Tweet
Hello everyone, im very new to this site so I apologise if I have posted this thread in the wrong place :tinysmile_hmm_t2:. I am trying to clarify an issue that I seem to be having and no one seems to know for sure whats right and whats wrong.
In May of this year I had to attend an investigatory meeting at work. I had no idea what this meeting was about until I actually got in there, but I did attend the meeting and took a union representative with me. The meeting went on for quite some time and it transpired that I was being investigated for an alledged breach of departmental policies (I worked for the DWP). They had evidence that I had used equipment to do my job, for my own gain or benefit (which is against company policy). I was told after the meeting that the only two possible outcomes would be either a final written warning or dismissal for gross misconduct, and the person who would make the decision would be someone of a higher grade (S.E.O). On the 17th July I was invited to another meeting by the said S.E.O to present to her my reasons for doing what I did. She then said that she would consider all the evidence and get back to me in writing within 10 working days. During all this time (from my initial meeting in May to my second meeting in July) I decided it would be best to look for further employment, just in case the worse scenario happened. I applied for a few jobs and on the 11th July I was invited for an interview with another employer, but still within the civil service. At this time I still hadn't heard about what was happening with my present job. After a week or two, I decided to email my prospective new employer as I had not heard anything. I was told in my reply that they were waiting for my vetting forms to be sent back and I would hear something very soon. A very reliable source advised me that this sounding like I had got the job, because there would be no other reason why they would be waiting for the said vetting forms. Then on the 1st Aug I was asked to come into work as the S.E.O wanted to see me (I was on leave at the time). I did go into work and unfortunately I was told that as from that day I was being dismissed for gross misconduct for breaching company policy and using work equipment for my own gain. Then shortly after this I received another email from the potential new employer telling me that I had indeed got the job. It also said that they would contact my line manager to agree a suitable transfer date for me to start. I emailed back saying that my line manager was on leave for 3 weeks and I was able to start whenever it was convenient for them (after all I was now out of work) an email back from them said not to worry as they could wait until my line manager returned.
So my issue is, does my previous employer have to tell my new employer that I was dismissed for gross misconduct on 1st Aug? My union rep has told me that as far as he is aware all my line manager can say is that I no longer work there and from what date, but not give the reason behind it.....is this correct?
Also if my line manager DOES tell my new employer that I was dismissed for gross misconduct, can my new employer then take the job from me, even though they have already told me ive got it?
Many thanks and I hope all that made sense :tinysmile_hmm_t2:
Tracy
In May of this year I had to attend an investigatory meeting at work. I had no idea what this meeting was about until I actually got in there, but I did attend the meeting and took a union representative with me. The meeting went on for quite some time and it transpired that I was being investigated for an alledged breach of departmental policies (I worked for the DWP). They had evidence that I had used equipment to do my job, for my own gain or benefit (which is against company policy). I was told after the meeting that the only two possible outcomes would be either a final written warning or dismissal for gross misconduct, and the person who would make the decision would be someone of a higher grade (S.E.O). On the 17th July I was invited to another meeting by the said S.E.O to present to her my reasons for doing what I did. She then said that she would consider all the evidence and get back to me in writing within 10 working days. During all this time (from my initial meeting in May to my second meeting in July) I decided it would be best to look for further employment, just in case the worse scenario happened. I applied for a few jobs and on the 11th July I was invited for an interview with another employer, but still within the civil service. At this time I still hadn't heard about what was happening with my present job. After a week or two, I decided to email my prospective new employer as I had not heard anything. I was told in my reply that they were waiting for my vetting forms to be sent back and I would hear something very soon. A very reliable source advised me that this sounding like I had got the job, because there would be no other reason why they would be waiting for the said vetting forms. Then on the 1st Aug I was asked to come into work as the S.E.O wanted to see me (I was on leave at the time). I did go into work and unfortunately I was told that as from that day I was being dismissed for gross misconduct for breaching company policy and using work equipment for my own gain. Then shortly after this I received another email from the potential new employer telling me that I had indeed got the job. It also said that they would contact my line manager to agree a suitable transfer date for me to start. I emailed back saying that my line manager was on leave for 3 weeks and I was able to start whenever it was convenient for them (after all I was now out of work) an email back from them said not to worry as they could wait until my line manager returned.
So my issue is, does my previous employer have to tell my new employer that I was dismissed for gross misconduct on 1st Aug? My union rep has told me that as far as he is aware all my line manager can say is that I no longer work there and from what date, but not give the reason behind it.....is this correct?
Also if my line manager DOES tell my new employer that I was dismissed for gross misconduct, can my new employer then take the job from me, even though they have already told me ive got it?
Many thanks and I hope all that made sense :tinysmile_hmm_t2:
Tracy
Comment