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Very Little Helps => Union matters. => Topic started by: dfl on 04-01-17, 05:24AM

Title: Investigatory
Post by: dfl on 04-01-17, 05:24AM
Hi,
I've seen several comments here where people are asking if they should be given notice to attend an investigatory meeting, some say no letter or notice is require but i also noticed Loki on here who seems extremely knowledgeable and helpful posted that there should be a letter sent giving at least 24 hrs notice, does anyone know what is fact on this subject.

Thanks.
Title: Re: Investigatory
Post by: Expressdude2016 on 04-01-17, 07:47AM
Hi DFL 

No there is no notice nor a letter required for an investigatory meeting as this meeting is a fact finding meeting. You can find out about it all at ourtesco in people policies section.  The person accused of wrong doing may ask for further time or meeting as can the person doing investigatory. Time scales are to do it within 14 days however may take longer.

https://www.ourtesco.com/working-at-tesco/people-policies/job-career/disciplinary-2016/ (https://www.ourtesco.com/working-at-tesco/people-policies/job-career/disciplinary-2016/)


https://cdn.ourtesco.com/2016/05/Investigation-checklist-May16.pdf (https://cdn.ourtesco.com/2016/05/Investigation-checklist-May16.pdf)
Title: Re: Investigatory
Post by: dfl on 04-01-17, 09:06AM
Section 5 of the checklist is as follows:-

Send a letter inviting the colleague to an investigation meeting (24 hours’ notice)

Comments ?
Title: Re: Investigatory
Post by: Expressdude2016 on 04-01-17, 10:15AM
Only comment is I have egg on my face and an idiot.  Yes letter and 24 hrs notice is given
Title: Re: Investigatory
Post by: dfl on 04-01-17, 10:57AM
Sorry didn't mean to pick you up on that if that is how I came across, just noticed it upon reading it. Very grateful you took the time to reply. Thank you and have a nice new year.
Title: Re: Investigatory
Post by: dfl on 04-01-17, 07:45PM
If investigatory involves a complaint against a colleague and there had been more than one occasion, no witnesses, colleagues word against member of public, outcome imho should be no action and this is where it gets interesting, an investigatory is decided on the balance of probabilities and I get that, whether I agree with it or not is a different story.  However if tesco take word of public over employees isn't the employer then breaching an actual contractual term with the employee of the duty of care type.
Title: Re: Investigatory
Post by: sep1985 on 06-01-17, 10:05PM
Hi,
I've seen several comments here where people are asking if they should be given notice to attend an investigatory meeting, some say no letter or notice is require but i also noticed Loki on here who seems extremely knowledgeable and helpful posted that there should be a letter sent giving at least 24 hrs notice, does anyone know what is fact on this subject.

Thanks.

In line with new policies, you MUST get a letter inviting you to attend an investigation meeting stating the time and place and who it's with
Title: Re: Investigatory
Post by: avfc82 on 08-02-17, 09:24PM
A colleague of mine has been given a letter giving her notice of an investigatory meeting but the meeting has been arranged on her day off?  Is this allowed and if she agrees should she be paid for her time at the meeting?
Title: Re: Investigatory
Post by: Expressdude2016 on 08-02-17, 09:47PM
It should be held in work time. Yes if they agree they should clockin and make sure they get paid. I would tell them no and it must be re arranged for her contracted shifts.
Title: Re: Investigatory
Post by: avfc82 on 08-02-17, 09:58PM
Thanks,  should the meeting be held within a time period.  The incident happened 3 weeks ago?  But also in this time she has been off sick for 3 days and also on holiday?
Title: Re: Investigatory
Post by: Expressdude2016 on 08-02-17, 10:25PM
Theres no specific time period for commencement of investigatory but should be as soon as possible but holidays and sickness would be mitigating circumstances for delay. Once started it should be completed within 14 days. see link below

https://cdn.ourtesco.com/2016/04/02164645/Disciplinary-Policy-Jan17_V3.1.pdf
Title: Re: Investigatory
Post by: Cheekymonkey007 on 08-02-17, 11:02PM
Hi express dude ... seems like I'm stalking you, but, lol - do you have any link to show that any holidays owed after April are to be carried over ...I can't see any 🙄
Title: Re: Investigatory
Post by: Expressdude2016 on 08-02-17, 11:05PM
LOL   Nope but because you return mid march then it would not be possible for you to take your holidays and as your not on it at end of march then they wouldn't pay it so they should carry these over. Best speak to your SM or APM..
Title: Re: Investigatory
Post by: Cheekymonkey007 on 08-02-17, 11:18PM
Thanks mate
Title: Re: Investigatory
Post by: Expressdude2016 on 08-02-17, 11:27PM
cheekeymonkey this will help you

http://www.acas.org.uk/index.aspx?articleid=4289 (http://www.acas.org.uk/index.aspx?articleid=4289)
Title: Re: Investigatory
Post by: Cheekymonkey007 on 09-02-17, 12:53AM
Thanks ... again, I really value your input on here, more than this David 1 .. whom everyone raves about! X
Title: Re: Investigatory
Post by: Expressdude2016 on 09-02-17, 12:56AM
Aww Thanks  :)
Title: Re: Investigatory
Post by: Cheekymonkey007 on 09-02-17, 01:25AM
Your clued up .. ? We obvs only leak what we are told but I'm sceptical about this DM removal express dude .. I've been told 100% it's going, but is it just to make uncertainty and newbies jump ship???... which would not create the ideal redundancy package for Dave, most deputy I know In express are transferred from bigger stores trying to get to SM
... the funniest bit for me is the SMs who know nothing about their store -and will
Now have no DM to blame it on ! 👏🏼👏🏼👏🏼🎂
Title: Re: Investigatory
Post by: Cheekymonkey007 on 09-02-17, 02:22AM
Anyone in this position ?
Title: Re: Investigatory
Post by: BossHog89 on 09-02-17, 11:11PM
I need some advice. One of the other team supports at work is getting investigated. One of the checkout staff made a complaint against him, the DM and SM reviewed his entire shift and wrote down every little rule bend he made throughout the day. This reviewing of CCTV was done based on a verbal complaint, then only afterwards with a big list they took the complaint formally with a note taker. Is any of this allowed?
Title: Re: Investigatory
Post by: optout on 09-02-17, 11:18PM
It is not acceptable.

contact/complain here for maximum effect


https://ico.org.uk/
Title: Re: Investigatory
Post by: Daredevil on 24-07-17, 02:44AM
Cctv must not be used to review performance etc.Security and protection purposes only !
Title: Re: Investigatory
Post by: Equalizer87 on 24-07-17, 04:34AM
Tell them to get the ICO involved as provided in a previous post. Tell them the entirety of the breach and the fact your colleague is being investigated with the footage.

£250,000 fine if it's proven to be the case and a sore arse for the SM responsible too.
Title: Re: Investigatory
Post by: GreenGrocer on 24-07-17, 11:12AM
Investigatory  ;D

Let Tosco prove your guilt  :D
Title: Re: Investigatory
Post by: Katvalo on 12-08-17, 10:21PM
I'm in need of some clarity. I was invited to an investigatory meeting with less than 24 hours notice, I was then sent a WhatsApp message later that evening telling me the time of the meeting needed to be changed. I never received a letter for this. Now I know this is against investigatory process but what I'm unsure of is during a meeting when it's adjourned is it now the investigating manager and note taker that now need to leave the room as this also didn't happen. It's now gone to a disciplinary meeting and I feel that the whole process hasn't been completed correctly.
Title: Re: Investigatory
Post by: MrK2017 on 12-08-17, 10:53PM
Hi. I am currently waiting for an investigatory. Just wanted to ask a few questions on some things before I go into it.

Firstly my APM is note taker.... is this right?? Surely if I had a problem during the meeting I should be able to contact my APM??

Secondly on the letter I received it says it is an "informal" meeting..... so should there even be a note taker for it??

And finally during any adjournment should it be the investigators that leave the room?? And I don't agree that my area manager gets to discuss the matter with the APM during the adjournments as I do believe this is unfair.

Any help would be most appreciated
Title: Re: Investigatory
Post by: Expressdude2016 on 13-08-17, 12:32AM
Yes APM can take notes and yes even informal meetings can have note taker and you have right to representation. When you say apm discusses with area manager is the area manager the one holding the meeting .But yes they can discuss it. It is quite normal during adjournments that other advice is taken whether from apm am or gpm. If Apm is taking notes and you feel you have an issue then you can raise this with GPM for advice.
Title: Re: Investigatory
Post by: Katvalo on 13-08-17, 08:39AM
I'm in need of some clarity. I was invited to an investigatory meeting with less than 24 hours notice, I was then sent a WhatsApp message later that evening telling me the time of the meeting needed to be changed. I never received a letter for this. Now I know this is against investigatory process but what I'm unsure of is during a meeting when it's adjourned is it now the investigating manager and note taker that now need to leave the room as this also didn't happen. It's now gone to a disciplinary meeting and I feel that the whole process hasn't been completed correctly.

I forgot to mention I've been in my job role 4 months and have a blemish free record for nearly 12 years. I've owned up to my mistake and I'm completely remorseful for what happened so surely this would be taken into consideration?
Title: Re: Investigatory
Post by: terra on 13-08-17, 08:45AM
Yes but would depend on what your mistake was
Are you in express?
Title: Re: Investigatory
Post by: Katvalo on 13-08-17, 08:54AM
No I work in a Phoneshop in an extra store. It's for gross misconduct. The problem I also have is that the investigatory process wasn't followed correctly either, not given 24 hours notice of the meeting and then subsequent change of time which was sent to me through a WhatsApp message, also when the meeting was adjourned I was made to leave the room not the managers that were taking the meeting
Title: Re: Investigatory
Post by: Me2015 on 13-08-17, 10:38AM
It all needs be done as per process for the outcome to hold any merit!  Letters inviting you to meeting must be 24hrs notice, any changes should be made in agreement with 2 parties and this should be noted.

You say Gross Misconduct; understandably you won't want to say what that is, however, this is deemed as 'sackable' so it must have been a pretty serious allegation being made against you!

Notwithstanding the allegation, if the process has not been followed to the letter, an appeal will always win!
Title: Re: Investigatory
Post by: MrK2017 on 13-08-17, 11:08AM
Mine is technically gross misconduct as I posted a small comment on Facebook that they are claiming puts the company in disrepute. Even though the comment I wrote was firstly a joke and secondly hardly worth the hassle of an investigatory. So gross misconduct should surely mean suspension?? Could do with an extra couple of days off.

I am in express and a store manager. Hence why the meeting is being done by the area manager. I still don't agree that the personnel manager is the one note taking when in theory they should be there if I have a problem??
Title: Re: Investigatory
Post by: Katvalo on 13-08-17, 11:22AM
It all needs be done as per process for the outcome to hold any merit!  Letters inviting you to meeting must be 24hrs notice, any changes should be made in agreement with 2 parties and this should be noted.

You say Gross Misconduct; understandably you won't want to say what that is, however, this is deemed as 'sackable' so it must have been a pretty serious allegation being made against you!

Notwithstanding the allegation, if the process has not been followed to the letter, an appeal will always win!

It's was for breach of code of conduct, I forgot to ask a question which ment a phone was upgraded fraudulently. I've heard my hands up to it and since the investigation I've been left in the shop on my own to carry on processing contracts which understandably I'm now uncomfortable in doing. It makes me wonder why I wasn't suspended?
Title: Re: Investigatory
Post by: terra on 13-08-17, 11:25AM
No someone from the personnel function has to take notes..this is were your advice would come from the union if you are a member. The APM is for the company in a disciplinary and you would be supported by a rep. And I once was given a first written warning and in the disciplinary they admitted they had totally not followed process I took it to appeal and lost...you one have one stage of appeal and the SD in my case just covered up for a Store Manager knowing I could do nothing about it.
Title: Re: Investigatory
Post by: terra on 13-08-17, 11:27AM
If you had been suspended you almost certainly would be dismissed. As you haven't it is more likely you won't and if you were you could also bring that into any appeal
Title: Re: Investigatory
Post by: Katvalo on 13-08-17, 11:32AM
Should I bring these points up in my disciplinary? I obviously don't want it to get to the point of being sacked and I'm truly remorseful for what I've done but if they've clearly not followed all parts of the investigatory process I shouldn't be dismissed? I deserve to be disciplined for my actions as if I were in there shoes I would do the same.
Title: Re: Investigatory
Post by: MrK2017 on 13-08-17, 11:33AM
Ok cool thank you. I always do try and get one over on them when situations like this arise and I'm someone's rep. However seems like they are doing everything right so far which is a shame.

Title: Re: Investigatory
Post by: MrK2017 on 13-08-17, 11:37AM
I would katvalo it seems like your no threat to the company otherwise you would have been suspended. Doesn't mean they still won't suspend you after the investigory. However seems like they can't afford to lose you in the phone shop which is usually why they don't suspend
Title: Re: Investigatory
Post by: Katvalo on 13-08-17, 11:41AM
Global Moderator Comment Please do not quote immediately prior post(s).

I've already had my investigatory and wasn't suspended after that. It was a stupid mistake, one which has never happened before in my career. Never been in an investigatory for anything performance based in the 12 years of working for them.
Title: Re: Investigatory
Post by: MrK2017 on 13-08-17, 11:43AM
You'll be fine then. Your not deemed a threat. It'll be a slap on the wrist or a warning.
Title: Re: Investigatory
Post by: Katvalo on 13-08-17, 11:45AM
Obviously I'm just so worried, I've got a little girl to look after now and to be honest I'm so disappointed in myself for ever getting in this situation.
Title: Re: Investigatory
Post by: MrK2017 on 13-08-17, 12:44PM
You'll be fine. You made an honest mistake and owned up to it which is why they've been ok. We all make mistakes.
Title: Re: Investigatory
Post by: MrK2017 on 14-08-17, 04:46PM
Hi I'm in desperate need of advice. I had my investigatory and it's been forwarded to disciplinary. That's fine no problem. However I have been told that the rep I want cannot do it due to him investigating another member of staff for the same offence. Apparently if I decide to appeal the decision he would then be questioned.

Is this right??
Title: Re: Investigatory
Post by: terra on 14-08-17, 05:13PM
There is a potential conflict for the Rep but you are entitled to the Rep of your choice, another manager can do the investigation
Title: Re: Investigatory
Post by: MrK2017 on 14-08-17, 05:35PM
This is the thing he has not investigated myself, and has not been in contact with regards to the investigatory he did on the other colleague. He is the only person in our group that I trust. I cannot think of another store manager that I do trust
Title: Re: Investigatory
Post by: Nomad on 14-08-17, 05:42PM
....... However I have been told that the rep I want cannot do it due to him investigating another member of staff for the same offence...
I must be having an off day because I just don't understand this, a rep investigating a member of staff ?
Title: Re: Investigatory
Post by: MrK2017 on 14-08-17, 05:45PM
Lol sorry just angry at the moment.


He investigated someone else for the same reason I was investigated but I was investigated by someone else today and it's been referred to disciplinary. I want the person that investigated the other colleague to be my rep
Title: Re: Investigatory
Post by: Katvalo on 14-08-17, 06:00PM
I honestly don't see why he can't rep you, if he's the rep of your choice and hasn't been involved in this investigation then I don't see a problem
Title: Re: Investigatory
Post by: MrK2017 on 14-08-17, 06:03PM
I know. But because he investigated someone else related to it he apparently can't. It's so frustrating as there is nothing within Tesco procedures that says he can't rep me. It clearly states anyone of my choice
Title: Re: Investigatory
Post by: Nomad on 14-08-17, 07:36PM
Is the rep you want also a manager ?
Title: Re: Investigatory
Post by: MrK2017 on 14-08-17, 08:47PM
Yea we're both store managers.

Also can you get investigatory reopened once it's closed before the disciplinary
Title: Re: Investigatory
Post by: terra on 14-08-17, 09:18PM
Not really but you can bring new evidence to a disciplinary and the disciplinary officer can send it back to be reinvestigated if they are not happy
Title: Re: Investigatory
Post by: Weed on 14-08-17, 09:25PM
MrK2017

By the looks the procedure has been flawed.

Do not highlight this to them. Just attend yourself or with anyone else and let them be as ruthless as possible.

If you receive a warning just appeal it highlighting the issues with procedure.  :thumbup:
Title: Re: Investigatory
Post by: BossHog89 on 22-08-17, 06:38PM
So i have an investigation coming up, however i have also been offered a job else where. Whats the deal with references while under investigation? I couldn't find an example on any of the other threads.
Title: Re: Investigatory
Post by: MrK2017 on 22-08-17, 07:45PM
You'd go down as left pending investigation. Pretty much the same as dismissal if your new job were to ask. It would look dodgy as hell to your new employer lol
Title: Re: Investigatory
Post by: BossHog89 on 22-08-17, 09:17PM
But the difference is i haven't left yet. So i haven't tried to jump ship during an investigation, so they'll ask for one while its going on? I mean if i hadn't had the new job offer i would be going through the disciplinary process. I'm not trying to avoid it its just fallen awkwardly
Title: Re: Investigatory
Post by: AlexM on 22-08-17, 10:18PM
In all honesty you'll be lucky to even get a reference from tesco. They usually ignore any requests. They come from head office & contain the bare minimal information anyway. 
Title: Re: Investigatory
Post by: optout on 22-08-17, 11:11PM
Is the investigation dragging on unnecessarily?

Is the investigation process having an effect on your health, stress etc?

Unless they have you 'bang-to-rights' on whatever the issue is, then some pressure applied may cause them to write-off their investigation (or at least come to some arrangement), in fear of a constructive dismissal claim, given that you are not concerned about keeping your current job any threat in this direction would carry a little more weight than usual. If this is likely you may be better off staying and fighting the issue and proving your innocence. As they cannot put anything like 'was under investigation once, but there was insufficient evidence to take it further' in a reference, that would be asking for trouble.

You could also remember (and remind them, and your rep) that tribunal fees have been sc**pped.

Only you know the ins and outs of your situation so I will leave you to take or leave anything that I have said, in whole or in part, in anyway you wish.

Just my lay-persons thoughts (and no-more).
Title: Re: Investigatory
Post by: Steve 1 on 02-01-18, 06:31PM
Hi guys, I just reread my investigation letter and at the bottom it says contact me if you have any problems or who your chosen rep is, but then no numbers and no printed name or signature.  I don't know the stores the managers are from and off sick at the moment, anybody any advice, thanks.
Title: Re: Investigatory
Post by: MrK2017 on 29-01-18, 02:56PM
Hi All,

Just looking for some advice here..... I am due an investigatory tomorrow for alleged being a 'Bully'. Long story short here I had a bit of a heated conversation with a shift leader and put her on SYP. She didn't like this and started gobbing off and walked out of the room. I admit I have a snappy temperament however not once did I 'Bully' her, nor did this happen again ever since. I apologized that it got quite heated. After 4 days we were on talking terms.
During this time I was dealing with acute depression of which I was seeing someone about, so it was understandable in my eyes that I would be a bit more abrupt than usual.
Anyway this happened on December 13th.
On Friday 26th January I am told that this person has put a complaint in about me 'Bullying' her and that I am to be investigated tomorrow.......
Surely after a month since the complaint this is not right? What I also find infuriating is the fact that they have let me carry on working with this person knowing the fact that she has accused me of this and not once have they told her it's been dealt with or to see if she is ok.
They also waited for me to recover from my depression. I actually told my boss that I attended my last councillor session that day and that I was feeling great and ready to fight the world again. Then she tells me this...... I've rearranged my entire week for days off just so I haven't got to see the persons that put the complaint in because I know something will be said and I know that I will say something I may regret.
I am a Store Manager in Express and believe me when I say that we do not get trained well compared to larger format managers.
Any advice for this would be great as I am so infuriated with this.
Title: Re: Investigatory
Post by: Weed on 29-01-18, 04:31PM
Tell them you do not remember fully what happened. Hold on to letters inviting you to investigatory. Hopefully letters will be done in a professional manner. Ask for a copy of any witness statement during investigatory this will allow you to have evidence when having a quiet word with the complainant outside. It is all evidence in the event of a tribunal and Tesco frequently fall down somewhere.
Title: Re: Investigatory
Post by: MrK2017 on 29-01-18, 04:35PM
thank you for replying. This is the other thing. Yet again my letter says informal investigatory meeting. the last time they did this it went straight to formal disciplinary. surely this is not right?? surely it should go to formal investigatory?
Title: Re: Investigatory
Post by: Weed on 29-01-18, 04:58PM
Take a look at https://cdn.ourtesco.com/2016/04/Disciplinary-Policy-April-16.pdf

Why does the same person complain about you time again perhaps because you have had issues with them.
Title: Re: Investigatory
Post by: MrK2017 on 29-01-18, 05:00PM
This is a different reason now. Before was for writing damaging words on social media. I’m not a Tesco through and through manager lol.

And from reading that I gather that they cannot put formal proceedings to a informal approach unless so I’ve been told it gets moved to a formal investigation meeting.
Title: Re: Investigatory
Post by: horatiocain on 02-02-18, 06:36AM
All investigations are classed as informal now,what they mean is they're not covered as a disciplinary meeting and so you have no right to a companions who can speak and must arrange your own rep.
Make no mistake its very formal and you need a rep.
Title: Re: Investigatory
Post by: Weed on 02-02-18, 07:50AM
They will already have decided your fate before you go into these meetings do what you want but a rep wont make any difference to the outcome. All the adjourning to have a think about what is happening is all good for effect. Sometimes the more they adjourn the more they F up.  :)
Title: Re: Investigatory
Post by: Shelfstacker990 on 22-03-18, 04:46PM
I need help upon leaving work today they gave me a letter inviting me to an investigation meeting to discuss allegations of sending inappropriate photos/messages via social media to colleagues.  Inappropriate language and actions towards other colleagues to make them feel uncomfortable.

Am I getting fired?!!! :'(
Title: Re: Investigatory
Post by: Expressdude2016 on 22-03-18, 05:12PM
that would depend on the gravity of what you have sent .... sexual/racist probably most severe.
Title: Re: Investigatory
Post by: Shelfstacker990 on 22-03-18, 05:26PM
Apparently I have sent a picture of my penis through Snapchat!? But there is no proof of this.
Title: Re: Investigatory
Post by: blutopia on 22-03-18, 06:36PM
Hahaha!  I note you say "no proof of this" rather than "I didn't do it"!  Perhaps the investigation meeting will include a police-style identity parade... just not identifying faces!
Title: Re: Investigatory
Post by: Shelfstacker990 on 22-03-18, 06:38PM
I really didn't do it the girl asked me out I said no now a month later she's saying these things!! 😓
Title: Re: Investigatory
Post by: blutopia on 22-03-18, 06:43PM
You'd better be careful how you word things in your investigatory then!
Title: Re: Investigatory
Post by: lucgeo on 22-03-18, 07:15PM
Shelfstacker990

Deny....deny....deny....if you really have not done anything wrong....let them prove otherwise! If it comes down to the photo, how they going to say it was you  ???

If they present the photo as evidence, then they are showing you inappropriate images, to which you strongly object being shown!? Two can play at their game...get yourself a rep....say nowt and let them prove their allegations with what evidence they think they have ???
Title: Re: Investigatory
Post by: Olivia Pope on 22-03-18, 11:05PM
Hi Shelfstacker, there a few things here -
Firstly you should have a rep not only to support you through the process but emotionally as well. You say you have some social media history think if this will be linked as trend , knowing what’s right/ wrong in terms of policy. Now we come to this allegation - they need to have the photography otherwise no evidence and just someone’s word, YOU will be able to ask to see the photo, know date and time it was sent and from what number. I would advise you contact your phone provider and ask for data showing texts sent, date, time - if you haven’t sent it , it won’t show! You will not be able to see statements unless they send it to disciplinary- u will then be able to request copies of everything. Lastly they can not leave you working with the colleague and if I was in your shoes I would want to move and if this is a made up story due to syp then you can ask what action they will take in your defence and the emotional turmoil you have been put through.
IF you did do this - resign as it’s gross misconduct !
Title: Re: Investigatory
Post by: Shelfstacker990 on 22-03-18, 11:17PM
The girl who said I did this has her whole family in the shop and he brother is sleeping with the store manager and goes out drinking with my manager who's holding this meeting and their mum is an admin to my store manager I feel really like they just want me out. I rang the union they said I only need a rep it it goes to disaplanery?! In the meeting should I ask for a transfer to another store?
Title: Re: Investigatory
Post by: Olivia Pope on 23-03-18, 12:21AM
Omg, far far too close! Firstly you should raise a concern around impartial person completing the investigation- the union are wrong makes my blood boil you pay subs to be represented and you are entitled to have a rep at ALL meetings so demand you are represented- Tesco will not be able to hold meeting if your rep is not present. You should describe that with such a serious allegation - which I presume your denying that you can not work in the same store it’s made your position untenable and you feel to keep yourself at work you need to work elsewhere, or they do .
Title: Re: Investigatory
Post by: lackofinterest on 23-03-18, 12:34AM
The girl who said I did this has her whole family in the shop and he brother is sleeping with the store manager and goes out drinking with my manager who's holding this meeting and their mum is an admin to my store manager I feel really like they just want me out. I rang the union they said I only need a rep it it goes to disaplanery?! In the meeting should I ask for a transfer to another store?
WHAT??? bullc**p!! you DEFFO need a rep at the investigation!! DO NOT go in without a rep OF YOUR CHOICE. your entitlement!! also you have a choice as to who does and doesnt hold the meeting. it should state that in your letter. i personally would sue this individual for defamation of character or something along those lines. good luck!
Title: Re: Investigatory
Post by: Olivia Pope on 23-03-18, 12:36AM
You can raise a grievance against the way the meetings / investigation is being held they have to hear your grievance first .

But agree GET A REP thus is serious
Title: Re: Investigatory
Post by: Shelfstacker990 on 23-03-18, 12:56AM
It's defiantly a bad situation I mean they have no proof of nothing because they have been telling the whole shop that I done it through Snapchat and the whole shop has made my life hell the past two weeks and now I know Why!!! I am shocked as I did class this girl as a very very good friend of mine!!! The store rep is also friends with the family.... I will ring them again tomorrow the meeting is this Sat*rday I shall keep you guys posted. The only thing I can think of is they move me out of the shop because when he gave me the letter he also gave me a holiday form and I am down in the Rota to work bank holiday Monday and good friday
Title: Re: Investigatory
Post by: lackofinterest on 23-03-18, 01:05AM
i would go on the sick with work related stress and while off contact a solicitor. sounds like youve got no chance with these s***bags in your store >:(
Title: Re: Investigatory
Post by: Shelfstacker990 on 23-03-18, 01:08AM
Thank you for all of the advice if they do fire me I will most deffinatly sue them!!!  >:( what upsets me more is that I do slot from that store cover double shifts come in an hour early unpaid sometimes work through my breaks to help others!
Title: Re: Investigatory
Post by: part of the problem on 23-03-18, 08:13AM
In your original post you said pictures and messages. Is it just the picture they are accusing you of or is there alleged messages too? If it’s all snap chat then unless she did a screen shot it will be gone but obviously text or messages are different. If you can prove she asked you out that may also help you. The only way she could try and prove it happened on snap chat without a screen shot  is to have a witness.
Title: Re: Investigatory
Post by: GreenGrocer on 23-03-18, 11:32AM
Just say someone hacked you. 
Title: Re: Investigatory
Post by: Shelfstacker990 on 23-03-18, 11:34AM
It just seems the whole management are against me because the family are so involved in the shop!!
Title: Re: Investigatory
Post by: lucgeo on 07-04-18, 03:40PM
What was the outcome  ??? ???
Title: Re: Investigatory
Post by: Shelfstacker990 on 07-04-18, 03:47PM
They have no evidence but their still investigating