What should a proper disciplinary investigation look like? How to make sure your employer is fair.
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- čas přidán 24. 08. 2021
- What should a proper disciplinary investigation look like? How to make sure your employer is fair. HR solver. Stephanie take your through a disciplinary investigation, the investigation process the information your need for a disciplinary meeting or hearing and how your employer should ensure fairness and impartiality. Also the timescales for a disciplinary investigation outlined.
Thank you for all the advice here you’re brilliant.
what if you are refused a grievance?? - also contacting HR can have thr opposite effect - they are often there to locate any dissent & simply let the managers know that the employee has complained - I am a TU rep in the NHS - it really is horrible, the bullying & malpractice etc 😳
HR is on the side of managers.
Hi. My name is David. I have watched your video and its given me alot of confidence. I now know that my former employer did not follow up any rules. This is one of other component in my claim which is ongoing but believe me. Its been so stressful to the point that my health has been affected sooo. Much. But anyway thank you so much. If at all you don't mind. I would appreciate if i could speak to you directly.
Thanks, this is very helpful
Thank you.
Thank you
I worked somewhere, where bullying was absolutely rife because there was financial motive to falsify results. The people that refused were picked on mercilessly.
The company has paid out millions in fines due to health and safety breaches and for pollution incidents.
They got rid of me by telling a pack of lies.
The morale at the place was dreadful. Continual disciplinaries about little or nothing.
It was a lab and we were salaried so it didn't matter how long your day you got the same pay unless you were called out. But they still tried to time everything. The result was that people missed out stuff that they were supposed to do.
So the pH meter was supposed to be calibrated each morning, just didn't used to get done and people just used to shove in the QC sample and if it read right they would just continue. People were supposed to put in a QC solution for every 10 test samples they did, but if it was a non automated technique they would just put in one at the start of the day and one at the end, because it meant less time making up QC solution. They just fabricated the QC results. The pH probe was supposed to be cleaned once a week on a Friday when we were all caught up with samples, but people just did not clean it because it took 35 minutes to clean and then was supposed to settle for 30 minutes and then needed recalibrating.
An example of a disciplinary for me involved the flurimeter. This floride analyser had a pump on the front with 6 lines running through it. The paperwork said that another work colleague had done the once monthly line change a couple of days earlier. I set up the autosampler with the calibration samples first and then the actual samples and QCs and left it running while I sorted out another task. Came back 15 minutes later and the calibration curve is all over the place. I see the problem pretty quickly, one of the lines is spraying buffer all over. So I take the pump assembly apart and fit in a new line and set the pump and detector running to establish a steady baseline. As it is running through, I reset up the calibration curve and as soon as I see a good baseline, I set off the autosampler. Go back in, in 15 minutes and yet again the calibration looks terrible. By now I am scratching my head because I have done everything right....or so I think.
My boss comes in and wants to know why I have been in the floride room twice more than she would expect, so I explain what has happened. Boss will not take my word for what has gone on and starts investigating. She is yelling at me to fish the defective line out of the bin, which I do and to prove that it is defective. I am running around trying to find a syringe which will fit the line. I prove that it is defective. Then instead of just accepting that it might just be a defective product, she hauls in the person in the person that was supposed to have changed the lines and yells at them too, I try and defuse the situation by saying that it is probably nothing more than a manufacturing fault, only to be yelled at some more. She is going nuts that I have no idea why it has failed a second time. Her boss is attracted by the shouting. Long story short, the standard operating procedure neglected to say that everything on the wheel had to sit with the reactant for 20 minutes before starting sampling. It just so happened that usually it took at least 20 minutes to load the wheel up so it was not normally an issue, it had only been an issue because the first calibration had failed and just redoing the calibration samples took less than 20 minutes.
Just over one stupid incident, that could have happened to absolutely ANYONE, I spent all day in and out of meetings and then still having my work to do on top of that. That day I started at 7:30am and left at 9pm........and of course, I was only paid for a seven and a half hour day. The reality is that my day should have not been delayed by any of that happening by anymore than an hour. And of course the person who signed off that they had changed the pump lines and the person that wrote the standard operating procedure with its omission, both then had an axe to grind with me too.
I left many years ago, but given that there are still multiple prosecutions every year, I am inclined to think that what goes on is endemic in all parts of that particular company.
Most companies HR do what directors tell them to do 😂😂😂😂
Loved this soo much..really wish I could talk to you, I have preliminary in June, most of those that targeted me have left since they were informed of the tribunal!y manager did the investigation and took 6 statements before she uttered a word to me!! I saw the statements 10 months later! ,lies galore..for scratching a parked car..and I mean a scratch, no denials or attempts to conceal but was accused of so much!!
Very helpful. I’m currently suspended whilst the manager dealing with my case has went on annual leave.
Notification of fact finding meeting sent day after meeting occurred in same envelope as investigation meeting received at 11.45am for a meeting at 07.15am the next day.
Also at said meeting managers witness statements pulled out from “under the table” along with misinformation and spelling errors.
I was interviewed relating to complaint by colleague. Shortly after was told no further action 1 year later new manager interviewed me again as case hadn't been closed correctly. Following this interview received letter saying no further action . 3 months later I discovered I had been sanctioned 2 year pay freeze . Challenging this decision was told the the new manager letter was wrong and decision stood. I did not receive any notification of grievance , when asked whati was accused of , told could not be disclosed did not have a meeting to defend myself
Your content is so informative thank you! Can I ask if you could make a video discussing about whistle-blowing, how to protect yourself from retaliation, how to evidence retaliation/discrimination/stalking and all sorts of wrong doings that can occur to you when it's hard to gather any evidence to prove them?!!
I dont believe you can protect yourself against retaliation, you can only respond .
what is a preliminanry and how to prepare for one, i do not have a representative nor the legal knowledge to address..?
I was under investigation for 12 months eventual leading to no case to answer and a further investigation which lead to a final written warning which lasted a further 14 months start to finish for making protected disclosures. Still going through an employment tribunal.
Should a witness statement be written in the hand of the person making it?
I have a meeting coming up due to having 4 days of within the last 12 months, how much info about my illness do I need to give?
Is it better to negotiate before a disciplinary?
26 June 23, we as official reffered matter to investigate the matter now we are charged with misconduct
Is this still the same for an employee less than 2 years
Agenda.
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Immigrant people have the same rights at workplaces?
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If the evidence is subjective for example its my word against theirs and no witnesess or dates times is this satisfactory evidence. How can you defend yourself if these allegations are untruths? And no specifics of when these incidents occurred.
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