Disciplinary matter
Discussion
NDA said:
eliot said:
Seems odd to go straight to written warning over £2k for someone that’s worked there for 16 years.
I seen cockups costing ten of thousands barely get to a verbal.
Maybe you are being managed out?
This was my thinking too.I seen cockups costing ten of thousands barely get to a verbal.
Maybe you are being managed out?
You may have gone against procedure, but if that was signed off by your SM then the responsibility sits with him.
Agree with a poster above - speak to the SM first (today!) and get a readout of his viewpoint. If not satisfactory (maybe he just forgot and can cancel the disciplinary?), then appeal to MD.
The MD has seen the emails, I get the impression he is on the SM side no matter what.
After a lot of thinking I am going to appeal, letter going in later
Claim in question was paid in full this morning so no financial loss to the company
Thanks all for the advice, will update you as and when
After a lot of thinking I am going to appeal, letter going in later
Claim in question was paid in full this morning so no financial loss to the company
Thanks all for the advice, will update you as and when
Everything I hate about working for other's......
Assuming a written warning on your record is not going to come up in a new job application, i'd be off!
Most of the time it's jumped up little s
ts who just love to chuck their 'perceived' weight and authority around and going home with a smug ahole look on their face generally because they're henpecked at home.
Do ADULTS really need to be told off by other ADULTS at work?????
Be your own boss and keep all the profit!!!!
Assuming a written warning on your record is not going to come up in a new job application, i'd be off!
Most of the time it's jumped up little s
ts who just love to chuck their 'perceived' weight and authority around and going home with a smug ahole look on their face generally because they're henpecked at home.Do ADULTS really need to be told off by other ADULTS at work?????
Be your own boss and keep all the profit!!!!
waynecyclist said:
Appeal thrown out.
Was never going to win
Thanks all
Sorry to hear that.Was never going to win
Thanks all
If you're like most decent service advisors I encountered during my years in the motor trade, I'd hazard a guess you work hundreds of unpaid extra hours probly starting early and staying back late in the evenings catching up, and probably rarely get proper lunch breaks etc etc.
In your shoes now I'd be working only the hours you're contracted to do and leaving the s
t of a SM to deal with the fall out. f
k him and his mate the MD, pair of tossers. StuTheGrouch said:
Probably a good idea. They don't sound like they are pleasant to work with.
In your shoes I would make it explicitly in my letter of resignation what resulted in me leaving.
Yep that is my plan, just worried now that the witch-hunt has started and they will be looking at every thing I do.In your shoes I would make it explicitly in my letter of resignation what resulted in me leaving.
sinbaddio said:
Jeez, thrown out in what way - as in, we're not listening to you pal, do one?
Yes in basic terms, it was all a farce in real terms, disciplinary hearing last Thursday and given 5 days to appeal, MD was off Friday and Monday and finished early yesterday to go on a holiday so had very little time.Hammer67 said:
Sorry to hear that.
If you're like most decent service advisors I encountered during my years in the motor trade, I'd hazard a guess you work hundreds of unpaid extra hours probly starting early and staying back late in the evenings catching up, and probably rarely get proper lunch breaks etc etc.
In your shoes now I'd be working only the hours you're contracted to do and leaving the st of a SM to deal with the fall out.
Well I will be doing less that is for sure.If you're like most decent service advisors I encountered during my years in the motor trade, I'd hazard a guess you work hundreds of unpaid extra hours probly starting early and staying back late in the evenings catching up, and probably rarely get proper lunch breaks etc etc.
In your shoes now I'd be working only the hours you're contracted to do and leaving the s
t of a SM to deal with the fall out. Have a frank and adult conversion with the MD. If they want you to leave they might pay you a chunk to go without having to wait for you to make supposed cock ups.
If they do want you out, the working environment is going to become unpleasant and it will stress you out. They will want you to resign to save them time and money using the disciplinary process.
Best bet is line up another job, then offer to resign if they pay you 'x', possibly in return for as settlement agreement.
Make sure you keep a diary of events and communications.
This possibly all seems a touch over the top, however when employers turn on employees with your length of service for minor errors, something has changed in the background. Don't be a victim.
If they do want you out, the working environment is going to become unpleasant and it will stress you out. They will want you to resign to save them time and money using the disciplinary process.
Best bet is line up another job, then offer to resign if they pay you 'x', possibly in return for as settlement agreement.
Make sure you keep a diary of events and communications.
This possibly all seems a touch over the top, however when employers turn on employees with your length of service for minor errors, something has changed in the background. Don't be a victim.
janesmith1950 said:
Have a frank and adult conversion with the MD. If they want you to leave they might pay you a chunk to go without having to wait for you to make supposed cock ups.
If they do want you out, the working environment is going to become unpleasant and it will stress you out. They will want you to resign to save them time and money using the disciplinary process.
Best bet is line up another job, then offer to resign if they pay you 'x', possibly in return for as settlement agreement.
Make sure you keep a diary of events and communications.
This possibly all seems a touch over the top, however when employers turn on employees with your length of service for minor errors, something has changed in the background. Don't be a victim.
This sounds an awful lot like blackmail to me.If they do want you out, the working environment is going to become unpleasant and it will stress you out. They will want you to resign to save them time and money using the disciplinary process.
Best bet is line up another job, then offer to resign if they pay you 'x', possibly in return for as settlement agreement.
Make sure you keep a diary of events and communications.
This possibly all seems a touch over the top, however when employers turn on employees with your length of service for minor errors, something has changed in the background. Don't be a victim.
OP. It's crap, senior management are arse covering. Your only real option is to leave and fully explain to any new employer what happened. And be totally honest. Because if my (limited) knowledge of the motor trade is anything to go by, it a very incestuous place and as soon as your application pops up at another garage, SM will be on the phone to SM to get the 'low down'.
Blackmail would be telling someone to do something they don't want to under threat of a negative sanction.
I have suggested, if it turns out management want him to leave, he offers to forego his contractual and statuary rights in return for a lump sum of money, in order for management to achieve their objective. That is not blackmail, that is a bargaining position.
I have suggested, if it turns out management want him to leave, he offers to forego his contractual and statuary rights in return for a lump sum of money, in order for management to achieve their objective. That is not blackmail, that is a bargaining position.
Tyre Smoke said:
OP. It's crap, senior management are arse covering. Your only real option is to leave and fully explain to any new employer what happened. And be totally honest. Because if my (limited) knowledge of the motor trade is anything to go by, it a very incestuous place and as soon as your application pops up at another garage, SM will be on the phone to SM to get the 'low down'.
Just to be clear this is not the motor tradejanesmith1950 said:
Blackmail would be telling someone to do something they don't want to under threat of a negative sanction.
I have suggested, if it turns out management want him to leave, he offers to forego his contractual and statuary rights in return for a lump sum of money, in order for management to achieve their objective. That is not blackmail, that is a bargaining position.
As an employer, I wouldn't look on that position favorably. Personally I would prefer the employee to come and talk to me to try and find an amicable outcome. I would certainly not be offering a financial incentive for them to 'go quietly'.I have suggested, if it turns out management want him to leave, he offers to forego his contractual and statuary rights in return for a lump sum of money, in order for management to achieve their objective. That is not blackmail, that is a bargaining position.
Tyre Smoke said:
As an employer, I wouldn't look on that position favorably.
Of course you would! If he's been there for 16 years he's armed to the hilt with employment rights. You can manage him out of the business by being unpleasant or setting targets to fail by (hardly an attitude to help the business or colleagues) and, several months later, you may have endured enough disciplinary process to finally fire for poor performance. Then you get the solicitors letters etc. All the while, you have a miserable, demotivated employee doing an important function. Or...
Instead of 3 month's notice or whatever, you get rid right now by paying another 3 or 6 months salary on top, with a signed settlement agreement wiping out the risk of being sued. You then replace with the person you want.
It happens all of the time, it's perfectly reasonable and acceptable and gives both parties a positive outcome.
janesmith1950 said:
Tyre Smoke said:
As an employer, I wouldn't look on that position favorably.
Of course you would! If he's been there for 16 years he's armed to the hilt with employment rights. You can manage him out of the business by being unpleasant or setting targets to fail by (hardly an attitude to help the business or colleagues) and, several months later, you may have endured enough disciplinary process to finally fire for poor performance. Then you get the solicitors letters etc. All the while, you have a miserable, demotivated employee doing an important function. Or...
Instead of 3 month's notice or whatever, you get rid right now by paying another 3 or 6 months salary on top, with a signed settlement agreement wiping out the risk of being sued. You then replace with the person you want.
It happens all of the time, it's perfectly reasonable and acceptable and gives both parties a positive outcome.
For a start, you have assumed that this business wants to manage out the OP. This is not necessarily the case. It sounds more like a slap on the wrist in order for senior management to save face. The OP would be best to let it go, or look for another job. Going into the MD demanding money to go quietly isn't going to end well for him.
This isn't Wall St, nobody gives a flying one about a 'drone'. Apologies to the OP, but in the big scheme of things, that's what you are.
Roman Rhodes said:
That’s probably why no-one has suggested it.
I also worry for employees when their employer thinks they are 'drones'.Good luck OP, I'm sure some productive dialogue with your employer will make the position clear and you can move forward positively. Don't let the situation hang if it's bothering you. A decent employer will listen and react openly.
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