The advice to suspend on full pay *because* you think the employee may be dismissed later is incorrect and is dangerous as it is potentially pre-judging an outcome (and the employee may refer to this as evidence in any subsequent Unfair Dismissal claim at ET). Suspension should only be used to protect the integrity of an investigation (where it is suspected that the employee may interfere in the investigation or tamper with evidence or witnesses) or to protect employees or service users (where the allegations are to do with violent behaviour, safeguarding or alleged criminal behaviour eg theft, fraud).
I've been recently suspended on full pay due to alleged call avoidance in a remote call centre type of job. A disciplinary is due to take place next week. It seems very clear that they're pushing toward dismissal and the decision has effectively been made. The reason they take me to "disciplinary" is just for them to cover their back, so I won't be in a position to take any legal action against them in future (which I don't plan to do anyway, as it's not really worth it - but obviously they don't know that). No warning has been issued to me, but I'd be very surprised if next week they give me one after the "disciplinary" instead of dismissing right away.
@@JJnet-nb7il They didn't get down to it like they said they would in the following week, and they did not send me any invite for the "disciplinary" (you can imagine how organized they were and so on), so I ended up handing in my resignation which they approved right away and I managed to exit at the end of May. Mind you this was a shitty job as a call center rep for a shitty outsourcing company. These aren't real jobs, just something to make a buck, if you really hurting for money, until you find a proper job. If you're in a call center like I was, I wouldn't stress at all for the disciplinary. It's not worth it. Just move on and get a real job. Best of luck to you, I'm sure it will all work out regardless of your situation.
I was subjected to a Disciplinary Procedure with allegations that did not make sense: they were vague and there was no explanation as to why they thought that their statements about my actions (factual) contravened any rule (they did not) or gave rise for concern (there was no offence). They implied my conduct had not been 'appropriate' but did not explain why. The Investigator and HR Adviser were obviously biased, did not follow procedure, went back on their word several times, treated me like a criminal from the start, cross-examined me viciously, refused to explain the reason for the questions they were asking (the questions were irrelevant), asked trick questions, rephrased my answers to incriminate me (I had to correct them several times), did not abide by the deadlines they had themselves promised, and were aggressive and intimidating. In the second investigation meeting I was better prepared and stated my expectations about how I thought the meeting needed to be conducted in writing ahead of the meeting. They followed procedures better the second time around, but the questioning remained vicious and irrelevant. They insisted on asking the same questions over and over again and refused to explain why (and made mis-representaions in writing in between meetings - which I corrected in writing as and when). It was clear they were investigating allegations which had not been communicated to me beforehand. I asked them that in the meeting and they denied it. I finally caught the gist of the (wrong) assumptions that had been made on the basis of my (known) sexual orientation. I challenged them immediately and made a point of saying to the minute taker that I wanted that interaction in full in the minuted - he omitted the whole thing. They quickly concluded the meeting. I as fully exonerated from the allegations made, but have been subsequently victimised by the people who took the Disciplinary against me, who were obviously humiliated by the fact that the Disciplinary had not been successful but also because it had become evident that they themselves were in breach of national legislation and the recommendations made shed very negative light on my managers. You mention UNREASONABLE and INCONSISTENT conduct during the Disciplinary Procedure as serious errors. How do I get redress?
Sadia xx. I was made to do other people's jobs while colleagues went home early without telling me, because I was panicking I caught one of those colleagues, told them to come back and help me, when they said no, I panicked and swore at them. At the discaplinary meeting, my manager made me admit that I swore at my assistant cause they had permission to go early but didn't bother telling me cause they didn't want to miss their bus. Manager gave me a 12 month written warning for using offensive language in the workplace.
They make a decision in the employee's absence based on what so-called evidence they have on hand. I'd say that is even more likely to end badly for the employee as they can't put up their case. The disciplinary is more for the employer to cover their back; often the decision to terminate employees is made even before that "hearing" begins.
Does the employer expect the disciplined employee to be in their work and with colleagues prior to, and after, the meeting, given the stress it usually involves?
I swore because I was panicking I wouldn't be able to get the shift done on time, my HR person sneakily wrote that I deliberately swore at my colleague.
@@originalbabygal what happened was that my supervisor who had been in the job for 2 days let my assistant go early to catch they're bus cause they're jobs were done, my supervisor failed to tell me this until two days later.in the meantime, I catch my assistant going early to catch they're bus,I called them back,they refused to come back, so in a panic I swore at them. Apparently the disciplinary hearing found that I DID use offensive language towards that person,who the supervisor let go early and I wasn't told about it. Do you think this sense?
Have the employer made a breach in my case I was dismissed but was never suspended with pay. Was allowed to continue working til the disciplinary outcome???
I got a recorded warning for using inappropriate language against s colleague for something that was happening on a regular basis, do you think my employer was right to do this?
![Lp. Сердце Вселенной #60 РОЖДЕНИЕ ЛОЛОЛОШКИ [Финал] • Майнкрафт](http://i.ytimg.com/vi/YoR0pAV9FVQ/mqdefault.jpg)
The advice to suspend on full pay *because* you think the employee may be dismissed later is incorrect and is dangerous as it is potentially pre-judging an outcome (and the employee may refer to this as evidence in any subsequent Unfair Dismissal claim at ET).
Suspension should only be used to protect the integrity of an investigation (where it is suspected that the employee may interfere in the investigation or tamper with evidence or witnesses) or to protect employees or service users (where the allegations are to do with violent behaviour, safeguarding or alleged criminal behaviour eg theft, fraud).
I've been recently suspended on full pay due to alleged call avoidance in a remote call centre type of job. A disciplinary is due to take place next week. It seems very clear that they're pushing toward dismissal and the decision has effectively been made. The reason they take me to "disciplinary" is just for them to cover their back, so I won't be in a position to take any legal action against them in future (which I don't plan to do anyway, as it's not really worth it - but obviously they don't know that). No warning has been issued to me, but I'd be very surprised if next week they give me one after the "disciplinary" instead of dismissing right away.
@@johnlenon5052 did you get dismissal, I am having one on Monday as well
@@JJnet-nb7il They didn't get down to it like they said they would in the following week, and they did not send me any invite for the "disciplinary" (you can imagine how organized they were and so on), so I ended up handing in my resignation which they approved right away and I managed to exit at the end of May. Mind you this was a shitty job as a call center rep for a shitty outsourcing company. These aren't real jobs, just something to make a buck, if you really hurting for money, until you find a proper job. If you're in a call center like I was, I wouldn't stress at all for the disciplinary. It's not worth it. Just move on and get a real job. Best of luck to you, I'm sure it will all work out regardless of your situation.
I was subjected to a Disciplinary Procedure with allegations that did not make sense: they were vague and there was no explanation as to why they thought that their statements about my actions (factual) contravened any rule (they did not) or gave rise for concern (there was no offence). They implied my conduct had not been 'appropriate' but did not explain why. The Investigator and HR Adviser were obviously biased, did not follow procedure, went back on their word several times, treated me like a criminal from the start, cross-examined me viciously, refused to explain the reason for the questions they were asking (the questions were irrelevant), asked trick questions, rephrased my answers to incriminate me (I had to correct them several times), did not abide by the deadlines they had themselves promised, and were aggressive and intimidating. In the second investigation meeting I was better prepared and stated my expectations about how I thought the meeting needed to be conducted in writing ahead of the meeting. They followed procedures better the second time around, but the questioning remained vicious and irrelevant. They insisted on asking the same questions over and over again and refused to explain why (and made mis-representaions in writing in between meetings - which I corrected in writing as and when). It was clear they were investigating allegations which had not been communicated to me beforehand. I asked them that in the meeting and they denied it. I finally caught the gist of the (wrong) assumptions that had been made on the basis of my (known) sexual orientation. I challenged them immediately and made a point of saying to the minute taker that I wanted that interaction in full in the minuted - he omitted the whole thing. They quickly concluded the meeting. I as fully exonerated from the allegations made, but have been subsequently victimised by the people who took the Disciplinary against me, who were obviously humiliated by the fact that the Disciplinary had not been successful but also because it had become evident that they themselves were in breach of national legislation and the recommendations made shed very negative light on my managers. You mention UNREASONABLE and INCONSISTENT conduct during the Disciplinary Procedure as serious errors. How do I get redress?
treasurelu you got YEET-ed yo
This is worrying me now, I've got one of those meetings soon, for swearing at a work colleague, what do you think might happen?
Seamus Ogradius what was the outcome
@@seamusogradius6263 did you take a union rep with you
Sadia xx. I was made to do other people's jobs while colleagues went home early without telling me, because I was panicking I caught one of those colleagues, told them to come back and help me, when they said no, I panicked and swore at them. At the discaplinary meeting, my manager made me admit that I swore at my assistant cause they had permission to go early but didn't bother telling me cause they didn't want to miss their bus. Manager gave me a 12 month written warning for using offensive language in the workplace.
What if the employee fails to attend the disciplinary hearing without a good reason?
They make a decision in the employee's absence based on what so-called evidence they have on hand. I'd say that is even more likely to end badly for the employee as they can't put up their case. The disciplinary is more for the employer to cover their back; often the decision to terminate employees is made even before that "hearing" begins.
Does the employer expect the disciplined employee to be in their work and with colleagues prior to, and after, the meeting, given the stress it usually involves?
I had to yes, after the hearing I had to go back to my department and wait until the verdict letter was given to me.
Is it better for organizations to produce a handbook on disciplinary rules and procedures for reference by both management and staff?
Pascalis Claudius Lotinggi yes.
I swore because I was panicking I wouldn't be able to get the shift done on time, my HR person sneakily wrote that I deliberately swore at my colleague.
If a Company is going to terminate and Individual, are they allowed to contact the Employees relatives without permission.
Agnese Lind no
Are there actually Laws against that?.
Recently at work I was given a level 2 recorded warning in the workplace for using offensive language. What is a level 2 recorded warning please?
Did you bring a union rep with you
@@originalbabygal I had to bring a member of staff from my department to witness it,I was instructed to do this in the disaplinary hearing letter.
@@originalbabygal what happened was that my supervisor who had been in the job for 2 days let my assistant go early to catch they're bus cause they're jobs were done, my supervisor failed to tell me this until two days later.in the meantime, I catch my assistant going early to catch they're bus,I called them back,they refused to come back, so in a panic I swore at them. Apparently the disciplinary hearing found that I DID use offensive language towards that person,who the supervisor let go early and I wasn't told about it. Do you think this sense?
Have the employer made a breach in my case I was dismissed but was never suspended with pay. Was allowed to continue working til the disciplinary outcome???
Zakir Khan did you ever find the answer to this question as that’s what’s happened to me
The company I work at told me that I was going to be fire next year but I have done nothing wrong
I got a recorded warning for using inappropriate language against s colleague for something that was happening on a regular basis, do you think my employer was right to do this?
Yes it wrong
Is their possible that you may go to jail ? If it is done Hahaha
All hr are skum
The HR I've dealt with were excellent. Some do abuse their power though