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I am very concerned about my daughter who has been going through a disciplinary on gross misconduct for 14months.
She was suspended in September ‘23 and this was reversed in September ‘24 after she had her “fact finding” meeting being told that the terms had been assessed / reviewed (the suspension was not regularly reviewed as far as we are aware as she never had communication around this until a year).
The allegations are around fraud and approvals for company taxis. (She is a scapegoat as far as I can tell for more senior personally). She presented 55 pages of screenshots via email showing work which was alleged to be fraud ahead of the first meeting. She has had 3 meetings and is waiting to hear if there is another one or not before going to a formal hearing.
She had a mental health crisis during this time and I am supporting her with a personal injury claim via a solicitor outside of the disciplinary issue against the organisation - organisation not yet received the paperwork.
One thing she hasn’t done is raise a grievance yet, the RCN union advised to wait until the outcome to do this as it may have more weight at tribunal - is this right ?
Grievance would be around - failure to follow process/ lack of objectivity/ failure to provide duty of care / lack of confidentiality / flawed investigation evidence/ conflict of interest with those involved in the process/ unlawful suspension.
if she gets a bad outcome at a hearing she will take the decision to tribunal but I am wondering if legally there is any benefit in raising a grievance around the ongoing issues now first. The issue is she is on medication / can’t leave the house and this is ongoing with the organisation not listening or improving their communication.
She was suspended in September ‘23 and this was reversed in September ‘24 after she had her “fact finding” meeting being told that the terms had been assessed / reviewed (the suspension was not regularly reviewed as far as we are aware as she never had communication around this until a year).
The allegations are around fraud and approvals for company taxis. (She is a scapegoat as far as I can tell for more senior personally). She presented 55 pages of screenshots via email showing work which was alleged to be fraud ahead of the first meeting. She has had 3 meetings and is waiting to hear if there is another one or not before going to a formal hearing.
She had a mental health crisis during this time and I am supporting her with a personal injury claim via a solicitor outside of the disciplinary issue against the organisation - organisation not yet received the paperwork.
One thing she hasn’t done is raise a grievance yet, the RCN union advised to wait until the outcome to do this as it may have more weight at tribunal - is this right ?
Grievance would be around - failure to follow process/ lack of objectivity/ failure to provide duty of care / lack of confidentiality / flawed investigation evidence/ conflict of interest with those involved in the process/ unlawful suspension.
if she gets a bad outcome at a hearing she will take the decision to tribunal but I am wondering if legally there is any benefit in raising a grievance around the ongoing issues now first. The issue is she is on medication / can’t leave the house and this is ongoing with the organisation not listening or improving their communication.
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