Hi there, I have a disciplinary meeting at the end of next week with two section / department managers, it is for gross misconduct, first offence and with no warnings etc previously on my record.
I am worried obviously that I could be dismissed, but I have been told that only the store manager can oversee dismissals, is this correct ?
It used to be but I think if trained senior team can dismiss.
New process for G&D, as long as the managers are trained to Lvl 3 G&D, then seniority no longer applies to dismissal cases!
Thanks for the info :thumbup:
Clearly there needs to be a thorough investigation carried out, fit and prope notes recorded and a non bias towards the individual or claims made; it should be an impartial review and a decision reached purely on the facts presented.
I wish you well.
Quote from: forrestgimp on 27-06-18, 07:35PM
It used to be but I think if trained senior team can dismiss.
Can 2 senior team dismiss a SM ? or is it that only someone that is Higher than you that can do a dismissal ?
Once you've done level 3 training you can dismiss as high as sd but I'd be surprised if they let them
I would not just find it a surprise I would find it Amazing if that was to happen ,
Quote from: notsofunny on 27-06-18, 08:10PM
I would not just find it a surprise I would find it Amazing if that was to happen ,
Why would that be notsofunny ??
Can you honestly see 2 team being allowed to investigate and dismiss a SM from the same store ? or Even from another store ?
I would like to see a trained Lead or TM dismiss a GA. The SM would have to be sniffing glue to allow it.
Quote from: GreenGrocer on 27-06-18, 08:41PM
I would like to see a trained Lead or TM dismiss a GA. The SM would have to be sniffing glue to allow it.
So those who are saying that if they are now level 3 trained they can dismiss , they cant then ?
Would you be worried if you were facing gross misconduct and two section managers were hearing it ?
I am aware policy allows those trained to a certain level to dismiss. I have yet to see it happen. I know the SM in my place wouldn't trust TMs and Leads to do so. He would never be done reinstating people. Amazing what you hear 1 to 1. Wouldn't be worried. :)
Quote from: GreenGrocer on 27-06-18, 09:06PM
I am aware policy allows those trained to a certain level to dismiss. I have yet to see it happen. I know the SM in my place wouldn't trust TMs and Leads to do so. He would never be done reinstating people. Amazing what you hear 1 to 1. Wouldn't be worried. :)
I guess even tho it states i am facing gross misconduct .... there are levels OF gross misconduct and i am hoping if they decide to discipline then at worst it goes to final written warning ! ....
Damn forgot to add i am innocent lol
Quote from: bobbyfett on 27-06-18, 08:57PM
Quote from: GreenGrocer on 27-06-18, 08:41PM
I would like to see a trained Lead or TM dismiss a GA. The SM would have to be sniffing glue to allow it.
So those who are saying that if they are now level 3 trained they can dismiss , they cant then ?
Would you be worried if you were facing gross misconduct and two section managers were hearing it ?
why are you so worried about who it will be that hear your case , think more about what they have told you ,asked you , and what you will be doing to protect your self , have you arranged for someone to be with you is the first step ?
Can't really go into detail, but bottom line is I'm being accused of clocking someone out a few times , ( I haven't )
So if they don't believe my version of events, hoping I'm not dismissed,
And yes I will get a union rep in with me ;)
They can always escalate to another disciplinary meeting at the next level, only aware of lead team being trained to level 3 g&d at the moment in my area and then only very experienced orcapable people. Concentrate on how to prove your case.
Surely the level of the person holding the meeting matters less than if they have gone through the correct training.
More time being wasted when there is no concrete evidence.
bobbyfett has created a new topic on the issue of clocking someone in/out, please discuss that point in there.
http://www.verylittlehelps.com/index.php?topic=16583.msg215764#msg215764 (http://www.verylittlehelps.com/index.php?topic=16583.msg215764#msg215764)
In my experience, it has to be something really bad - theft, assault etc - for the SM to dismiss someone over. Tesco prefers to avoid terminating contracts if at all possible. Because there's always the chance the person being dismissed will not go quietly and lodge an appeal, which means the SD has to get involved - and SD's are not fond of anything that involves work - or even take legal action.
Doesn't have to be an SD to hear the appeal anymore, just a person who's had the correct level of the new disciplinary and grievance training
Quote from: VladPutin on 28-06-18, 05:04PM
In my experience, it has to be something really bad - theft, assault etc - for the SM to dismiss someone over. Tesco prefers to avoid terminating contracts if at all possible. Because there's always the chance the person being dismissed will not go quietly and lodge an appeal, which means the SD has to get involved - and SD's are not fond of anything that involves work - or even take legal action.
So the alleged offence of clocking someone out a few times or so , even if classed as gross misconduct , might not result in dismissal ?
Might, if, maybe and possibly, are some of the many words that mean very little and tell you nothing.
Yeah good points lol
to be honest you have to think about the implications of your (alleged) willingness to clock someone out after they'd left early. It's dishonesty, so I don't see why a company would want to keep you on.
Tesco is aiming to tie-up a "strategic alliance" with Carrefour in France in a move aimed at cutting costs which can then be passed on to customers, but they never learn do they it will cost them money may be they will have to shed more staff to pay for it.
[gmod]Your post does not fit into the theme of this thread.[/gmod]
Going back to topic (which incidentally may have several interconnected threads on VLH), swiping another for time they do not qualify for is what is commonly known as defrauding the company which is theft, any persons linked with such actions are guilty of Gross Misconduct and likely subject to summary dismissal.
Surprised they have not been sacked already if Tesco can prove they are clocking someone else in/out...Who on earth is stupid enough to think its acceptable never mind actually do it.
Hi I need to ask something I got dismiss from Tesco having allegations bully and harassment to staff at work place,but they dismiss me on the basic of last warning which was expired more then one year and it was a different allegation against me. So Tesco dismiss me on this base that I had last worming.
Second she was express store manager and I'm express duty manager.
Any policies say express store manager can't dismiss express duty manager, please reply.
[admin]Welcome to VLH. You question has been moved to a suitable topic, please look for suitable topic when posting.[/admin]
Not sure on the first point but on the second yes store manager can dismiss you as long as they have completed the relevant training.
Quote from: Bukhari9025 on 27-04-21, 08:54PM
Hi I need to ask something I got dismiss from Tesco having allegations bully and harassment to staff at work place,but they dismiss me on the basic of last warning which was expired more then one year and it was a different allegation against me. So Tesco dismiss me on this base that I had last worming.
Second she was express store manager and I'm express duty manager.
Any policies say express store manager can't dosmiss express duty manager plz reply me
Will all all fall under Conduct and if you have had a warning for conduct before this then harassment will trigger dismissal if proven.
A manager who has completed relevant training can dismiss.
FYI
Some team managers now also have the relevant training to dismiss colleagues. Only really in smaller stores. Haven't heard of one being used but I know 4 or 5 team managers with the option of doing this.
Quote from: Me2015 on 27-04-21, 11:22PM
Quote from: Bukhari9025 on 27-04-21, 08:54PM
Hi I need to ask something I got dismiss from Tesco having allegations bully and harassment to staff at work place,but they dismiss me on the basic of last warning which was expired more then one year and it was a different allegation against me. So Tesco dismiss me on this base that I had last worming.
Second she was express store manager and I'm express duty manager.
Any policies say express store manager can't dosmiss express duty manager plz reply me
Will all all fall under Conduct and if you have had a warning for conduct before this then harassment will trigger dismissal if proven.
A manager who has completed relevant training can dismiss.
I'm fairly sure it has to be a WL3 manager that disciplines a WL2, never heard of an Express SM disciplining another Express SM for example.
If you feel you have been dismissed unfairly put in an appeal if that fails then you can look into claiming unfair dismissal.
Quote from: NightAndDay on 28-04-21, 12:03PM
I'm fairly sure it has to be a WL3 manager that disciplines a WL2, never heard of an Express SM disciplining another Express SM for example.
I thought it had changed so any manager who had complete level 2 solving problems and the online validation following the training could dismiss, demote etc etc in any case express duty manager is not actually a job title as such
in express, a duty manager in express is either shift leader or step up so WL1.
Ahh misread, Express Duty Manager will be a Shift Leader, for some reason I thought it was a Team Manager in Superstore being disciplined by the Express SM.
Also, if that is the case, then surely that can't mean for example a lead manager can discipline a Store Director?
In theory a lead who is trained could discipline a store director but in reality it's never going to happen for numerous reasons.