Bonus is suspended

brightondave

Hi   I wonder if anybody can tell me how I stand on this particular situation?
I was informed about 10 days ago by my manager that the company would be paying everybody a thankyou Xmas bonus, possibly £1000, taxed in your wages.
Today I was informed the reason that I hadn't received the company letter (that everybody apart from me had received) advising everybody how much they would get was because payroll had been asked to suspend my bonus awaiting the decision on a disciplinary meeting that I would be the subject of, that I was unaware of, not having received an email or a letter stating when this would take place or what it concerned?
I have never received a verbal or written warning over the 8 year period I have worked for them. They do state that people would not receive the payment if they were on long term sick, made redundant or the subject of a disciplinary?
Are they being a bit previous and jumping the gun on this suspension? As I have not received any letter or been advised of any date or reason for the meeting.
Do I have  based on the facts stated above, any recourse or have any leg to stand on over this?
You considered replies are appreciated. Thankyou.

oh_really

 I have yet to come across any individual, both as a steward and officer, who had no idea of the circumstance behind either an investigation or disciplinary hearing being convened. You refer to suspension, if that wasn't an error, you should have been made aware at the time.

DCFC79

Id be wanting to know what on earth you've done to warrant a disciplinary. 
Any chance they have you confused with someone else ?

brightondave

Apparently I'll find out when I get there at whatever date and time is set.
Regarding the bonus suspension? Are they being a bit previous and unlawfully as not yet had letter yet?

oh_really

brightondave said:

Apparently I'll find out when I get there at whatever date and time is set.
Regarding the bonus suspension? Are they being a bit previous and unlawfully as not yet had letter yet?

O’Farrill v New Manage Ltd

The employer is required to set out the allegations to you beforehand so enable you to prepare your case. You should not be ambushed.

You should be provided with their case against in addition to their evidence beforehand, plenty of case law supporting.

They should not rely on evidence from one source without corroboration.  Doyle v European Trade Exhibition Services Ltd

I'd be inclined to remain silent for the moment, let them bring it on. Do you still maintain you are unaware of any issues whatsoever.

You are in a union?

General_Grant

It doesn't sound as though you have a contractual right to the bonus and therefore they wouldn't have to pay it to you.

brightondave

oh_really said:

brightondave said:

Apparently I'll find out when I get there at whatever date and time is set.
Regarding the bonus suspension? Are they being a bit previous and unlawfully as not yet had letter yet?

O’Farrill v New Manage Ltd

The employer is required to set out the allegations to you beforehand so enable you to prepare your case. You should not be ambushed.

You should be provided with their case against in addition to their evidence beforehand, plenty of case law supporting.

They should not rely on evidence from one source without corroboration.  Doyle v European Trade Exhibition Services Ltd

I'd be inclined to remain silent for the moment, let them bring it on. Do you still maintain you are unaware of any issues whatsoever.

You are in a union?

oh_really said:

brightondave said:

Apparently I'll find out when I get there at whatever date and time is set.
Regarding the bonus suspension? Are they being a bit previous and unlawfully as not yet had letter yet?

O’Farrill v New Manage Ltd

The employer is required to set out the allegations to you beforehand so enable you to prepare your case. You should not be ambushed.

You should be provided with their case against in addition to their evidence beforehand, plenty of case law supporting.

They should not rely on evidence from one source without corroboration.  Doyle v European Trade Exhibition Services Ltd

I'd be inclined to remain silent for the moment, let them bring it on. Do you still maintain you are unaware of any issues whatsoever.

You are in a union?

Not in a union
HR did say there would be a letter in the next day or two sent to my home address, so will post to you the contents when I get it.
Thankyou

74jax

Do you have zero idea on this, not even a slight idea?
It must have happened a few weeks back in order for your manager to start proceedings, it to go to his manager to stop the bonus, to then make it's way to Payroll etc. 
Thinking back is there nothing that springs to mind? 
I'd be more worried about that, and they have mixed you up, than the bonus. 

brightondave

About 2 weeks ago I as part of my job out on the road was asked to totally divert my route and collect from a certain depot which kind of got in the way of my last 2 deliveries, so I decided that I would do one of the last drops on the way and then divert up to where they wanted me to be.   The manager found out and took exception to this, as he rang me when I was on route to ask where I was, crazily as he was at the place that I was diverting to and he could bring the collection back himself, so it would have been a wasted journey for me anyway.  So the upshot I believe is that he wants to set an example of me, involve HR in a face to face meeting with him and me to get the situation logged.   Hope this enlightens you.    Thankyou

TELLIT01

It certainly is possible to be totally unaware that a disciplinary investigation is underway.  It happened to me many years ago.  I was asked to stay on after my shift because my manager wanted to speak to me.  Nothing unusual there as I often did additional work and I assumed that would be the reason.  I got the shock of my life when I was told of certainly extremely serious allegations which had been made against me.  Shocked but not worried as I knew there was absolutely no basis for the allegations.  I actually heard nothing more about it but another staff member did leave rather suddenly a couple of days later.

elsien

You also need to be clear on whether the proposed meeting is an investigation or a disciplinary meeting. Different processes, different rights.
If you haven't received a copy of the company's disciplinary procedure you need to request it so you've got a clear idea of what you need to do and when.