Pending Disciplinary due

[salazz69]

I have a disciplinary with my company coming up in a couple of days, my first one in 7 years of being with this particular company. A bit of background to the story.... I stand accused of 1 ..asking a struggling trainee if they were dyslexic or autistic in order that I could employ other methods of training to assist/aid /support them better in the completion of their tasks.(respect at work policy breach) 2...Allegedly pushing, shouting, and being aggressive to them in a high-noise area where it is near impossible to hear oneself due to overhead fans and warehouse noise(Respect at Work policy breach). A potential outcome has been listed as dismissal. I'm a laid-back, patient trainer with a proven track record - I've trained over 120 to 150 people in this role in the last 3 years! I'm known for being easy-going, good-humoured, and just a nice bloke to be around. I bring a positive vibe to training sessions and get results. I'm navigating uncharted waters with all this ....I need help and recommendations for a good law firm or individual(s) that can help me get through this, I dont want to lose this job

[ULA]

At LB we do not recommend law firms but we do have our sister site JustBeagle.com that provides information on regulated law firms. However in my experience, as this is an internal process, law firms are generally not as willing to take on this type of work. Depending on your geographical location and the seniority of solicitor you could be looking at anything from £250 + VAT per hour upwards for any advice, if there is one willing to take on this work.

In respect of some practical advice on how to approach the meeting:

1. Have you been sent, in writing, the full details of the allegations and any evidence that the company will be relying on at the meeting to assist it making any disciplinary outcome decision. If so then you need to go through all of that information and prepare your "defence" and reasons, if any, for why you acted in the way that the allegations have suggested.

2. If you do not feel that you have been given everything then you need to ask for it.

3.I presume you have been advised of your right to have a colleague or TU person present? It may be an idea to consider that from both a moral support perspective and they can also take notes which you may find useful later, particularly if disciplinary action is taken and you want to appeal.

[atticus]

I saw this on LinkedIn this morning and took a screenshot because it is helpful advice.