Welcome, Guest. Please login or register.
Did you miss your activation email?

31-05-20, 01:46AM

Login with username, password and session length

Recent

Members
Stats
  • Total Posts: 45892
  • Total Topics: 924
  • Online Today: 81
  • Online Ever: 483
  • (25-02-20, 02:44PM)
Users Online
Users: 0
Guests: 53
Total: 53

Author Topic: How long is a disciplinary/dismissal process really meant to take?  (Read 25113 times)

rogersmart

  • VLH Supporter
  • Jr. Member
  • ******
  • Posts: 59

ducksquad99

  • Newbie
  • *
  • Posts: 20
Living in London is okay-ish.

ducksquad99

  • Newbie
  • *
  • Posts: 20
Replying to Me2015,

I think it may have to do with Christmas? Not too sure but gross misconduct is on my disciplinary and according to everyone else, this should have been done quicker. Not too sure, just got to see what happens...

Living in London is okay-ish.

lucgeo

  • VLH Supporter
  • Sad Muppet
  • ******
  • Posts: 2397
ducksquad99

'phone your area USDAW office on Monday morning, and ask them to contact your reps to arrange for representation, either by a rep in your store, or from another store. Do you not have a night rep, who is there during your shift to make arrangements for you, and sit down with you to discuss the disciplinary??

Live for today. Learn from yesterday.

stackintheshelves

  • Jr. Member
  • **
  • Posts: 54
in my experience, the ones that were doomed for whatever reason, always had the same common denominator - ie suspended with pay....if this hasn't happened, i wouldn't worry about dismissal, don't hold me to that though

Weed

  • Smart Arse
  • *****
  • Posts: 542
Even if you are suspended with pay you will not always be dismissed. Sometimes the Line Managers just want to give the hard workers an extra holiday.  >:D

ducksquad99

  • Newbie
  • *
  • Posts: 20
Spoke to a union rep and this is likely to result in a first warning instead.
Living in London is okay-ish.

toscozombie

  • Jr. Member
  • **
  • Posts: 68
  • just tell us the truth
Vintage worker

GreenGrocer

  • Sad Muppet
  • ******
  • Posts: 1412
Here is a copy of the disciplinary policy https://cdn.ourtesco.com/2016/04/Disciplinary-Policy-April-16.pdf who knows if it will help. I worked in a store where someone was taken in for investigatory meeting weeks after the alleged incident had taken place. I was once asked if I witnessed an alleged incident in store which happened over a month ago because I was seen on CCTV. I was asked to watch CCTV but I told the managers they were wasting their time as I had not heard or seen anything because I was too busy trying to work. They are slow and it is unfair for the person trying to prove innocence.

toscozombie

  • Jr. Member
  • **
  • Posts: 68
  • just tell us the truth
Thankyou I had read that document.  but I do appreciate the reply .
Vintage worker

horatiocain

  • Know All
  • ****
  • Posts: 397
There is a time limit on investigation, 14 days, it should take no longer,unless it necessary for it to take longer, which does not mean they can take a month because the store is busy. Itsi the partnership agreement and any good rep should know.

Weed

  • Smart Arse
  • *****
  • Posts: 542
It can take longer than 14 days if people need interviewed. Best not to get involved with managers/GAs trying to get each other into bother. Take the rap if you remember doing what you are accused of. If not tell them.

toscozombie

  • Jr. Member
  • **
  • Posts: 68
  • just tell us the truth
Vintage worker

Mr McNice

  • Guest
Hi, this post contains words that are relevant to my issue, and I see it has been 120 days since the last post which makes me confident I'm not hijacking.

I'm required to attend a disciplinary hearing for gross misconduct, but the way the letter is worded makes me feel it will be a continuation of the investigation, and I'm still not happy with one of the things I stand accused of. The meeting will be heard by a member of senior team (not the store manager) therefore I understand that she is not authorised to carry out a dismissal, but can she escalate it if she feels that I'm not saying the things she wants me to say? By escalating I mean passing it to the store manager.

Regards

trolleyboy96

  • Know All
  • ****
  • Posts: 458
« Last Edit: 26-06-18, 05:33PM by trolleyboy96 »

Critchly

  • Newbie
  • *
  • Posts: 8
Can anyone tell me the proper procedure for a disciplinary please.
Cos I think my colleague is being screwed over.

Informal meeting with manager A.
3 weeks later,  no follow up meeting regarding planned actions discussed in informal meeting.
Informal meeting with manager B. On Monday.  Cos manager B isn't happy it's not resolved and their going to follow it through properly. Plan put into place for follow up meetings each tue for the foreseeable future until resolved. 
Next Tue no meeting. Handed letter by manager B. Disciplinary meeting Friday. Manager A running meeting manager B note taking and 2nd manager.
Found out union rep off this week.  Told manager A on Wednesday, wanted to reschedule for when union is in. Manager A says they would have to look at when it could be arranged for.
Friday their called into the office, hour late than when letter said. With manager B running the meeting and manager C note taking and 2nd manager.
College says out right the meeting isn't happening without union rep. Told to sit down. Short conversation, meeting is investigation meeting, can only be rearranged 1 time, if they want a union rep, they would have to take what ever union rep is available that day, and manager B would arrange the new meeting.

My colleague is so distressed, and upset. Manager A is a fair manager, manager B just seems to have a list of people they want to get rid of, and manager C is a old school friend of manager B.

The speed at which it's gone to be a disciplinary from informal.
Being told one manager would run it and another does instead.
Being told they can't chose their own rep.

What are the rules and proper procedure because I feel their getting screwed because they don't know or have access to a union rep at the time.

Walker

  • Know All
  • ****
  • Posts: 233
I'm not really sure what the investigation is about but would advise calling up the union in the first instance for help arranging a union representative for the meeting.

I would also call protector line and complain that the company is scheduling investigation meetings when your choice of union representative is on holiday and is refusing to reschedule them for when he/she is available.

What is the investigation about?
« Last Edit: 29-06-18, 07:24PM by Walker »

Woodybear

  • Newbie
  • *
  • Posts: 5

GreenGrocer

  • Sad Muppet
  • ******
  • Posts: 1412
The hours that go into these investigations is ridiculous. I think the TMs are trying to justify an extra manager.

Critchly

  • Newbie
  • *
  • Posts: 8
What is the investigation about?

Things were going on at home which meant they had to go home early for a few weeks randomly/unexpectedly but with duty managers permission each time.
Manager B is never in past 6pm unless it's their compulsory duty manager shift. Most of the time their go home at 3pm. Manager A is the one that looks after the department, even though it's not their department,  during the time after manager B goes home to closing.

3 of the times it was manager A who agreed for them to go home.

Walker

  • Know All
  • ****
  • Posts: 233
Okay, did they leave early again AFTER the last informal meeting between Manager B and the staff member,?

Critchly

  • Newbie
  • *
  • Posts: 8
Okay, did they leave early again AFTER the last informal meeting between Manager B and the staff member,?
I don't think so, but how would that make a difference if they did.
Surely their should have been at least one sit down for a review as outlined as the next corse of action in the meeting with manager B before it went to investigation?
Sorry they have gone home (on time)  and I won't see them till Sunday. So I can't say 100% no. But I don't recall them not being here around the time they are supposed to finish.

lucgeo

  • VLH Supporter
  • Sad Muppet
  • ******
  • Posts: 2397
Hang on....if manager A authorised early leave then why is said manager holding or involved in the meetings?? Why are there any meetings if the colleague had been given permission each time by duty to leave early ???

The only chat that should be taking place is a lets talk, based informally on SYA. Obviously it can't go on indefinitely if the home problems are to continue, but then it should be emphasised on support, dropping hours, changing shifts if able....if the colleague has been given permission on each and every occasion by the duty manager then can't see what there is to investigate, unless they believe that the reason given for early leave isn't genuine ??? But even then it would be a lets talk ???

Live for today. Learn from yesterday.

lackofinterest

  • Sad Muppet
  • ******
  • Posts: 1170
or maybe the said duty manager has denied giving them permission to go early. that wouldnt surprise me one iota >:D

Critchly

  • Newbie
  • *
  • Posts: 8
Hang on....if manager A authorised early leave then why is said manager holding or involved in the meetings?? Why are there any meetings if the colleague had been given permission each time by duty to leave early ???

The only chat that should be taking place is a lets talk, based informally on SYA. Obviously it can't go on indefinitely if the home problems are to continue, but then it should be emphasised on support, dropping hours, changing shifts if able....if the colleague has been given permission on each and every occasion by the duty manager then can't see what there is to investigate, unless they believe that the reason given for early leave isn't genuine ??? But even then it would be a lets talk ???

Ok so manager A aparrantly seemed to know of said meeting, but seemed to not be too bothered with it happening, like they weren't the one to arrange it. Well that is what my colleague thinks after they talked with them today. They didn't say it but it came across that way.
Which would make sense with manager B rescheduling with them lead
If the letter handed out said manager A was in charge but manager B took over.  Is that allowed?  Or can they request manager A be lead like originally stated?

 

SMF spam blocked by CleanTalk