Disciplinary matter
Discussion
Looking for help and advice please as I have never been in this situation before.
Following on from this thread: https://www.pistonheads.com/gassing/topic.asp?h=0&...
Been getting on with the job in hand but it has not been easy, feels like they have looking at everything I do, very shocked yesterday to be called into the office and suspended on the spot for more warranty issues whilst they carry out a full investigation.
What do I do in this situation, I think I know what is coming but very worried.
Thanks all
Following on from this thread: https://www.pistonheads.com/gassing/topic.asp?h=0&...
Been getting on with the job in hand but it has not been easy, feels like they have looking at everything I do, very shocked yesterday to be called into the office and suspended on the spot for more warranty issues whilst they carry out a full investigation.
What do I do in this situation, I think I know what is coming but very worried.
Thanks all
You can:
1) Leave (clearly they want you out)
2) Get your union to intervene
3) Suggest a compromise agreement if they want you to leave - e.g. 6 months pay and you leave tomorrow and you speak positively about them, they speak positively about you
4) Go hostile and seek legal advice re: constructive dismissal / trying to bypass your rights to 16 years redundancy pay etc by firing, rather than making redundant
5) Keep your head down and hope it goes away
All IMHO, your days are numbered, it's about managing the most beneficial exit for yourself. Unfortunately some employers are scummy.
1) Leave (clearly they want you out)
2) Get your union to intervene
3) Suggest a compromise agreement if they want you to leave - e.g. 6 months pay and you leave tomorrow and you speak positively about them, they speak positively about you
4) Go hostile and seek legal advice re: constructive dismissal / trying to bypass your rights to 16 years redundancy pay etc by firing, rather than making redundant
5) Keep your head down and hope it goes away
All IMHO, your days are numbered, it's about managing the most beneficial exit for yourself. Unfortunately some employers are scummy.
You have been there 16 years, unless it is a gross misconduct thing they will struggle to sack you and if they do you have potential to take them to tribunal.
As you have been there for 16 years is there no one in upper management that you know/are friends with that can put in a good word for you?
As you have been there for 16 years is there no one in upper management that you know/are friends with that can put in a good word for you?
Sounds like there may be more to this - why have they looked so carefully at your work? Comment from your earlier thread.
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?
Do you have any Union representation? Depends how far you want to take this - you need expert help at this stage. Could become a lengthy process - hopefully you are on full pay. Are there other job opportunities out there for you.I seen cockups costing ten of thousands barely get to a verbal.
Maybe you are being managed out?
waynecyclist in a previous post said:
Attended hearing with another work colleague that I get on well with, was told that in basic terms I had failed to follow procedure and a written warning would be issued, I would add that this was the first time I have ever really been in trouble and have been with the company 16+ years.
So you went to a meeting to discuss the issues and were advised that a written warning would be issued?If that's correct then AFAIK that's an incorrect procedure. Management have gone into the meeting with a predetermined outcome.
It's supposed to be meeting with discussion of facts/what should have happened/what should have been done. Then a break of some description so management can discuss course of action*, then they advise you of actions
- They have to show been impartial. They can either discuss the merits of the case, or what they did that weekend having already decided prior to the meeting, but at least this way they're looking like they are listening.
Sir Bagalot said:
waynecyclist in a previous post said:
Attended hearing with another work colleague that I get on well with, was told that in basic terms I had failed to follow procedure and a written warning would be issued, I would add that this was the first time I have ever really been in trouble and have been with the company 16+ years.
So you went to a meeting to discuss the issues and were advised that a written warning would be issued?If that's correct then AFAIK that's an incorrect procedure. Management have gone into the meeting with a predetermined outcome.
It's supposed to be meeting with discussion of facts/what should have happened/what should have been done. Then a break of some description so management can discuss course of action*, then they advise you of actions
- They have to show been impartial. They can either discuss the merits of the case, or what they did that weekend having already decided prior to the meeting, but at least this way they're looking like they are listening.
They can call you to an investigation meeting to get your side of the story and how that fits. Then they can decide if this warrants further action - but that would need to be a separate meeting with time in between, and held by a more senior member of management or independent manager, and you would have to be invited to a disciplinary hearing. Even at this stage, the outcome of a disciplinary can be "no further action" as the independent manager, who shouldn't have been involved in the process earlier, needs to assess the facts they've been given from the investigation meeting notes and any other relevant facts.
Thank them for the free time off on full pay. Use this time to get another job, any job.
Seriously, you have been given some good advice already, so I don't have much to add other than you do not need this sort of nonsense, so don't put up with it. I cannot see how they believe this is a good way to treat any employee, nothing good comes of it for them; other staff will be seeking other jobs too as a direct consequence of how you've been treated.
Seriously, you have been given some good advice already, so I don't have much to add other than you do not need this sort of nonsense, so don't put up with it. I cannot see how they believe this is a good way to treat any employee, nothing good comes of it for them; other staff will be seeking other jobs too as a direct consequence of how you've been treated.
waynecyclist said:
Just to update this matter, I am still suspended from work on full pay.
Been into work for investigating meetings twice, looks like no real issues with warranty so they are trying a different tactic involving my conduct.
To clarify, have you actually worked at this company for 16 years, continuously?Been into work for investigating meetings twice, looks like no real issues with warranty so they are trying a different tactic involving my conduct.
If so, speak to a lawyer and get proper advice
They clearly want you out, but with proper advice you get a suitable payoff.
waynecyclist said:
Just to update this matter, I am still suspended from work on full pay.
Been into work for investigating meetings twice, looks like no real issues with warranty so they are trying a different tactic involving my conduct.
What is happening with regards to your work whilst you have been suspended? Been into work for investigating meetings twice, looks like no real issues with warranty so they are trying a different tactic involving my conduct.
Has it been simply left to pile up? Or
If it has been distributed around other employees it would indicate you have been made redundant by the back door.
spikeyhead said:
Jasandjules said:
If you want to negotiate an exit, do let me know.
It's the obvious route forwards.Hammer67 said:
What is happening with regards to your work whilst you have been suspended?
Has it been simply left to pile up? Or
If it has been distributed around other employees it would indicate you have been made redundant by the back door.
No they have employed someone new to do it (apprentice by all accounts) Has it been simply left to pile up? Or
If it has been distributed around other employees it would indicate you have been made redundant by the back door.
Also does anyone know if you can be suspended for one issue and they then start looking at another issue ?
Edited by waynecyclist on Monday 11th February 00:45
Edited by waynecyclist on Monday 11th February 00:46
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