Disiplinary hearing

General_Grant

Juneyggg said:

I asked if anyone had a similar experience, I wanted to find out how it went for them,so far no one has said they have.
As for advice ,I have handled it all correctly from start to finish following acas guidelines and union advice as I am capable enough myself to read a company's disuplinary procedure etc and also understand they haven't followed their own procedure,so again as stated I wondered if anyone had a similar experience. 

That's not what your opening post asked.
You originally wrote
"Hi,
"Can anybody clarify if you have an investigation meeting and a disiplinary hearing,should I  agree the minutes and can at investigation stage a comment was made stating they thought I was guilty.
"Are they allowed to do this ???."

Juneyggg

Yes and no one has clarified that, but if you look at acas ,it tells you it should be agreed at each stage,this didn't happen,hence why I asked if anyone had anything similar happen to them

Billy_B_North

Juneyggg said:

No more comment please as nobody has given an answer to the original question. 

That’s not how it works.
No-one’s given you the answer that you want, but that’s because what you want is for someone to tell you that you have some kind of get out of jail free card, which you don’t.
Rather than developing an attitude about it you’d be better served by reflecting on why this happened, learning from it, and looking for a new job.

Juneyggg

Cheers for your input, however I will ignore it.
I haven't done anything wrong in the first place so I will prove my innocence. 

elsien

Other posters have already said this, but you really need to let go of the whole “proving my innocence” thing.
Perfectly reasonable thing to want to do, but it’s not what the disciplinary/appeal procedure is about as such. It’s about an employers reasonable presumption, not about innocence or guilt. 

Getting over-focussed on something that isn’t necessarily achievable in the sense that you want it to be may be preventing you from seeing the bigger picture and could end up backfiring on you.

Undervalued

elsien said:

Other posters have already said this, but you really need to let go of the whole “proving my innocence” thing.
Perfectly reasonable thing to want to do, but it’s not what the disciplinary/appeal procedure is about as such. It’s about an employers reasonable presumption, not about innocence or guilt. 

Getting over-focussed on something that isn’t necessarily achievable in the sense that you want it to be may be preventing you from seeing the bigger picture and could end up backfiring on you.

^^^^^^ This, a hundred times over.

Plus, even if this were to go to an employment tribunal and the OP were to win on a technicality that can sometimes be the worst of all worlds.

She would have had all the stress of getting that far.

She would get little if any compensation.

Plus it would be public knowledge and would be a big red flag to many potential employers.

If, technicalities aside, the OP has genuinely been unfairly dismissed and is likely to get a worthwhile amount of compensation that is another matter. Many (but not all) decent potential employer may look more favourably on that as it would be clear that the OP had suffered a genuine wrong.   A technical win and little or no compensation says "Trouble Maker" a bit like winning a libel case and being awarded a penny in damages!
 

Billy_B_North

Undervalued said:

elsien said:

Other posters have already said this, but you really need to let go of the whole “proving my innocence” thing.
Perfectly reasonable thing to want to do, but it’s not what the disciplinary/appeal procedure is about as such. It’s about an employers reasonable presumption, not about innocence or guilt. 

Getting over-focussed on something that isn’t necessarily achievable in the sense that you want it to be may be preventing you from seeing the bigger picture and could end up backfiring on you.

^^^^^^ This, a hundred times over.

Plus, even if this were to go to an employment tribunal and the OP were to win on a technicality that can sometimes be the worst of all worlds.

She would have had all the stress of getting that far.

She would get little if any compensation.

Plus it would be public knowledge and would be a big red flag to many potential employers.

If, technicalities aside, the OP has genuinely been unfairly dismissed and is likely to get a worthwhile amount of compensation that is another matter. Many (but not all) decent potential employer may look more favourably on that as it would be clear that the OP had suffered a genuine wrong.   A technical win and little or no compensation says "Trouble Maker" a bit like winning a libel case and being awarded a penny in damages!
 

I think she’d do herself a real favour if instead of expecting the company to do things her way she just put some effort into doing her job well, and making herself an asset rather than a problem.

I’ve had to manage people like the OP out before, and it’s a real waste of everyone’s time.