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Appeal is on Monday, first they allocated the appeal to the senior manager who recieved the complaint from the other company. Obviously a no go.
Also the union has found out that there was no complaint from the other company. Someone at my company has fabricated the "fact" that there was an email of complaint - hence why it could not be produced - obviously this raises *alot* of issues.
The issue with the manager giving the disciplinary is ongoing and will hopefully be resolved. Will update when more stuff happens.
Also the union has found out that there was no complaint from the other company. Someone at my company has fabricated the "fact" that there was an email of complaint - hence why it could not be produced - obviously this raises *alot* of issues.
The issue with the manager giving the disciplinary is ongoing and will hopefully be resolved. Will update when more stuff happens.
folos said:
Appeal is on Monday, first they allocated the appeal to the senior manager who recieved the complaint from the other company. Obviously a no go.
Also the union has found out that there was no complaint from the other company. Someone at my company has fabricated the "fact" that there was an email of complaint - hence why it could not be produced - obviously this raises *alot* of issues.
The issue with the manager giving the disciplinary is ongoing and will hopefully be resolved. Will update when more stuff happens.
How did the union find out this information and is it an irrefutable fact. If that's the case I reckon that is a good case for gross misconduct and dismissal for that manager!Also the union has found out that there was no complaint from the other company. Someone at my company has fabricated the "fact" that there was an email of complaint - hence why it could not be produced - obviously this raises *alot* of issues.
The issue with the manager giving the disciplinary is ongoing and will hopefully be resolved. Will update when more stuff happens.
elanfan said:
How did the union find out this information and is it an irrefutable fact. If that's the case I reckon that is a good case for gross misconduct and dismissal for that manager!
I'd assume that the union are also in at the other bus company too, so a word in someone's ear has happenedA company need not receive any complaint to take action. A question they can ask, and seek to answer, is whether the conduct brings the company into disrepute.
If a manager has lied about a complaint however, that is an interesting turn of events and I assume a formal grievance will be lodged in respect of that individual (if you happen to know who they are and are aware of any reason why they might do such a thing, that would be helpful too).
If a manager has lied about a complaint however, that is an interesting turn of events and I assume a formal grievance will be lodged in respect of that individual (if you happen to know who they are and are aware of any reason why they might do such a thing, that would be helpful too).
elanfan said:
J&J
Do you think if there is evidence that the manager had lied about the complaint and that is malicious in nature he's at risk of a gross misconduct case?
A malicious complaint of that nature would sound like a matter which could result in disciplinary action. Dismissal could be possible - breach of trust and confidence in the employee. Do you think if there is evidence that the manager had lied about the complaint and that is malicious in nature he's at risk of a gross misconduct case?
What would be especially interesting would be if the OP was an individual who had raised any form of grievance against said person previously. A company should always look to see if there is an ulterior motive in any complaint...
It's still ongoing, appeal upheld the decision on blatantly bulls
t reasons.
It's almost certainly going to an employment tribunal now (nobody else left in the company to deal with it) where everything will come out in the wash, i'd rather not say any more about what happened at the appeal for obvious reasons. The company has had every opportunity to avoid this and they're going to come away very, very red faced indeed..
t reasons.It's almost certainly going to an employment tribunal now (nobody else left in the company to deal with it) where everything will come out in the wash, i'd rather not say any more about what happened at the appeal for obvious reasons. The company has had every opportunity to avoid this and they're going to come away very, very red faced indeed..
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