/written warning etc etc???

No.

The investigation is establish if there is a case to answer. A bit like the Crown Prosecution Service decides if there is a cast to put before a court that has a reasonable prospect of conviction.

The disciplinary hearing is to "try" the case by hearing both sides and deciding if the employer has a "reasonable belief" that the misconduct took place. This is like a court hearing both the prosecution and defence and deciding whether guilt has been established "beyond a reasonable doubt". The main difference being that the standard of proof required in a court is far higher.

In either situation, if the person is "convicted" the disciplinary hearing or court moves on to decide what if any sanction / sentence to impose.

warby68

The fact you haven't got over it 4 years later is probably the thing you need help with.
The process was seen through because it was probably a requirement of the company to maintain clear processes and have the result not in doubt. Tick box if you will.
The truth is probably that you hacked off the boss and went against the company values and they hoped to make you see that at least.
Not being legally or technically in the wrong doesn't make you 100% in the right where values/conduct are concerned.
I doubt there is any mileage in pursuing the handling of a process which actually cleared you and where you felt comfortable enough to stay for a further 2 years.

robatwork

You gave them a slap in the face.
They gave you a slap in the face.
End of.

Let's say you raised a grievance. You'll end up in more hearings, investigations, tribunals. You'll (your words) not sleep, be anxious and lose weight. What can you possibly gain? What have you lost? If you have a nasty taste in your mouth suck a Fisherman's Friend.

Potbellypig

How much would make the anxiety go away?