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A millstone around my neck

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  • A millstone around my neck

    Hi all, here for some help and guidance to put myself at ease, well that' the hope anyway.

    15 years ago I got mixed up with something wrong and as a result was convicted of fraud, the worst experience in my life. Although it gave me the kick up the backside which pushed me on to who I am now.
    I was sentenced to 6 months, did 3 the rest was from home on a curfew.

    8 years ago I started working for a local authority in a fairly junior role. I needed full time employment as I had my first child on the way.
    in that time I worked hard and applied for two more senior roles and I was successul and was appointed both times. Which brings us to the present where I am a team leader.

    it would appear that someone has written an anonymous letter informing my manager that I was convicted of a crime 15 years ago. The manager then took this to my service manager and director.
    Now, I have not been told formally about this, but all the other 3 team leaders have been told a serious complaint has come in. Being a local authority we get a few complaints and when we do they are not kept secret, because we need to deal with them. Even if a complaint came in about a member of the team, the team leaders would be involved in the resulting conversations.

    so today, my 3 senior managers have all had a cosy sit down with the HR manager which concerns me as I believe they may be searching for a reason to dismiss me.

    I am well aware of the ROOA 1974 and know that my conviction became spent after 2 years. I was also careful when I ticked the correct box on my application form as to not mislead. The form only asking for unspent convictions.

    I have read the recruitment policy and it says that if a conviction is spent then the candidate can answer "no" to having a conviction.

    I have all of my appraisals where my manager has thanked me for my hard work and dedication and has not once raised a concern regarding my ability to do the role.

    I was even praised by my director two days ago which now feels like the cursed vote of confidence no football manager ever wants to hear.

    The issue I have is that I havent formally been told about this letter so in theory it doesn't exist, but I feel they have all formed a hunting party and I have the antlers.

    Should I be told about this accusation letter before they all start meeting to discuss it? It feels like I have a valid grievance as a result.

    if they were to discuss this and try to dismiss me I feel I could have a good claim for unfair dismissal. I even understand their possible argument that public perception of this would be bad for the organisation, but I have paid my dues and worked damn hard to put this behind me.

    I would very much appreciate any thoughts on this.

    Please excuse the essay and thank you in advance.

    Spartacus

    Tags: None

  • #2
    one for you maybe Ula mariefab ??
    Debt is like any other trap, easy enough to get into, but hard enough to get out of.

    It doesn't matter where your journey begins, so long as you begin it...

    recte agens confido

    ~~~~~

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    • #3
      Hi ImSpartacus I've got the tag from Kati. Will need to do a bit of research for you to give you some better answers. Hold on in there will get back to you over the weekend.

      Just one question what type of role are you employed in at the council?
      I do my best to provide good practical advice, however I do so without liability.
      If you have any doubts then do please seek professional legal advice.


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      You are braver than you believe, smarter than you think and stronger than you seem.



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      • #4
        You say you work for a local authority did you by any chance check whether the position you applied for was contained under the status of “certain exceptions” where you may be asked to disclose your caution or conviction even if it is spent. Therefore, can I ask what role you were recruited for and have your promotions been in a similar role just more senior or have you moved to a different department.

        It could be that the meeting, since it was with senior managers and HR, was just to decide whether there is an issue or not following receipt of the letter. If they do believe there is a problem then my view would be that they should start by carrying out an investigation and in doing so they should inform you and give you some brief details of the allegation.
        I do my best to provide good practical advice, however I do so without liability.
        If you have any doubts then do please seek professional legal advice.


        You can’t always stop the waves but you can learn to surf.

        You are braver than you believe, smarter than you think and stronger than you seem.



        If we have helped you we'd appreciate it if you can leave a review on our Trust Pilot page

        Comment

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