Gross misconduct for falsifying timesheets

[Hammersley]

Hi, earlier today I was dismissed by my employer of ten years for gross misconduct. The charge relates to falsifying time sheets.
I don't dispute they are wrong but I do flexible hours, some day 7 hours, others 10+ and starting anytime between 3.30 am and five. (I'm a green keeper on a golf course so early starts and flexibility are essential)
the employer have, probably, done everything right in the procedure etc. Ghe problem arises in the fact that I was singed off for most of July and August with depression stemming from events in my childhood and My marriage breaking down.

I used these as mitigating circumstances as to why I have unintentional filled out my time sheet wrong. My memory has been effected and my mjn has been far from filling out time sheets.

I had a disciplinary heading yesterday and opened up regarding these issues and how i have not Been living at home, been diagnosed with depression, considered suicide, undertaken alot of therapy.

Today i have been dismised as the employed feels my explanation was not acceptable to justify wrongly filling out my time sheet.

I feel misunderstood, lost, alone and unsupported. This is very out of character for me, I have an unblemished employment record with this, my employer for the lat ten years and even won an award earlier this year for specific work I'd undertaken within my industry.

im just searching for ome hope and advice

[ULA]

So the company was already aware that you were dealing with a mental health issue due to you being signed off for a lengthy period in the summer.

Have you had the written correspondence confirming the dismissal outcome of the disciplinary? If not then when you do receive that you should be given the right to appeal the decision. This is the time to decide whether you want to so that on the basis of your unblemished record to date and a restatement of the mitigating issues of your current mental health which could maybe be supported by a letter from your GP. In addition I would suggest asking the company to consider a lesser form of disciplinary action given the mitigating circumstances.