Disciplinary Action
Discussion
Help/advice wanted,
I have been asked by a Colleague to attend a Disciplinary hearing as her representative. Her Union rep isn't available.
I know a bit about HR but need to know what my responsibilities are. Both to her and what I should/should not say at the interview, if anything.
Any help appreciated.
Dick
I have been asked by a Colleague to attend a Disciplinary hearing as her representative. Her Union rep isn't available.
I know a bit about HR but need to know what my responsibilities are. Both to her and what I should/should not say at the interview, if anything.
Any help appreciated.
Dick
Basically, you can be as bullish as you like, ask those awkward questions- the employee has to be reserved, not lose their cool etc...
Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
extraT said:
Basically, you can be as bullish as you like, ask those awkward questions- the employee has to be reserved, not lose their cool etc...
Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
Hohoho! Yeah, do this. That will fYour job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
k up your career as well. Brilliant!extraT said:
Basically, you can be as bullish as you like, ask those awkward questions- the employee has to be reserved, not lose their cool etc...
Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
some employers will not allow people who are not (trained and) accredited union / professional association reps to act as a representative in disciplinaries only as an analogue to a McKenzie friend. Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
From the ACAS Code of Practice on Discpline.
ACAS said:
The companion should be allowed to address the hearing to put and sum up the workers case, respond on behalf of the worker to any views
expressed at the meeting and confer with the worker during the hearing.
The companion does not, however, have the right to answer questions on
the worker’s behalf, address the hearing if the worker does not wish it or
prevent the employer from explaining their case.
expressed at the meeting and confer with the worker during the hearing.
The companion does not, however, have the right to answer questions on
the worker’s behalf, address the hearing if the worker does not wish it or
prevent the employer from explaining their case.
REALIST123 said:
Hohoho! Yeah, do this. That will fk up your career as well. Brilliant!
Excpt, in theory, that's not the case: in this case the OP is impartial, and this hearing should have no bearing on him or his promotion prospects. I assume that since the OP has been asked to represent 'the accused' he is intelligent enough to know when to be bullish and when not to be rude. k up your career as well. Brilliant!extraT said:
Basically, you can be as bullish as you like, ask those awkward questions- the employee has to be reserved, not lose their cool etc...
Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
Bad advice.Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
extraT said:
REALIST123 said:
Hohoho! Yeah, do this. That will fk up your career as well. Brilliant!
Excpt, in theory, that's not the case: in this case the OP is impartial, and this hearing should have no bearing on him or his promotion prospects. I assume that since the OP has been asked to represent 'the accused' he is intelligent enough to know when to be bullish and when not to be rude. k up your career as well. Brilliant!ETA I'd recommend just being a witness and a McKenzie friend (someone who doesn't say anything but is there to consult and advise). I'm not saying you can't speak but I would suggest it's probably best not to.
Edited by WhereamI on Sunday 25th November 20:46
extraT said:
Basically, you can be as bullish as you like, ask those awkward questions- the employee has to be reserved, not lose their cool etc...
Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
Your job should be to support your colleague and not to be a id like the advice above. You should find out from your colleague all the facts as, if they have done something wrong it may be a damage limitation exercise. Try to find out if anyone else has been through an investigation or disciplinary for the same issue so you can foresee the possible outcome and form your responses, also remember your colleague should be answering the questions with you stepping in to help.Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
Take in a pen and pad and try to get the major details down although the HR person should also do this.
Please do not take the advice from earlier!!!!!!!!!
jontymo
Edited by jontymo on Sunday 25th November 22:00
Thanks all,
I was of the thought that we would hear what the manager has to say and then suggest that we adjourn in order that my coleague can get her facts/defence together. No specific items have been mentioned in the "Disciplinary letter", though she has been informed about some apparrent "errors" in a meeting this week.
As to my position, and posible promotion, to be honest IDGAF. I have been there and got the tee shirt, starred in the video. Only went back to do some training but got taken on 3 days a week after a year. No I don't want to loose my job but I don't like to see people being bullied either, as I beleive she is being.
Thanks for all the advice. Much appreciated.
I was of the thought that we would hear what the manager has to say and then suggest that we adjourn in order that my coleague can get her facts/defence together. No specific items have been mentioned in the "Disciplinary letter", though she has been informed about some apparrent "errors" in a meeting this week.
As to my position, and posible promotion, to be honest IDGAF. I have been there and got the tee shirt, starred in the video. Only went back to do some training but got taken on 3 days a week after a year. No I don't want to loose my job but I don't like to see people being bullied either, as I beleive she is being.
Thanks for all the advice. Much appreciated.
jontymo said:
extraT said:
Basically, you can be as bullish as you like, ask those awkward questions- the employee has to be reserved, not lose their cool etc...
Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
Your job should be to support your colleague and not to be a id like the advice above. You should find out from your colleague all the facts as, if they have done something wrong it may be a damage limitation exercise. Try to find out if anyone else has been through an investigation or disciplinary for the same issue so you can foresee the possible outcome and form your responses, also remember your colleague should be answering the questions with you stepping in to help.Your job should be to stand up for the employee, get the full facts, pick holes in the Managers' defence and expose their (the Managers' weakness)
If her union rep isnt available, you could try and get the date rearranged for a time when all parties are available.
Take in a pen and pad and try to get the major details down although the HR person should also do this.
Please do not take the advice from earlier!!!!!!!!!
jontymo
Edited by jontymo on Sunday 25th November 22:00
whoami said:
Why did you edit this from, "please don't take advice from the yid"?
jontymo said:
Cos i thought i should not really put out my view of someone i don't know. Why question it and bring it up for all to see?
I think that asking why you referred to another poster as a "yid" is a very legitimate question. Firstly gather all the factsand statments both for and against the employee.
Secondly get a copy of yhe disciplinary procedure and familiarise yourself with it.
Now it could be that when you hear the facts that the employee has clears broken riles and you can advise accordingly. And assuming management have followed the procedure correctly it may be best for the emlloyee to jusy appear appologetic.
Or it coild be that the employee ia innocent or that management have not followed their procedures in which case you need to be able to explain what is wrong and why you think it is wrong.
Don't lose your cool and don't be afraid yo ask for an adjournment even if its just a few minutes to keep your head cool.
Secondly get a copy of yhe disciplinary procedure and familiarise yourself with it.
Now it could be that when you hear the facts that the employee has clears broken riles and you can advise accordingly. And assuming management have followed the procedure correctly it may be best for the emlloyee to jusy appear appologetic.
Or it coild be that the employee ia innocent or that management have not followed their procedures in which case you need to be able to explain what is wrong and why you think it is wrong.
Don't lose your cool and don't be afraid yo ask for an adjournment even if its just a few minutes to keep your head cool.
Breadvan72 said:
whoami said:
Why did you edit this from, "please don't take advice from the yid"?
jontymo said:
Cos i thought i should not really put out my view of someone i don't know. Why question it and bring it up for all to see?
I think that asking why you referred to another poster as a "yid" is a very legitimate question. Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff