Joining a union with an existing issue?

[Condi]

Can anyone point me in the direction of help with an issue at work regarding a disciplinary hearing please? It seems unions will only help if you join ahead of having a problem, which is fair enough, but are there any alternatives other than employment lawyer? Which is obviously a bit expensive!

[edc]

You can try ACAS and CAB.

[anothernameitist]

I'd take a work colleague with you to any meetings and difficult as it may be try to remove any personal feelings.

Without going into too much detail how serious is the issue, sometimes best to apologise,give mitigation and accept the sanction

[anonymous-user]

edc said:

You can try ACAS and CAB.

You can also try Tantric Shamanism, Herb Therapy, and Tarot Cards, each of which will be as much practical use as ACAS or the average CAB when it comes to a real life employment issue.

OK, that's unfair, but here are some fairer comments. ACAS usually only gets involved when there is a prospect of a tribunal claim, and the ACAS officer's role is to persuade the employee to settle fast and low. The CABs are wonderful in many ways, but they have few volunteers who have real know how or experience in employment matters. If the CAB has an Honorary Legal Adviser, try to see him or her.

A CAB can, however, refer a client on to FRU or Advocate (the Bar Pro Bono Unit), and for that reason a CAB may be worth visiting.

People have been indoctrinated to believe that unions are evil, so they don't join them, and then it's too late.

Edited by anonymous-user on Monday 20th July 07:07

[edc]

Not many other alternatives based on the original requirements though.

[anonymous-user]

Pedantry corner: strictly speaking you can only have two alternatives! You can have more than two options.

There remains the option of paying for experienced and insured advice, but that is of course a costly thing to do, and may not be a realistic option. Also, we don;t know how how serious the issue might be, and whether the seriousness justifies spending for advice.

[Condi]

Thanks for the advice.

It is reasonably serious, and I have considered paying for advice, but I will do my best to start with and can always appeal with some assistance if required.

[Foliage]

My advice as someone who has gone through these stupid HR interrogations, is keep your gob shut, anything you say spin it to 'good of the business' insinuate more senior management might get involved due to whoever your speaking too putting the business 'at risk', make notes instead of speaking, vigorously underline with red pen certain terms phrases that could be interpreted as inflammatory or 'in your favour', do the same with any direct questions insinuating that you will answer them at a later time after consideration.

Have quantifiable evidence of performance or whatever (you decide the metric so spin it however you want), to counter the bullst thoughts and feelings of whoever is bringing up the issue. HR are gonna believe a well laid out and simple speadsheet or performance appraisal.


Hopefully if you don't speak too much the meeting will fall apart as the other parties fill the silence with "monologuing" and inevitably say something you can use to escalate, make sure you're familiar with the companies policies with regards to what people can and cant say.


If its serious enough for you to consider pay for advice, pay for advice, check all the things you pay for to see if they include any sort of legal cover that you could possibly use.

Edited by Foliage on Thursday 23 July 11:49