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Author Topic: How long is a disciplinary/dismissal process really meant to take?  (Read 26122 times)

londoner83

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To have an impartial investigation I'd suggest manager A and B was in no way involved.

Manager A is key in your defence as they authorised you leaving early ; and Manager B obviously feels put out by you going early so is unlikely to come to a fair unbiased opinion.

I'd suggest they need Manager C  and  D to come and hear it.

Critchly

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I completely agree but how would they go about asking for that?  And can they?

londoner83

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Yes - a key part of the recent management disciplinary training was around impartial meetings.

Ask  for it. They may agree straight away as it's seems a reasonable request if they don't it's another ground to appeal on

lackofinterest

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could somebody please tell me if a manager reports you to have an investigation, can that same manager carry out the investigation? if it goes to disciplinary can same manager hold that meeting? i wouldnt have thought so. doesnt seem right to me. thanks

claden

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No the manager who reports you can not carry out an investigation and the manager who carried out the investigation can not carry out the disciplinary.

lackofinterest

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thanks. is this written anywhere in policy? because if it is then theyve broke the policy and therefore out of process

GreenGrocer

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They never follow process to the letter in my store and even the company as a whole that is why they have lost so many unfair dismissal claims.

Muppetry

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oldfashionedplayer

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not entirely sure, from what I've found the appeal can be made up to 14 days after the outcome, and they are supposed to have an impartial manager meet with you and hear what you have to say usually within 14 days, 28 days for demotion or dismissal and if it's been scheduled longer than that or pushed back you should be notified of the date, but there should be a justifiable reason for it according to what it says...

 Depending on the meeting with the appeals person will determine if the outcome originally was too harsh and you could be reinstated or lower punishment, or they could agree it was right and then you're basically screwed and out of the company.

Rad

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Jangelmz

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80377494

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Jangelmz

The new holiday year started on the 01 April 2019 so you'll have only earned about one day holiday.

madness

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Gross misconduct is very serious and not taken lightly. What have the above two people done that they think they have been too harshly punished?

BounceyBall

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lackofinterest

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if somebody has complained you sexually harrassed them and it is proven beyond probability then it is very likely you will be dismissed. no easier way to put it sorry


BounceyBall

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lackofinterest

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if no witnesses were present best thing to do is deny everything in my opinion. some people would claim sexual harrassment if you put your arm around their shoulder for example.

lackofinterest

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BounceyBall

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The thing is they have proof so literally I done whatever happens

BounceyBall

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BounceyBall

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She can only prove it through messages nothing else

lackofinterest

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if the messages are sexually harrassing then i dont think you have a leg to stand on.

BounceyBall

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lackofinterest

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some people take offence, some don't. this one obviously does. as she's reported you for it then i suspect they will take her side. you have to be very careful what you say to certain people these days. i for one don't communicate with any work colleagues through social media

BounceyBall

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So I need help what shall I do to save my job

 

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