Informals !

[Nomad]

Extracts from the forum on the subject of informals (with small edits).



From a rational point of view if it is correct that it is always "active" within your file then it can be used retrospectively at any time during your career with the company, this cannot be done with a verbal, written or final written because they expire so rational thought suggests that a lesser informal can't have more longevity than a discipline, as it would carry more weight for next steps ultimately over time.



This argument has been had with regional PM's many times, and each time they have finally agreed with the following point of view.

An informal is the first stage of a disciplinary, therefore union representation can not be denied.
Also, it would be contrary to the spirit of the ACAS guidelines to use an informal that was older than 6 months. (if it was a more serious offence then it should have gone to a documented warning anyway).

I always ask managers to put a review by date on informals, so that when that date is reached, if there are no more similar transgressions then there is no reason why it can't be sealed ( to be used in any future possible tribunals) or removed from the file.

Usually it is just removed as it can't be brought up anymore anyway.



The Usdaw Solving Problems At Work Booklet Part 2.2 & 4.2

Representation

The law gives all workers the right to be accompanied to grievance meetings where the grievance is about the employer's duty to the worker/ disciplinary meetings which may result in some disciplinary action.

However through our collective agreement with Tesco we have negotiated improvements to this, which means members have the right to be accompanied and represented by either a colleague or an Usdaw Rep at every stage of the procedures, both informal and formal. This includes the right to be accompanied at all investigatory meetings.