Meeting tomorrow how do I put my case across?

n1guy

So I got this new job a month ago, I'm just at end of my months probation and I've a meeting with this boss tomorrow morning which I think is going to be me getting let go.

Long story short I applied for this job as it stated "No experience necessary full training will be provided" the boss saw my CV and thought my previous jobs would carry over to this, realty is it's not comparable, it's like hiring a vet to work as a GP, similar but different kinda thing.

So I got limited training and was let loose, told to do things a certain way which I did, turns out this way was totally wrong, a major !!!!!! up was made costing the firm thousands.

So I'm up in front of the firing squad in the morning which I've been worrying myself silly about all weekend.  How do I handle it? Is it even worth stating my case? I think they need someone to blame and that's looking like me.

TadleyBaggie

Only a week ago you were complaining about the toxic workplace and wanted to leave. So why are you worrying about it?

n1guy

TadleyBaggie said:

Only a week ago you were complaining about the toxic workplace and wanted to leave. So why are you worrying about it?

Why? Because in the last week got notice that our landlord is selling our house. Last thing I'd need tbh.

StevenB12

You can state that you were not giving adequate training to perform the job and this is why the mistake occurred. 

Did you tell them that you didn't feel comfortable doing said task and had not received the training for it? Even if not, there's still a level of accountability on them for failing to provide the necessary training. It also depends on if you told them you could do the job or didn't bring up training as an issue as well. 

If they do let you go, you could go for unfair dismissal if the lack of training was a deciding factor in the mistake that may lose you your job. 

Bobbobbobingalong

StevenB12 said:

If they do let you go, you could go for unfair dismissal if the lack of training was a deciding factor in the mistake that may lose you your job. 

A month into the job??? I think the OP should absolutely not rely on that as a possible remedy.

n1guy

StevenB12 said:

You can state that you were not giving adequate training to perform the job and this is why the mistake occurred. 

Did you tell them that you didn't feel comfortable doing said task and had not received the training for it? Even if not, there's still a level of accountability on them for failing to provide the necessary training. It also depends on if you told them you could do the job or didn't bring up training as an issue as well. 

If they do let you go, you could go for unfair dismissal if the lack of training was a deciding factor in the mistake that may lose you your job. 

I wasn't talking to them tbh, no one talks in that place, it's an odd sort of set up.  I do ask my coworkers but you get one word answers and a go away and leave me alone vibe.  So I've just been bluffing my way through it.  I think it might be a relief if I get let go because it's no fun wondering every day "Am I doing this right" and hoping nothing comes back to bite you on the !!!!!!.

I'm certainly not going unfair dismissal sod that.  Just not a good match I guess is all it is

StevenB12

Bobbobbobingalong said:

StevenB12 said:

If they do let you go, you could go for unfair dismissal if the lack of training was a deciding factor in the mistake that may lose you your job. 

A month into the job??? I think the OP should absolutely not rely on that as a possible remedy.

Unfair dismissal is unfair dismissal whether it's one day or one month into a job

StevenB12

n1guy said:

StevenB12 said:

You can state that you were not giving adequate training to perform the job and this is why the mistake occurred. 

Did you tell them that you didn't feel comfortable doing said task and had not received the training for it? Even if not, there's still a level of accountability on them for failing to provide the necessary training. It also depends on if you told them you could do the job or didn't bring up training as an issue as well. 

If they do let you go, you could go for unfair dismissal if the lack of training was a deciding factor in the mistake that may lose you your job. 

I wasn't talking to them tbh, no one talks in that place, it's an odd sort of set up.  I do ask my coworkers but you get one word answers and a go away and leave me alone vibe.  So I've just been bluffing my way through it.  I think it might be a relief if I get let go because it's no fun wondering every day "Am I doing this right" and hoping nothing comes back to bite you on the !!!!!!.

I'm certainly not going unfair dismissal sod that.  Just not a good match I guess is all it is

If you do get let go and you feel that is the right decision then you have answered your own question really, so I wouldn't worry any more about it. 

If anything, the meeting is a way for you to express how the job isn't right for you which at the worst leaves you on better terms then being let go. 

Bobbobbobingalong

StevenB12 said:

Bobbobbobingalong said:

StevenB12 said:

If they do let you go, you could go for unfair dismissal if the lack of training was a deciding factor in the mistake that may lose you your job. 

A month into the job??? I think the OP should absolutely not rely on that as a possible remedy.

Unfair dismissal is unfair dismissal whether it's one day or one month into a job

Indeed, you might think so, but a month in who are you going to complain to?

StevenB12

Bobbobbobingalong said:

StevenB12 said:

Bobbobbobingalong said:

StevenB12 said:

If they do let you go, you could go for unfair dismissal if the lack of training was a deciding factor in the mistake that may lose you your job. 

A month into the job??? I think the OP should absolutely not rely on that as a possible remedy.

Unfair dismissal is unfair dismissal whether it's one day or one month into a job

Indeed, but who are you going to complain to?

Can easily go through HR..even if the message across the board is to get rid of him what ever the outcome is, they still have a process to follow if he was to complain, also third party. 

There's always a way nowadays.

Singlemummy_2

If this is a probation review then go in with notes against your job description as to why you are / are not performing as that’s what they should be assessing you against.

if It is a training issue then you need to raise that, state dates you asked for training/were told you didn’t need it