Disciplinary of employee with memory loss

[HelloPeeps]

Hello all.

Prior to being under investigation, it was brought to employers attention by one of their witness's that I have issues with my memory.

I've never mentioned this to employer because I wasn't sure of it myself even though people started pointing things out to me like me repeating things over and over to the same people as if it was the first time ive told them, or me just having moments were I go into my own world and become oblivious to my surroundings..

Now that employer has been made aware of this, would they have to do anything differently when conducting an investigation and any disciplinary against me?

The reason I ask is because I went into an investigation meeting where I was told there had been a complaint about me, they didnt tell me who complained, when it was made or what it was about, they just asked for my recollection without even giving me any details such as a day or date.. I just spoke about anything that stood out in my mind and they questioned me about that.

[Retromau5]

Hello, is your memory loss a result off a medical condition? Your employer would have to make 'reasonable' adjustments for this, but what this entails would be down to them after discussing it with yourself. As for the investigation I'm a little confused. The haven't told you what th alleged act is, they haven't said when it happened, and they haven't said who the act was against or witnessed it. Without that kind of context, it would be very hard for anyone to answer questions effectively.

[ULA]

You say you were not sure of this yourself, so the important thing, in terms of providing advice to you is to find out whether this is something you have consulted a GP on previously and whether you have a medical condition. Or is it as you say something you and other people have noticed.

Are you now considering going to the GP?

That aside I have a concern anyway about the way the investigation meeting was carried out and the level of what I would call "non information" they have given you about the complaint. Even for someone not suffering with memory loss it would be difficult for someone to respond constructively in such a situation.

Answers in repsect of the memory loss and medical diagnosis would be really helpful for advising further.

[HelloPeeps]

You say you were not sure of this yourself, so the important thing, in terms of providing advice to you is to find out whether this is something you have consulted a GP on previously and whether you have a medical condition. Or is it as you say something you and other people have noticed.

Are you now considering going to the GP?

That aside I have a concern anyway about the way the investigation meeting was carried out and the level of what I would call "non information" they have given you about the complaint. Even for someone not suffering with memory loss it would be difficult for someone to respond constructively in such a situation.

Answers in repsect of the memory loss and medical diagnosis would be really helpful for advising further.

The condition is something that other people have noticed. I hadn't really noticed it until it was pointed out to me. Ive not been to a gp yet, i rarely ever go to a gp no matter what is up with me., but as other people outside of work have mentioned similar issues to me since i told them, it is something i would consider doing.

All I really wanted to know was, considering employer had been made aware of the issue, would they at very least needed to ask me if i required any support at the investigation, or at disciplinary if it goes that far, because of the issue?

[HelloPeeps]

Hello, is your memory loss a result off a medical condition? Your employer would have to make 'reasonable' adjustments for this, but what this entails would be down to them after discussing it with yourself. As for the investigation I'm a little confused. The haven't told you what th alleged act is, they haven't said when it happened, and they haven't said who the act was against or witnessed it. Without that kind of context, it would be very hard for anyone to answer questions effectively.

I mentioned several things at investigation and they picked one, which i guess is the one the complaint was about, then they ignored the other things and concentrated on that one.

[HelloPeeps]

Have now been invited to a follow up meeting regarding the complaint. They still havent told me anything about the complaint other than there is one. I can have a guess what it was about based on their questioning in the last meeting, but it will only be a guess. Maybe I'll find out tomorrow at the meeting.

[ULA]

You have not come back to regarding the questions set out at post #3

"You say you were not sure of this yourself, so the important thing, in terms of providing advice to you is to find out whether this is something you have consulted a GP on previously and whether you have a medical condition. Or is it as you say something you and other people have noticed.

Are you now considering going to the GP?"

A response to these would have been helpful in order to advise on reasonable adjustments you could request.

In the meantime I would suggest that you ask, at the start of the meeting, that you would like to know specifically what the complaint is about. Advise again that you have issues with your memory, set out whether or not you have been to your GP about this or intend to now that colleagues have commented about it and that this needs to be taken into account as part of the conduct of the investigation.